| The purpose of this study is to 1) better understand the turnover intentions of professional higher education admissions employees on a national level, 2) identify the extent to which motivation mediates employee satisfaction in an office of admissions, 3) determine if self-determination theory (Deci & Ryan, 2008) provides a theoretical explanation for admissions employee satisfaction, and 4) use the theoretical underpinnings of self-determination theory to describe employee satisfaction in a way that can lead to a delay in voluntary admissions turnover. Self-determination theory has been used in many social sectors to explain human satisfaction and motivation, but it has not yet been applied to entry-level positions within higher education such as an office of admissions. Professional admissions employees from land-grant universities across the country were identified as prospective respondents for a self-determination theory employee satisfaction questionnaire. Their responses were analyzed to determine whether or not self-determination theory provided an accurate description of employee satisfaction. The study results confirmed that self-determination theory provided a partial explanation of employee satisfaction within an office of admissions setting. Of the three primary components of self-determination theory, only autonomy and competence were shown to impact employee satisfaction. This partial explanation of admissions employee satisfaction can be utilized to increase the duration and quality of professional admissions employees despite the entry-level nature of most admissions positions. The results of this study will be beneficial to offices of admissions, student affairs offices, and other higher education divisions staffed by traditionally short-term employees. By improving the x quality of work performed and the length of time employed, even if only by one or two years, the impact on institutions of higher education can be significant. |