Role of Outsourcing in Stress and Job Satisfaction of Information Technology Professionals

Information technology (IT) outsourcing poses a potential job loss threat to IT professionals, which can decrease job security, job satisfaction, and organizational commitment. The problem that this study addressed was the perceived role of IT outsourcing in the job stress, job dissatisfaction, and turnover intention of IT professionals. The purpose of this study was to explore how job-related stress, job dissatisfaction, and turnover intention within the IT profession are influenced by outsourcing as perceived by IT workers themselves. Phenomenology was the methodology used, and the person-environment fit theory formed the theoretical framework for this study. The research questions addressed outsourcing and its impact on IT employees, based on the perceptions of the participants. Data were collected from 20 IT professionals at 4 medium-sized firms within Central Florida using open-ended interview questions. Significant themes emerged as the interview data were analyzed and coded using words that best described the data. Synthesis of the data collected indicated that job stress and job dissatisfaction were continuing concerns among the participants, as indicated in current general literature. However, turnover intention had a less consequential impact on the IT workers\u27 reactions to the effects of outsourcing. Contrary to the expectation that IT outsourcing plays a negative role in the job satisfaction of the participants, the study results indicated that the majority of the participants were still satisfied in their positions following IT outsourcing activities. Managers could impact social change by understanding the levels of stress and job satisfaction IT professionals experience during outsourcing. Insights from this study may help improve employees\u27 productivity, commitment, and contributions to their local economies

On Identifying the Motivating Factors of Job & Career Satisfaction of IT Professionals in Dhaka City of Bangladesh

An effective organization will make sure that there is a spirit of cooperation and sense of commitment and satisfaction within the sphere of its influence. In today’s dynamic and ever changing environment the job & career satisfaction has emerged as the key fact for motivating employees towards the organizational goals and objectives. This issue has also been identified as one of the most important issues in today’s all sector. Information technology (IT) has in the recent times dominated all aspect of the business world, and, for this reason, today's business environment is more challenging and more dynamic than in previous years. In the development of information and communication technology (ICT), the fact of job & career satisfaction is becoming more complex day by day. To cope with the changes and upcoming challenges, organizations must identify the factors, which have profound impact on organizational performance as well as job satisfaction. This study is important because companies need to know the effects of job satisfaction to IT personnel and to the corporation as a whole. Unfortunately, very insufficient number of studies has been conducted in this area context of Bangladesh. This study is important because companies need to know the effects of job satisfaction to IT personnel and to the corporation as a whole. This study will help companies and company executives to understand that integrating the use of IT into their business in order to maximize profit and optimum performance depends on the level of satisfaction given to the IT professionals. This study focused on examining job satisfaction of Information Technology professionals in the Dhaka city of Bangladesh, paying particular attention to the most important factors of job satisfaction for IT workers. This paper determines the association between different characteristics of the respondents and the level of Job satisfaction among IT professional in Dhaka city. This paper also determines the key factors of Job satisfaction like salary, supervision, working environment, personal growth, training and promotion are the sources or determiners of satisfaction of IT professional in Dhaka city of Bangladesh which gives IT leaders and management the perception and vision to tackle job satisfaction issues in the IT environment. Keywords: Job & Career Satisfaction, Information Technology, Logistic Regression, Banglades

Job Satisfaction Management System: Approach on Information Technology Professionals

This paper proposed a job satisfaction management model titled Job Satisfaction Management System (JSMS). The four major components of the JSMS outlined are: IT professionals, Factors involved in job satisfaction, Management commitment and Expected Outcome

JOB SATISFACTION AND TURNOVER INTENTION IN HIGHER EDUCATION: A STUDY OF INFORMATION TECHNOLOGY PROFESSIONALS IN THE CALIFORNIA STATE UNIVERSITY SYSTEM

The purpose of this study was to survey perceived job satisfaction and turnover intention of information technology professionals in the California State University (CSU) system. Employee satisfaction facets (work, pay, opportunities for promotion, supervision, and coworkers), overall satisfaction, and turnover intention were measured. Further, the study identified whether there was a significant difference in perceived job satisfaction or turnover intention based on years of service in the CSU system, gender, or campus in the CSU system. The study also examined the uniqueness of information technology professionals at campuses in the CSU system. This study utilized a mixed-methods methodology with two distinct phases. The quantitative phase of the study involved participants responding to an on-line survey. An invitation was sent to 622 information technology professionals at six campuses in the CSU system with a request to complete the survey. A total of 59 information technology employees responded, for a response rate of 9.49%. The quantitative results support earlier studies that report a negative correlation between overall job satisfaction and turnover intention. Of the five facets of job satisfaction, the mean satisfaction with opportunities for promotion was the lowest. The qualitative phase followed the quantitative phase and involved interviewing information technology managers from the CSU system, using a semi-structured interview protocol, to gain additional clarity about the data gathered in the quantitative phase. The managers did not perceive a difference between the job satisfaction of information technology professionals and other professionals. The majority of managers reported viewing turnover positively, but suggested that their view of turnover is highly situational depending on whether the turnover is of a high or low performer. The culture of information technology professional turnover intention was described as somewhat different for other professionals given the ease of skills transfer and demand for information technology professionals in the market

Gender and Business Competences of Knowledge Workers in Poland

The purpose of the research described in this article is to verify the influence of gender difference and firm size on the business competencies self-assessment of knowledge workers in small regional enterprises of Lower Silesia region, in Poland, a transition economy. An individual survey was conducted on the basis of the questionnaire of business competencies. Two trials of 169 knowledge workers were constructed via an interpersonal network and sequential random sampling, with the use of passive experimental design. Several dimensions of business competencies are investigated. The results show that females working as knowledge workers in regional small enterprises in Poland manifest less levels of business competencies self-assessment than male colleagues. However, females have the highest scores in sphere of knowledge self-assessment concerning organizational units and organizational responsibility. The novelty is the first use the adapted questionnaire of business competencies self-assessment among knowledge workers in relation to gender and regional small and micro firms, in Poland

Job stress, quality of work life, job satisfaction and turnover intention among executive level employees of Intel Technology Sdn. Bhd.

Employee turnover has always been a matter of concern for organizations. A large degree of employee turnover is highly detrimental to both the organization as well as the employees. The main objective of this study is to explore the factors that influence turnover intention among the executive level employees who are working in Intel Technology Sdn. Bhd. as well as to identify the most significant factor influencing turnover intention. Three independent variables namely job stress, quality of work life, and job satisfaction were examined to determine their relationship with dependent variable, which is turnover intention. A cross-sectional study was chosen for this study. A total of 155 respondents were involved in this study. Data were gathered through questionnaires and was being analysed using Statistical Package for Social Science (SPSS) version 19.0. This study applied descriptive statistics, reliability analysis and inferential analysis to examine the relationship among the variables. The multiple regression analysis of job stress shows that there is a significant and positive relationship on turnover intention. However, there is an insignificant and negative relationship between quality of work life and turnover intention. Besides that, job satisfaction has a significant and negative relationship on turnover intention. Findings of this study also suggested that job satisfaction is the most significant factor that influences turnover intention among executive level employees who worked at Intel Technology Sdn. Bhd. The implication of this study is that organization should take appropriate action during human resource planning as the determinants in increasing employee’s satisfaction and reduce turnover intention. Future research should be including other factors like organizational politics and downsizing that might influence the turnover intentio

LC-IRT models with covariates in Polish job satisfaction analysis

Employment is at the heart of European Union (EU) policies as it is the basis for wealth creation. Knowing how satisfied EU residents are with their occupation is very important, since losing one’s job may undermine one’s life satisfaction and its overall meaning (European Commission 2015). According to the most recent Eurostat data (European Commission 2017), Poland reported an average job satisfaction well above the EU mean, ranked 8th (behind Denmark, Iceland, Austria, Finland, Norway, Switzerland and Sweden). Thus, it is interesting to present an analysis focused on the job satisfaction of workers in Poland – a country of emigration, with the highest percentage of temporary contracts in Europe (European Commission 2016). The main aim of our study is understanding how the different socio-economic features affect the groups of workers with similar job satisfaction levels in Poland. Most of the Polish job satisfaction studies are focused on selected professional groups, in selected regions of Poland. This article presents another, the latent variable models approach to the hetero-geneous data set for different subgroups of workers in all the regions of Poland. The combination of the two latent variable models enables to find homogeneous classes of individuals characterized by the similar latent ability levels, and at the same time, the item characteristics analysis (usually identified as discrimination indices and difficulty parameters) as well. Latent Class Item Response Theory (LC-IRT) models are more flexible in compa-rison with traditional formulations of Item Response Theory (IRT) models, often based on restrictive assumptions, such as normality of latent trait (explicitly introduced). Moreover, the authors also apply the extended latent variable models under the discrete assumption of the latent trait including individual socio-demographic features, such as age, sex, education, marital status or current financial situation. The article analyzes data collected as part of the International Social Survey Programme 2015 using R software. The results may help policymakers tailor their employment policies as well as to create and deliver services focused on special socio-economic groups of the Polish society

Influence of directive and supportive leadership styles on employee job satisfaction in commercial banks in in Kenya

The purpose of the study was to examine the influence of directive and supportive leadership style on employee job satisfaction in commercial banks in Kenya. The study adopted the positivism research philosophy and descriptive correlational research design.  The target population of the study was 15,030 employees in all the 43 commercial banks licensed to operate in Kenya as of June 2018. Using a stratified sampling technique, the study drew a sample size of 386 employees reporting to middle-level managers. Data was collected by means of a questionnaire and analyzed using descriptive and inferential statistics. Statistical Package for Social Sciences (SPSS) version 20. The results of the study showed that a directive leadership style and supportive leadership styles positively and significantly predicted employee job satisfaction. The results of the regression analysis after moderation showed that environmental contingency factors significantly moderated the relationship between path-goal leadership style and employee job satisfaction