The Things That Drive Us – How the Next Generation of IT Professionals Defines Contemporary Career Success

Modern career concepts revolutionize our understanding of a successful career. Employees nowadays define career success in many diverse ways, based on a variety of personal goals. To attract the next generation of IT professionals and to improve gender balance in IT, organizations must understand future IT professionals’ perceptions of a successful career. By analyzing 127 personal career success definitions from IT students in Germany, we present a broad spectrum of desired career success factors in IT. We illustrate the concept of career success dualism, which describes career success as a balance between multiple factors, such as remuneration and work-life balance. Furthermore, we present how female IT students have a stronger drive toward subjective career success factors than males. Our study contributes to a better understanding of current IT students and suggests how organizations can hire and retain the next generation of IT professionals

Motivators and its impacts on job satisfaction in FDI companies - A case study of Eurowindow Vietnam

This study investigates the factors motivating workers and their levels of job satisfaction at Eurowindow Vietnam - an FDI company in the furniture industry based in Hochiminh City, Vietnam. Data for this study were collected by a surveying 202 office workers of the company. A Likert-scale response format questionnaire was used to identify employment attitudes and job satisfaction. The research was carried out based on the theoretical aspects of job satisfaction. Cronbach's alpha and exploratory factor analysis (EFA) were deployed to test the unidimensionality, reliability, and validity of measurement scales. Correlation analysis was carried out to estimate the relation between dependent and independent variables, and within the independent ones. Moreover, multiple regression analysis was adopted to test the hypotheses of the study. The level of job satisfaction was measured by seven dimensions, namely payment, promotion, supervisor, co-workers, work itself, benefits and work environment. The research results showed that work itself, promotion, payment, and supervisor have significant influences on job satisfaction. Findings of this study provide necessary knowledge for the leadership of Eurowindow Vietnam in boosting job satisfaction of their staff. Other FDI enterprises with the same development level may find these results applicable for their organizations. Recommendations for future research are also presented at the end of the study.Internal Grant Agency of FaME [IGA/FaME/2018/019

Job satisfaction and job performance in the media industry: A synergistic application of partial least squares path modelling

Purpose – The purpose of this paper is to examine the relationship between job satisfaction and employee performance in the media industry as well as the role of demographic variables, namely, age, gender, income, marital status, and the level of education as categorical moderators on this relationship. Design/methodology/approach – A total of 220 valid questionnaires were collected from employees in the Malaysian media industry to examine the goodness of model fit, sign indeterminacy, measurement model, and structural relationships between constructs. Using partial least squares (PLS) path modelling, this study introduces a full-fledged structural equation modelling approach by applying ADANCO 1.1 advanced composite modelling and SmartPLS 3.2.3. PLS-multi-group analysis is applied to examine the heterogeneity of data and test the hypotheses on moderating variables. Findings – Payment, promotion, supervision, operating conditions, co-workers, and nature of the work were found to be conducive to employees’ job performance, among which co-workers generated the highest path coefficient followed by operating conditions, payment, and promotion. Hypotheses on the relationships between fringe benefits, contingent rewards, communication, and job performance were rejected. Age, gender, and level of education were found as moderators to the relationship between facets of job satisfaction and employees’ job performance. Practical implications – The results of importance performance map analysis can help managers and decision makers to prioritize their actions. The findings show that co-workers and operating conditions have the highest importance and payment and contingent rewards have the highest performance on job performance in the media industry. Originality/value – This study is among the few that investigates the relationship between job satisfaction and job performance in the media industry by considering demographic factors as the moderating variables. This study also contributes methodologically through the introduction of a synergistic PLS approach

Models of motivation in software engineering

Motivation in software engineering is recognized as a key success factor for software projects, but although there are many papers written about motivation in software engineering, the field lacks a comprehensive overview of the area. In particular, several models of motivation have been proposed, but they either rely heavily on one particular model (the job characteristics model), or are quite disparate and difficult to combine. Using the results from our previous systematic literature review (SLR), we constructed a new model of motivation in software engineering. We then compared this new model with existing models and refined it based on this comparison. This paper summarises the SLR results, presents the important existing models found in the literature and explains the development of our new model of motivation in software engineering

The IT Compensation Challenge: Theorizing the Balance Among Multi-Level Internal and External Uncertainties

Attracting, motivating, and retaining Information Technology (IT) professionals has proven to be an ongoing challenge, regardless of the era in question. On average, almost two-thirds of the IT operating budget goes to staffing expenses, with managers and human resources experts struggling to balance IT compensation decisions with the uncertainties their organizations face. While there are many compensation studies that provide descriptive evidence using institutional variables, we lack a comprehensive IT compensation model that explores explanations for IT compensation decision factors from the angle of reducing IT-related uncertainties. This paper integrates concepts from traditional compensation literature, the role of non-monetary rewards, and a multi-level view of factors that influence IT compensation decisions. The use of multi-level factors is supported by traditional agency theory perspectives of compensation, and by contingency theory that looks at external and internal (organizational) contingencies. An interesting result of our analysis is that agency and contingency perspectives of risk provide insights on when fixed or variable pay plans may be more beneficial to the organization. There may be conditions when risk is logically lower, but overall IT compensation amounts will be higher. In particular, our paper proposes that IT compensation can be a viable IT governance mechanism in high-risk conditions when effective monitoring and performance measurement are less attainable, such as in outsourcing situations

Information Technology Worker Recruitment: An Empirical Examination of Entry-Level IT Job Seekers’ Labor Market

This paper investigates two actors in IT recruitment: IT job seekers and IT employers. Signaling theory and image theory inform this research. Signaling theory suggests that there are unique groups of IT job seekers and IT employers. Image theory explains the implications of groups of IT job seekers’ have images of firms. Based on a closet qualitative study, we identify three images that IT job seekers use to classify employers: IT consulting firms, IT vendors, and non-IT-oriented firms that require in-house IT workers. To evaluate these images, we conduct two studies. Study 1 evaluates job seekers. Analysis of data collected from 491 entry-level IT job seekers suggests that unique groups of IT job seekers exist that possess distinct preferences for IT employers, firm and job characteristics as well as report different levels of preparatory job search activity. Study 2 focuses on the IT employers’ perspective. We segment IT employers based on the IT job seekers\u27 images. Results from a survey of 412 firm recruiters indicate that IT employers do not prefer different types of IT job applicants or engage in significantly different recruitment activities. Taken together, our studies provide a rich understanding of how IT job seekers view employers and how employers view job seekers

Persepsi Sokongan Organisasi Sebagai Perantara di Antara Faktor Organisasi dan Gaya Kepimpinan dan Pengekalan Pekerja Mahir Teknologi Maklumat di Malaysia

This thesis examines the direct relationship between rewards, leadership styles, and ergonomic practices and intention to stay and perceived organizational support. It also examines the mediating effect of organizational support on the relationship between rewards, leadership styles, and ergonomic practices and intention to stay. Finally, the thesis examines the moderating effect of job stress on the relationship between perceived organizational support and intention to stay. A total of 832 questionnaires were mailed to the representatives of organizations that have agreed to participate in this study. Out of 832, only 220 questionnaire were returned. However, only 178 were usable for further analysis, representing a response rate of 21.39%. Hypotheses for direct and mediating effect were tested using multiple regression analyses, and hypotheses for interacting effect were tested using hierarchical multiple regression. Results showed that rewards, ergonomic practices and transformational leadership (idealized influence) were positively and significantly related to intention to stay. However, only one dimension of transactional leadership (management by exception – active) was found negatively and significantly related to intention to stay. Results also showed that salary, flexible work schedule, ergonomic practices, idealized influence and laissez-faire were significantly related to perceived organizational support. Meanwhile, results from regression analysis showed that perceived organization support mediate the relationship between salary, flexible work schedule, ergonomic practices, and transformational leaderships (idealized influence) and intention to stay. Furthermore, results from hierarchical multiple regressions showed that job stress moderate the relationship between perceived organization support and intention to stay. Implications of the findings, potential limitations, and directions for future research are discussed

Validation Guidelines for IS Positivist Research

The issue of whether IS positivist researchers were sufficiently validating their instruments was initially raised fifteen years ago and rigor in IS research is still one of the most critical scientific issues facing the field. Without solid validation of the instruments that are used to gather data on which findings and interpretations are based, the very scientific basis of the profession is threatened. This study builds on four prior retrospectives of IS research that conclude that IS positivist researchers continue to face major barriers in instrument, statistical, and other forms of validation. It goes beyond these studies by offering analyses of the state-of-the-art of research validities and deriving specific heuristics for research practice in the validities. Some of these heuristics will, no doubt, be controversial. But we believe that it is time for the IS academic profession to bring such issues into the open for community debate. This article is a first step in that direction. Based on our interpretation of the importance of a long list of validities, this paper suggests heuristics for reinvigorating the quest for validation in IS research via content/construct validity, reliability, manipulation validity, and statistical conclusion validity. New guidelines for validation and new research directions are offered

The Impact of CSR Efforts on Firm Performance in the Energy Sector

The purpose of this research was to investigate the relationship between Corporate Social Responsibility (CSR) and the financial performance for publicly-traded firms operating in the energy sector. The energy sector has a unique role to play in global CSR efforts because of the size of the firms within that industry, their impact on the environment, and the operational risks that come with energy production. Previous research has been conducted on the relationship between CSR engagement and financial performance in various contexts, but this research has shown mixed outcomes – in some cases there is a positive relationship between CSR and performance while in other studies the research is non-existent or marginal (Lech, 2013; Jha & Cox, 2015). Thus, the research question for this study addresses a significant gap in the understanding of this topic by exploring the relationship between CSR and firm performance in a contextualized setting of the energy sector. A regression model was used to test the hypothesis that a correlation exists between CSR and performance. The independent variable in this study is the ESG disclosure score for each firm as published by Bloomberg (2016), which represents how much CSR activities each firm discloses. The dependent variable was a series of three financial metrics – return on assets, return on equity, and EBITDA. The relationship between the independent and dependent variables was tested for statistical significance at the 10%, 5%, and 1% levels on 0-4 year intervals, with a corresponding effect size reported for each relationship

The management of employee wellness programme in the Department of Roads and Transport in Gauteng

Thesis (M.M. (Public and Development Management))--University of the Witwatersrand, Faculty of Commerce, Law and Management, Graduate School of Public and Development Management, 2014.Globally, the concept of employee wellness has taken centre stage and organisations have come to the realisation that their success is greatly influenced by the health and well-being of their employees. The study investigates the management of employee wellness programme in the Gauteng Department of Roads and Transport (GDRT). The study aimed to explore the potential factors impacting the planning and management of the Employee Wellness Programme (EWP) in the GDRT with the view of developing a more comprehensive understanding of the programme, as the programme has been in the implementation phase for some time now. The research method used was qualitative. The research tool utilised was an interview schedule administered to fifteen respondents representing both management and employees within the head office of GDRT. The findings of the study indicate a lack of management participation and support in the implementation of the programme. This is mainly attributed to inadequate communication and consultation processes. The results revealed that whilst the programme is planned, employee needs for example (social and health problems) are often not factored into the process which suggests weaknesses in the consultative process. The research recommends that management has to endorse the employee wellness programme by making it part of the strategic agenda of the Department and this includes incorporating the planning and implementation of the programme into the daily operational functions of the line manager