Abstract
The motivation of professionals is not based solely on good monetary remuneration. Nowadays, every experienced IT professional is interested first and foremost in a healthy work environment in a company and then on the pay level. The employer's assessment takes into account the level of stress, work-life balance, career development prerequisites, as well as the offered social benefits - supplementary health insurance, sports cards, food vouchers, drinks and fruit at work, events with colleagues outside the office, places for creative relaxation at work. Anything that helps the creative workflow because IT professionals, are creators in the field who work and need special conditions to grow their potential and deliver good results. The article explores and analyzes the motivation factors leading to the employees’ commitment of the IT companies in Bulgaria. Basic theoretical points of view are presented and the work of leading researchers in this field is being commented. A methodology has been developed and the summarized results are presented, on the two hypotheses that the authors set, namely: There is a link between Employee Compensation, working conditions, personal development opportunities and the psychological climate, and employee engagement and that Employee Compensation has exhausted the possibilities to be the only factor to guarantee the commitment of the employees in the IT industry. The results show that companies can not ignore any of the identified key motivational factors without losing employees and/or productivity/efficiency.
Highlights
Company management theory focuses on various interrelated approaches to achieve and maintain their competitiveness, namely:- effective marketing guaranteeing successful interaction with the market and sales at good prices and in the required quantities;- an innovative system capable of responding to all the emerging needs; - a highly productive production and logistics system for goods/services aimed at minimizing cost/expenses as much as possible; - financial and resource security of the activity of the company; - highly-effective and efficient human capital management of the company
The following two research hypotheses are put forward: H1: There is a link between Employee Compensation, working conditions, personal development opportunities and psychological climate, and employee engagement
There is a link between Employee Compensation, working conditions, personal development opportunities and the psychological climate, and employee engagement H2: Employee Compensation has exhausted the ability to be the only factor to ensure employee engagement in the IT industry
Summary
Company management theory focuses on various interrelated approaches to achieve and maintain their competitiveness, namely:. Effective motivation is related to the study of the laws, principles and rules that differentiate rational human behavior and influence the full use of its labor potential In this regard, it is necessary to emphasize that the company employee is characterized by individual behavioral traits, qualifications, knowledge, skills and cultural features. In the context of ever-increasing competition from companies, on the same terms, to achieve resources and opportunities to create goods and services, successful motivation leading to employees’ engagement is one of the strongest opportunities to realize a competitive advantage This fact is connected with the introduction of the problems related to the link between motivation and engagement of the employees both in the scientific researches and in business. The general research argument is that Employee Compensation in this sector has exhausted its role as a sole motivator, and other motivators that can be identified in the survey should be used to ensure employee engagement with company goals
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