Abstract
Purpose – The main purpose of this research paper is to investigate the correlation between job satisfaction of employees in the IT sector and their personal performance. Additionally, the study examines the overall level of employee satisfaction, as well as if job satisfaction levels differ significantly among the studied demographic groups.
 Design/methodology/approach – The research is based on quantitative analysis of data collected through a questionnaire containing answers of 126 international respondents from over 25 different IT companies. The research methods used are one-dimensional methods for preliminary analysis, Cronbach alpha for reliability and consistency, one-way ANOVA for mean values comparison and correlation analysis for examining relationships.
 Findings – The findings show a moderate statistically significant correlation between job satisfaction and employees’ personal performance, which is bidirectional as influence and presumably depends on other variables like work engagement, motivation, stress or exhaustion, which were not examined in the current study. Additionally, most of the employees in the researched sample define themselves as satisfied with their jobs. Statistically significant variation of the mean job satisfaction levels was observed in two of the examined demographic variables – gender and years in the current position.
 Practical implications – The research results can be beneficial for different organizations since job satisfaction is important for employees’ long-term retention, for increasing their commitment and loyalty towards the organization, as well as for the creation of a motivating and productive work environment. Employees’ job satisfaction and their personal performance should always be considered main organizational values and key for achieving excellent business results and market leadership.
 Originality/value – The results of the current research are important for validating the position of these researchers, who claim that a positive correlation between an employees’ job satisfaction and their personal performance in the workplace exists and should not be neglected. Additionally, it contributes towards a better understanding of job satisfaction among IT employees.
Highlights
Employees’ job satisfaction affects the prosperity and effectiveness of every business organization, and due to its importance, it is subject to numerous studies
IBM SPSS Statistics is used for data analysis, and the applied methods are: one-dimensional models for primary analysis and testing hypothesis 2 (H2), a one-way ANOVA for testing if the mean values of job satisfaction are significantly different in the different demographic groups and testing hypothesis 3 (H3), Cronbach’s alpha to verify the reliability and internal consistency of the questions, measuring job satisfaction and individual performance and to confirm the scale reliability and correlation analysis for examining relationships and verifying the main research hypothesis
The Shapiro-Wilk test was used to check the normality of the two variables, and the results showed that average job satisfaction is normally distributed while average performance does not meet the normality criteria
Summary
Employees’ job satisfaction affects the prosperity and effectiveness of every business organization, and due to its importance, it is subject to numerous studies. The business world is witnessing an unprecedented talent turnover caused by the desire of employees to achieve their personal and professional goals. This creates a growing level of concern among companies that find it increasingly difficult to retain their long-term talented and highly qualified employees (Valaei & Rezaei, 2016). Satisfaction and motivation of employees are mandatory elements for today’s business as a key factor that distinguishes successful companies (Ćulibrk et al, 2018) For this reason, internal programs and procedures that focus on improving job satisfaction factors in the workplace can be beneficial for companies that want to retain and further develop their highly qualified employees
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