Abstract
PurposeStrategic goal achievement in every sector of a company relies fundamentally on the firm's employees. This study aims to disclose the factors that spur employees of major Information Technology (IT) companies in the United States (US).Design/methodology/approachIn this paper, 15,000 reviews from the top 15 United States IT companies were collected from the social media platform Glassdoor to uncover the factors that satisfy IT employees. To learn the most meaningful features that influence the scores, positive and negative remarks, as well as advice to the management team, were analyzed through a support vector machine.FindingsResults highlight a positive attitude of coworkers, contributing to a positive environment and job satisfaction. However, unsatisfied IT employees reveal that work exhaustion is the main reason for their job dissatisfaction.Practical implicationsIT human resource departments can use these valuable insights to align their strategies in accordance with their employees' desires and expectations in order to thrive.Originality/valueThe study highlights the relevance of IT companies to understand the reasons behind their employees' satisfaction. Up until now, little is known concerning the variants of job satisfaction among IT employees, enriching the understanding in this particular professional area.
Highlights
Managing human resources is a critical managerial dimension in any type of company (Zheng and Lamond, 2009)
Before extracting knowledge from the model, it is necessary to measure its performance in modeling the Glassdoor score based on the 40 input features
We adopted the k-fold cross-validation scheme, which provides a robust and realistic evaluation procedure (Refaeilzadeh et al, 2009) by dividing the dataset into k folds of equal size and running k times by using all folds for training the model except one, which is used for testing its accuracy
Summary
Managing human resources is a critical managerial dimension in any type of company (Zheng and Lamond, 2009). In California, and partially fueled by renowned private and public universities such as Stanford, California Institute of Technology (Caltech), and University of California, among others, “Silicon Valley” has nurtured worldwide leading companies such as Hewlett-Packard, Google, Apple, and Facebook (Adams, 2005). These mega-large companies provide important benefits, including schools for workers’ children, health units, and others only at the reach of global-scale companies (Garon, 2018). By developing “a broader range of leadership talent, and implementing a career model framework”, Microsoft moved human resource strategies to the forefront (Olesen et al, 2007)
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