Employee Retention in IT Industry : Case: Enoro Oy
Rohava, Alena (2018)
Rohava, Alena
Jyväskylän ammattikorkeakoulu
2018
All rights reserved
Julkaisun pysyvä osoite on
https://urn.fi/URN:NBN:fi:amk-201803193494
https://urn.fi/URN:NBN:fi:amk-201803193494
Tiivistelmä
The topic of employee retention is nowadays of a high interest for the IT companies. Vol-untary Employee Turnover brings a great deal of undesirable expenses, including finding the new employee, training, integrating into the team and organizing the proper knowledge transfer. This may take a plenty of time and money resources, which eventually influences the business. A loss of the employee working in the company for a long time may also mean the loss of the critical knowledge about the domain, software and technol-ogies that this employee has. Thus, it is important for resource managers in IT industry to pay careful attention to the employee retention and to the ways it can be accomplished.
This research is focused on determining the employee job satisfaction facets that affect the employee’s turnover intentions the most and, thus, should be carefully managed. The detection of such facets was implemented with the use of job satisfaction survey together with the questions regarding the intentions to leave. The questionnaire was also accompa-nied by the series of structured interviews with the managers form the case company that supported the analysis of the quantitative data and helped to identify, in which direction the company is currently moving, regarding the employee satisfaction and motivation.
Nine job satisfaction facets (Pay, Promotion, Supervision, Fringe Benefits, Contingent Re-wards, Operating Condition, Coworkers, Nature of Work and Communication) were exam-ined to have the correlation with the employee’s turnover intentions. The correlation coef-ficients matrix was developed and analyzed for this purpose. The strongest negative corre-lation was found between the Nature of Work and turnover intentions. The moderate cor-relation was also found between the turnover intentions and the Supervision and Cowork-ers facets. The corresponding recommendations on how these facets should be managed were mentioned in the conclusion.
This research is focused on determining the employee job satisfaction facets that affect the employee’s turnover intentions the most and, thus, should be carefully managed. The detection of such facets was implemented with the use of job satisfaction survey together with the questions regarding the intentions to leave. The questionnaire was also accompa-nied by the series of structured interviews with the managers form the case company that supported the analysis of the quantitative data and helped to identify, in which direction the company is currently moving, regarding the employee satisfaction and motivation.
Nine job satisfaction facets (Pay, Promotion, Supervision, Fringe Benefits, Contingent Re-wards, Operating Condition, Coworkers, Nature of Work and Communication) were exam-ined to have the correlation with the employee’s turnover intentions. The correlation coef-ficients matrix was developed and analyzed for this purpose. The strongest negative corre-lation was found between the Nature of Work and turnover intentions. The moderate cor-relation was also found between the turnover intentions and the Supervision and Cowork-ers facets. The corresponding recommendations on how these facets should be managed were mentioned in the conclusion.