Wyniki wyszukiwania - BazTech

1

Trends in employee benefit packages within the IT sector

Orkisz Martyna, Beck-Krala Ewa

Zeszyty Naukowe. Organizacja i Zarządzanie / Politechnika Śląska

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2025

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z. 227

181--193

EN

Purpose: The paper explores trends in employee benefit packages within the IT sector, aiming to understand the evolving expectations of IT professionals and how companies adjust benefits to attract and retain talent. Design/methodology/approach: To achieve the goal, a critical analysis of the literature and thematic analysis of existing materials such as reports on employee remuneration were carried out. It examines current trends in employee benefit packages within the IT sector, focusing on how companies adapt their offerings to meet evolving employee expectations. Findings: The research results indicate that there are discrepancies between employee expectations and the benefits offered, which highlights the need to further optimise benefit packages. Research limitations/implications: As the reports used in this study come from different years (2023 to 2025) and may not be fully comparable, this variation should be acknowledged as a limitation of the research. Practical implications: Companies must tailor benefit packages to attract and retain IT talent. Flexible work arrangements and well-being initiatives should be prioritized. Failure to offer competitive benefits may lead to higher turnover and increased hiring costs. HR policies should adapt to changing employee expectations, integrating more personalized benefits. Social implications: The research promotes better work-life balance and well-being for employees. The findings may influence labor policies to support flexible work arrangements across industries. Originality/value: The paper provides insights into emerging trends in IT sector benefits, highlighting shifts in employee expectations. It offers practical recommendations for HR professionals, IT companies, and policymakers to enhance employee satisfaction and retention.

2

Insights from research on dynamic capabilities in polish enterprises

Otola Iwona

Zeszyty Naukowe. Organizacja i Zarządzanie / Politechnika Śląska

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2025

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z. 223

405--416

EN

Purpose: The primary aim of this paper is to analyze the differences in dynamic capabilities across high-growth enterprises (HGE) and those from IT sector. The conducted research will provide insights into how these enterprises integrate, transform, and manage their resources to foster growth and achieve market success. Design/methodology/approach: The theoretical considerations in this study focus on the microfoundations of dynamic capabilities, specifically sensing, seizing, and reconfiguring. The theoretical assumptions were verified using quantitative methods. Empirical research was conducted on a sample of 502 enterprises from the HGE and IT sectors. To analyze differences between variables across enterprises, linear modeling (ANOVA) and Tukey's post hoc test were applied. Findings: The empirical findings expand existing knowledge and highlight differences in the exploration of dynamic capabilities between HGE and IT enterprises. Notably, in each of the examined constructs (SEN, SEI, REF), enterprises in the HGE group consistently achieved higher average scores. However, despite these observed differences favoring HGE, the results are not sufficiently heterogeneous to suggest significant disparities in how HGE and IT enterprises respond to dynamic market challenges. Research limitations/implications: The quantitative study focused on enterprises that operate in dynamic environments and are characterized by high innovation, flexibility, and agility. Future research should consider low-growth enterprises or SMEs to gain insights into their approach to dynamic capabilities. Practical implications: The findings provide practical implications and recommendations for business leaders. For HGE and IT enterprises, these recommendations address identified gaps and shortcomings, while for other businesses, they offer valuable guidance for adapting to dynamic environments. Originality/value: A key novelty of this study is its focus on dynamic capabilities at the microfoundational level. The results enhance our understanding of how enterprises act and react to maintain a competitive advantage in rapidly changing markets. They highlight both similarities and, more importantly, differences in how enterprises approach sensing, seizing, and reconfiguring their dynamic capabilities.

3

Organisational identification-based model of job performance in the IT sector: mediating role of work engagement and organisational citizenship behaviour

Żak Katarzyna

Engineering Management in Production and Services

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2025

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Vol. 17, no. 3

83--100

EN

High employee job performance is considered one of the key factors contributing to a company’s commercial success, especially in such service-oriented sectors as IT. Researchers recognise a significant role of employee organisational identification, work engagement, and organisational citizenship behaviour in improving job performance; however, a complex model showing the relationship between those variables has not been provided so far. Moreover, a discrepancy exists between the theoretical conceptualisation and definition of organisational identification and its empirically proven measurements. In this context, the article aims to develop a holistic measurement for organisational identification and analyse the roles of organisational identification, work engagement, and organisational citizenship behaviour in improving job performance of the IT sector employees. An empirical study was conducted with 246 employees from IT sector organisations in Poland and Germany. The study was performed using the CAWI technique. The research tool was a questionnaire. The gathered data were analysed using IBM SPSS Statistics (descriptive statistics, scale reliability testing, and EFA) and IBM SPSS AMOS (CFA and path analysis) to verify the model. The analysis results show a positive influence of organisational identification on job performance through work engagement and organisational citizenship behaviour, i.e., organisational identification has a strong, positive and statistically significant effect on work engagement; work engagement has a positive and statistically significant impact on job performance and organisational citizenship behaviour; and organisational citizenship behaviour has a positive and statistically significant impact on job performance of the IT sector employees.

4

A mediating role of work engagement in psychological contract and innovative work behaviour: a study of information technology sector of Pakistan

Jamil Tayyaba, Kabiesz Patrycja, Bartnicka Joanna

Zeszyty Naukowe. Organizacja i Zarządzanie / Politechnika Śląska

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2024

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z. 194

113--130

EN

Purpose: The goal of this research was to learn how psychological contracts influence workers' innovative work behavior in Pakistan's information technology industry. Design/methodology/approach: Employees from several software companies in Rawalpindi, Islamabad, participated in the study. Standardized scales were used to obtain data from 234 workers via questionnaires. Findings: The study's findings showed a favorable correlation between innovative work behavior and the presence of psychological contracts (both transactional and relational). Originality/value: There remained uncertainty and little study was done on the mediation function of work engagement in the relationship between Psychological Contract and Innovative Work Behavior despite decades of research on the subject. Thus, work engagement was employed as a mediator in this research, and the findings demonstrated that work engagement mediates the relationship between innovative work behavior and the psychological contract in a positive and meaningful way.

5

The research on work engagement: theoretical aspects and the results of researches in the company operating in the IT sector

Wójcik-Karpacz A.

Management

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2018

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Vol. 22, no. 2

60--79

EN

The aim of this article is to exemplify the results of researches on work engagement in the company operating in the IT sector. The research methodology includes the studies of scientific literature and the quantitative method (survey questionnaire). The sample in the study comprises 509 employees of a company operating in the IT sector. Work engagement was measured with of the original 17-item Utrecht Work Engagement Scale (UWES). Using in the research a standardized tool gives the opportunity to compare different results obtained in subsequent periods of time in the company, as well as, it can be the point of reference in the assessment of work engagement in other companies of the IT and other sectors. The results of the research show a relatively high level of work engagement in the composite aspect and its individual dimensions and subdimensions in the company operating in the IT sector. The scientific literature studies provide the managers with information on how various issues are related to the level of work engagement and on the usefulness of periodic researches in the company. However, the results of the empiric research help the managers to diagnose of the work engagement and to take more conscious decisions how to improve or maintain it on the same level. The research findings give the overview on the topic of work engagement level in a big IT company.

PL

Celem artykułu jest egzemplifikacja rezultatów badania poziomu zaangażowania w pracę w firmie działającej w sektorze IT. Metodyka badań obejmuje studia literatury przedmiotu i metodę ilościową (kwestionariusz ankietowy). Próba w badaniu obejmuje 509 pracowników firmy działającej w sektorze IT. Zaangażowanie w pracę było mierzone za pomocą oryginalnej 17-item Utrecht Work Engagement Scale (UWES). Użycie w badaniu znormalizowanego narzędzia daje możliwość porównywania uzyskanych wyników w kolejnych okresach w tej firmie, jak również może być punktem odniesienia w ocenie zaangażowania w pracę w innych firmach z sektora IT i pozostałych. Rezultaty badań pokazują relatywnie wysoki poziom zaangażowania w pracę w ujęciu kompozytowym i poszczególnych jego wymiarów i podwymiarów w firmie działającej w sektorze IT. Studia literatury dostarczają menedżerom informacji o tym, jak różne kwestie są związane z poziomem zaangażowania w pracę i o użyteczności cyklicznych badań w firmie. Natomiast wyniki badania empirycznego pozwalają menedżerom na diagnozę zaangażowania w pracę i podejmowanie bardziej świadomych decyzji dotyczących tego, jak go polepszyć lub utrzymać na istniejącym poziomie. Ustalenia badawcze dają wgląd na temat poziomu zaangażowania w pracę w konkretnej dużej firmie informatycznej.

6

Antecedents to employer branding : a strategic focus on the information technology (IT) sector in India

Nayak S., Suhan

Polish Journal of Management Studies

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2017

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Vol. 15, No. 2

143--151

EN

There is a paradigm shift in the nature of employee-employer bonding in the present dynamic business context. It is moving from a strong long term relationship to an instable short term association. This change is primarily observed among highly skilled knowledge workers of the information technology industry as they seek the best organizational environment that will suit their needs. In the present operating business environment where organizational growth is an outcome of innovative and technological progressions, human capital has emerged as one of the most valued assets of the organization. Skilled human capital can be a source of competitive advantage to companies and be a significant antecedent to its success. The challenge for the information technology industry is therefore to design a work environment that not only attracts but retains such talented human capital. Hence, it is imperative for the companies to explore the attributes that such skilled talent expect and operationalise them to effective employer branding strategies. This study is an attempt to explore the important attributes that IT specialists aspire in an organization of interest which will be beneficial design employer branding strategies.

PL

W obecnym, dynamicznym kontekście biznesowym obserwuje się zmianę paradygmatu w relacji pracownik-pracodawca. Jest to przejście od silnej relacji długoterminowej do niestabilnego krótkoterminowego powiązania. Zmiana ta jest przede wszystkim obserwowana wśród wysoko wykwalifikowanych pracowników branży IT, szukających najlepszego środowiska organizacyjnego, które będzie odpowiadało ich potrzebom. W obecnym otoczeniu biznesu operacyjnego, gdzie wzrost organizacyjny jest wynikiem postępów innowacyjnych i technologicznych, kapitał ludzki stał się jednym z najbardziej cenionych aktywów organizacji. Wykwalifikowany kapitał ludzki może stanowić dla firm źródło przewagi konkurencyjnej i być znaczącym czynnikiem ich sukcesu. Wyzwaniem dla sektora IT jest więc zaprojektowanie środowiska pracy, które nie tylko przyciąga, ale i zatrzymuje utalentowany kapitał ludzki. W związku z tym konieczne jest, aby przedsiębiorstwa zbadały atrybuty, jakich spodziewa się od nich wykwalifikowany personel i wdrożyły je do skutecznych strategii marki pracodawcy. Niniejsze opracowanie jest próbą zbadania ważnych atrybutów, do których specjaliści branży IT aspirują w organizacji, co będzie korzystne przy projektowaniu strategii marki pracodawcy.

7

Methodological aspects of innovation performance measurement in the IT sector

Mazur K., Inków M.

Management

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2017

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Vol. 21, no. 2

20--33

EN

The aim of the paper is to answer the research question of what innovation performance indicators are appropriate for research on innovation process in the IT sector in the Lubuskie voivodship. The authors have used the method of systematic review of literature and have analysed 125 research papers and additional sources. The research consluions are that the indicators shoud consider such aspects as the dimmension of innovation performance, the type of product novelty and level of analysis.

PL

Celem pracy była odpowiedź na pytanie badawcze, które wskaźniki sprawności innowacyjnej są odpowiednie w odniesieniu do badań nad procesem innowacji w sektorze IT w województwie lubuskim. Autorzy wykorzystali metodę systematycznego przeglądu literatury i przeanalizowali 125 prac badawczych oraz dodatkowych źródeł. Analiza pokazała, że wskaźniki powinny uwzględniać następujące aspekty: wymiary innowacyjności, rodzaj nowości i poziom analizy.