ABSTRACT
FACTORS INFLUENCING CHANGING OF EMPLOYER BY HI-TECH PROFESSIONALS IN TECHNOLOGYINTENSIVE INDUSTRIES ŽIVA VEINGERL ČIČ1,*, SAMO BOBEK2, and SIMONA ŠAROTAR ŽIŽEK3
1Faculty of Economics and Business, University of Maribor, Razlagova, Maribor, Slovenia, *E-mail: zivana.veingerl1@um.si
2Faculty of Economics and Business, University of Maribor, Razlagova, Maribor, Slovenia, E-mail: samo.bobek@um.si 3Faculty of Economics and Business, University of Maribor, Razlagova, Maribor, Slovenia, E-mail: simona.sarotar-zizek@um.si
Abstract ................................................................................................. 120 5.1 Introduction .................................................................................. 121 5.2 Conceptual Background ............................................................... 121 5.3 Methodological Issues ................................................................. 123 5.4 Profile of IT Employee ................................................................ 124 5.5 Intention to Quit ........................................................................... 125 5.6 The Relationship Between Job Satisfaction and Intention to Quit ....128 5.7 Qualitative Research .................................................................... 129 5.8 Conclusion ................................................................................... 144 5.9 Further Research .......................................................................... 145 Keywords .............................................................................................. 146 References ............................................................................................. 146
ABSTRACT
PURPOSE
Information technology (IT) is currently one of the most rewarding industries in the world. In the globalization and the boom in technology the organizations are operating in an unpredictable business environment where the workforce is more mobile, witnessing “war for talent” in the market place. Therefore, the employee retention of key employees is becoming one of the strategic HR goals. If employees are not satisfied and their company does not offer them opportunities for growth and development, their intention to quit will increase. If the organization doesn’t recognize the signs of unsatisfied employees and provide them a reason to stay, they will leave the company. This chapter seeks to identify the relationship between job satisfaction and industry at employees in four countries (Austria, Germany, Slovenia, and Spain).
