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SHOAIB AHMED
EXECUTIVE MBA, P3M PRACTITIONER
Phone 029 779 9851
Email Shoaib.Ahmed@prince2msp.com
WHAT MOTIVATES THE NZ IT...
SHOAIB AHMED
EXECUTIVE MBA, P3M PRACTITIONER
Phone 029 779 9851
Email Shoaib.Ahmed@prince2msp.com
WHAT MOTIVATES THE NZ IT...
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What motivates the New Zealand IT Professional?

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A massive ocean of literature exists on the topic of motivation. It can sometimes be a hindrance rather than assistance for IT management professionals. Some studies claim IT professionals are unique in their attitude to motivation and job satisfaction. With move towards a knowledge economy, understanding of these factors will play crucial role in future success of organizations. In addition, a shortage of skilled professionals may contribute to unique motivators in New Zealand. This research therefore aims to answer what motivates the New Zealand IT professional.

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What motivates the New Zealand IT Professional?

  1. 1. SHOAIB AHMED EXECUTIVE MBA, P3M PRACTITIONER Phone 029 779 9851 Email Shoaib.Ahmed@prince2msp.com WHAT MOTIVATES THE NZ IT PROFESSIONAL? WHY? A massive ocean of literature exists on the topic of motivation. It can sometimes be a hindrance rather than assistance for IT management professionals. Some studies claim IT professionals are unique in their attitude to motivation and job satisfaction. With move towards a knowledge economy, understanding of these factors will play crucial role in future success of organizations. In addition, a shortage of skilled professionals may contribute to unique motivators in New Zealand. This research therefore aims to answer what motivates the New Zealand IT professional. THEORY Herzberg’s Motivation Hygiene Theory Contrary to previous assumption, job satisfaction (motivation) and dissatisfaction (hygiene) were distinct in their contributors rather than two ends of the same scale. Resolving something that makes one dissatisfied does not provide job satisfaction. It merely reduces dissatisfaction PARTICIPANTS METHOD A modified model of Herzberg’s Motivation Hygiene theory by Smerek and Peterson was used for this study. A self completion questionnaire was distributed online through SurveyMonkey to a population of IT professionals accessed via a LinkedIn group. Partial least squared, a structural equation modelling based technique was used as the primary method to understand relationship between the various dimensions of job satisfaction, impact of personal and job characteristics, and turnover intent. Follow up interviews were conducted for validation of analysis results and to understand weaknesses of the study.
  2. 2. SHOAIB AHMED EXECUTIVE MBA, P3M PRACTITIONER Phone 029 779 9851 Email Shoaib.Ahmed@prince2msp.com WHAT MOTIVATES THE NZ IT PROFESSIONAL? FINDING RELATIVE EFFECT RECOMMENDATIONS 5. Focus on a motivated workforce to ensure top talent is retained. Lack of job satisfaction is primarily why they consider leaving. 6. Focus on the nature of the job. What they do and how much responsibility is afforded to them are the key predictors of job satisfaction. 7. Train supervisors to provide an empowering environment. Perception of how enabling supervisors are, contributes significantly to job satisfaction. 8. Offer competitive salary to retain top talent. While salary is not as strong a predictor of job satisfaction as the nature of the job, responsibility, and satisfaction with supervisor, it still shows positive association. 9. Do not hesitate to employ IT professionals born outside New Zealand. There are no significant differences between New Zealand born IT professionals and those born overseas. Study presently in the process of being replicated in Europe. A comparative study will be undertaken for publication. 1. Focus on the nature of the job. What they do and how much responsibility is afforded to them are the key predictors of

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