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Reward preferences of knowledge workers in technology firms and their influence on attraction, retention and motivation
Dissertation (MBA)--University of Pretoria, 2013.
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| Format: | Thesis |
| Language: | English |
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University of Pretoria
2014
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| _version_ | 1867613446169690112 |
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| access_status_str | Open Access |
| author2 | Bussin, Mark |
| author_browse | Bussin, Mark |
| author_facet | Bussin, Mark |
| collection | Thesis |
| dc_rights_str_mv | © 2014 University of Pretoria. All rights reserved. The copyright in this work vests in the University of Pretoria. No part of this work may be reproduced or transmitted in any form or by any means, without the prior written permission of the University of Pretoria. |
| description | Dissertation (MBA)--University of Pretoria, 2013. |
| format | Thesis |
| id | oai:repository.up.ac.za:2263/40658 |
| institution | University of Pretoria (South Africa) |
| language | English |
| last_indexed | 2026-06-10T12:36:14.878Z |
| license_str | Other — see source repository |
| provenance_str_mv | Harvested via OAI-PMH from UPSpace — University of Pretoria Institutional Repository |
| publishDate | 2014 |
| publishDateRange | 2014 |
| publishDateSort | 2014 |
| publisher | University of Pretoria |
| publisherStr | University of Pretoria |
| record_format | dspace |
| source_str | UPSpace — University of Pretoria Institutional Repository |
| spelling | oai:repository.up.ac.za:2263/40658 Reward preferences of knowledge workers in technology firms and their influence on attraction, retention and motivation Bussin, Mark ichelp@gibs.co.za Toerien, Wernardt C. UCTD Organizational effectiveness Employment fringe benefits Incentives in industry Dissertation (MBA)--University of Pretoria, 2013. Orientation: In the global war for talent, companies competing in the new knowledge economy face global shortages of their most precious resource – human capital in the form of knowledge workers. In organisations that are at the forefront of the information age, such as information technology (IT) firms, the competitive advantage comes from the intangible value of the knowledge residing within pools of highly skilled employees. It is imperative to be able to attract, retain, and motivate these scarce resources. Research purpose: The purpose of this study was to deepen understanding of the reward preferences of IT knowledge workers in South Africa, specifically as these relate to attraction, retention, and motivation of knowledge workers. Motivation for the study: The world of work is evolving, and the nature of relationships between knowledge workers and their employers has changed distinctly, leading to a change in the type of the rewards they prefer. The nature of these preferences in the local, industry-specific context is poorly understood. With technology increasingly changing the way we work, the workplace is also irrevocably changing. Combined with the demanding nature of the company’s most valuable people, the shifting workplace paradigm gives rise to knowledge workers valuing different rewards than before. Research design approach and method: The research was a quantitative, empirical, and descriptive study of reward preferences, measured in a self-administered survey and analysed using non-parametric tests for variance between dependent and independent groups, internal consistency testing, and non-parametric analysis of variance (ANOVA). Main findings: This study identifies the most important reward components in the competition for knowledge workers. It further found that reward preferences differ for attracting IT knowledge workers to a company, for retaining them, and for motivating and engaging them in their jobs. Managerial implications: The study’s findings show that a holistic approach to total rewards is required, failing which, companies will find themselves facing increased turnover and job-hopping. Importantly the study also highlights that different rewards need to form part of knowledge workers’ relationship with their employer in three different scenarios — attraction, retention, and motivation. Contribution: This study suggests a competitive rewards model that builds on the study’s findings and on previous theory, to illustrate the most pertinent reward preferences that should be considered in a holistic total rewards package for South African IT knowledge workers. lmgibs2014 Gordon Institute of Business Science (GIBS) MBA Unrestricted 2014-07-08T11:23:15Z 2014-07-08T11:23:15Z 2014-04-30 2013 Mini Dissertation Toerien, WC 2013, Reward preferences of knowledge workers in technology firms and their influence on attraction, retention and motivation, MBA Mini Dissertation, University of Pretoria, Pretoria, viewed yymmdd <http://hdl.handle.net/2263/40658> http://hdl.handle.net/2263/40658 en © 2014 University of Pretoria. All rights reserved. The copyright in this work vests in the University of Pretoria. No part of this work may be reproduced or transmitted in any form or by any means, without the prior written permission of the University of Pretoria. application/pdf University of Pretoria |
| spellingShingle | UCTD Organizational effectiveness Employment fringe benefits Incentives in industry Reward preferences of knowledge workers in technology firms and their influence on attraction, retention and motivation |
| title | Reward preferences of knowledge workers in technology firms and their influence on attraction, retention and motivation |
| title_full | Reward preferences of knowledge workers in technology firms and their influence on attraction, retention and motivation |
| title_fullStr | Reward preferences of knowledge workers in technology firms and their influence on attraction, retention and motivation |
| title_full_unstemmed | Reward preferences of knowledge workers in technology firms and their influence on attraction, retention and motivation |
| title_short | Reward preferences of knowledge workers in technology firms and their influence on attraction, retention and motivation |
| title_sort | reward preferences of knowledge workers in technology firms and their influence on attraction retention and motivation |
| topic | UCTD Organizational effectiveness Employment fringe benefits Incentives in industry |
| url | http://hdl.handle.net/2263/40658 |