Reward preferences for generations in selected information and communication technology companies
- Authors: Moore, Annetjie , Bussin, Mark
- Date: 2012
- Subjects: Information technology - Employees - Recruiting , Information technology - Employee retention , Incentives in the industry
- Language: English
- Type: Article
- Identifier: http://hdl.handle.net/10210/226714 , uj:22930 , Citation: Moore, A. & Bussin, M. 2012. Reward preferences for generations in selected information and communication technology companies. SA Journal of Human Resource Management, 10(1):1-9. DOI: http://dx.doi.org/10.4102/sajhrm.v10i1.325. , ISSN: 2071-078X (online) , ISSN: 1683-7584 (print) ISSN: 1683-7584 (print)
- Description: Abstract: Previous research suggests that different generations have different reward preferences based on differences in values, frames of reference and life goals. Research purpose: The focus of this study was to determine whether different generations prefer different rewards in the Information and Communication Technology (ICT) industry in South Africa. Motivation for the study: The rationale for this study was to obtain a better understanding of the reward preferences of Veterans, Baby Boomers, Generation X and Generation Y in the ICT industry. Research design, approach and method: The research was a quantitative, cross-sectional, correlational design. Participants from two ICT companies completed a structured electronic survey. One hundred and sixty four valid responses were received. A Cronbach’s alpha of 0.821 indicates that the survey was reliable. Main findings: Contrary to previous research, the results show that generations do not display different reward preferences. Practical/managerial implications: It would be more beneficial to use individual interrelationship factors to develop a reward strategy than generations. Contribution/value-add: The research has added insight and value to reward preferences for generations in the ICT sector.
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The relationship between occupational culture dimensions and reward preferences : A structural equation modelling approach
- Authors: Bussin, Mark , Nicholls, Michelle , Nienaber, Ronel
- Date: 2016
- Subjects: Performance - Management , Incentives in the industry
- Language: English
- Type: Article
- Identifier: http://hdl.handle.net/10210/226745 , uj:22933 , Citation: Bussin, M., Nicholls, M. & Nienaber, R. 2016. The relationship between occupational culture dimensions and reward preferences : A structural equation modelling approach. SA Journal of Human Resource Management, 14(1):1-12. DOI: http://dx.doi.org/10.4102/sajhrm.v14i1.737. , ISSN: 2071-078X (online) , ISSN: 1683-7584 (print)
- Description: Abstract: Reward has links to employee attraction and retention and as such has a role to play in managing talent. However, despite a range of research, there is still lack of clarity on employee preferences relating to reward. Research purpose: The purpose of the research was to recommend and appraise a theoretical model of the relationship between occupational culture dimensions and reward preferences of specific occupational groups in the South African context. Motivation for the study: The motivation for this study was to address the gap that exists with reward preferences and occupational culture with a view to identifying and gaining insight into individual preferences. Research design, approach and method: A structural equation modelling approach was adopted in exploring the proposed relationships. A South African Information, Communication, and Technology (ICT) organisation served as the population, and a web-based survey assisted in gathering study data (n = 1362). Main findings: The findings provided support for the relationship between occupational culture dimensions and certain reward preferences. In particular, statistically significant results were obtained with the inclusion of the Environment, Team, and Time occupational culture dimensions as independent variables. Practical implications and value-add: The study provides workable input to organisations and reward professionals in the design of their reward strategies and programmes.
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