An analysis of the determinants of employee commitment : a case study of an I.T. services company based in Malta

Abstract

Organisations within the I.T. industry need to further understand the importance of employee commitment, and how this eventually contributes towards the competitive and quality factor of the respective organisation within the market. This research aims to explore the term ‘Employee Commitment’ within an I.T. Services company based in Malta, and investigate the different drivers of commitment within the industry. The purpose of this case study was to discover the different perceptions of employee commitment within an I.T. environment and investigate the various determinants that lead to a higher level of such commitment. Although commitment was not yet well-studied within this industry, and hence the lack of literature, various models were found. After some further research and evaluations, the researcher decided to use the Three-Component Model (TCM) of commitment, by Meyer, Allen and Smith (1993), in order to gather the required information. The organisation being studied was investigated through a qualitative approach, which involved fifteen semi-structured interviews with fifteen different Project Managers, from the three main departments within the organisation. The researcher also included open-ended questions in order to encourage each participant to feel free to express their personal experiences. To analyse all the gathered data, the researcher followed a thematic approach, where all interviews were evaluated and five different themes were extracted. The findings revealed the various perceptions that each and every participant had over the term ‘Employee Commitment’. It was evident for the researcher that the organisation had a high level of Continuance type of commitment, where various personal investments like flexibility, relationships, the working environment, and others were highlighted. It is also clear that the organisation still needs to invest more in its human resource, in order to guarantee the full return of its potential towards the organisation’s final objectives. The management needs to embark on a continuous strategy to enhance the employee’s commitment and contribution level towards the organisation. In view of all this, the researcher provided a set of recommendations, alongside an action plan, with the aim of improving the employee’s commitment level within the respective organisation, while reducing employee turnover.