Vikten av en balanserad lönemodell - En kvantitativ undersökning om sambandet mellan teknikkonsulters lönemodell och deras tendens att lämna sitt företag

Abstract

Purpose The purpose of the study is to examine if there is any relationship between the salary model of the technical consultants and their tendency to leave the employer and also what type of salary model is considered the most attractive within a group of technical consultants. Hypotheses Hypothesis 1: The current salary model influences the technical consultant’s tendency to leave the employer. Hypothesis 2: Satisfaction with the salary model influences the technical consultant’s tendency to leave the employer. Theoretical framework With the current economic prosperity in Sweden, there is a shortage of technical consultants on the labor market. This group tends to change employer every year due to attractive offers from competitors, which creates a big challenge to attract and retain competent employees. Previous studies have shown that monetary reward, as in salary, is the most important factor for retention rate. The salary model is seen as a motivational factor which shows a big impact in tendency to leave the employer. Satisfaction with the salary model is important and to reach satisfaction, reinforcement and equity is key. Method The study is of a quantitative nature and data was collected through an online questionnaire answered by employees at a consultant company in Sweden. The variables used in the study was current salary model, satisfaction with salary model and tendency to leave the employer. To test the data two one-way ANOVA analyses were conducted. The significance level was set to .05. Results The study's results showed that satisfaction with the salary models is significantly important for the consultants’ tendency the leave the employer. The current salary model does however not show a significant result. To reach satisfaction it is important that the employee sees the link between performance and reward and that the reward is equitable. The study also concludes that there is no best practice for a type of salary models since every employee will be motivated by different reward strategies.