FACTORS INFLUENCING EMPLOYEES WORK COMMITMENT IN IT ORGANISATIONS
Employee commitment, as a form of positive work characterized by zeal and selflessness, is under severe attack in contemporary enterprise organisations. Based on a review of social exchange theory, this study developed a research model that included the following components: promotion speed, professional ability, organisational rewards, organisational identification, and job engagement with the goal of increasing knowledge workers' job engagement in the organisation. The study's objective is to ascertain the effect of promotion speed, professional ability, and organisational rewards on job engagement dimensions and to ascertain how organisational identification altered their relationships. To test the hypothesis, this research used a self-administered questionnaire survey and treated knowledge workers as study subjects by distributing online questionnaires. A total of 168 valid samples were obtained. The aforementioned variables were tested with Pearson correlation and multiple regression analysis. The findings indicated that promotion speed, professional ability, and organisational rewards have a positive effect on job engagement, while organisational identification reveals the moderating effect on job engagement. Finally, this paper suggests that information technology organisations should establish a reasonable training, compensation, and promotion system that takes career growth and organisational identification into account, as well as develop an innovative corporate culture that increases knowledge workers' job engagement.
Knowledge-workers, promotion speed, professional ability, organization rewards, organizational identification, job engagement