Young Scholars Research

Romania’s GDP in 2025 with Double the IT Workers

Year
2017

The research plans to provide an overview image of the social and economic context of Romania in the case of doubling the IT&C professionals. Currently, this is the fastest growing industry in the country and with strong arguments the research plans to persuade national authorities that by encouraging doubling of the IT&C professionals, Romania will benefit both socially and economically. This is an ongoing research.

Corporate Social Responsibility Attitudes Among SME Leaders in Romania

Year
2016

This paper investigates current trends in attitudes towards corporate social responsibility (CSR) among a sample of Romanian SMEs leaders (SMEs less than €2 million yearly revenue and less than 250 employees). A select sample of items drawn from Attitudes towards Corporate Social Responsibility Questionnaire (ATCSRQ) along with other demographic and cultural questions were fielded during the summer of 2014. Ten items were selected from the ATCSRQ. The resultant sample size of 413 is analyzed in order to record the level of CSR attitudes among a sample of Romanian SME leaders in order to direct future research on improving CSR attitudes in the Romanian business community. Results show strong overall support for positive attitudes toward corporate social responsibility. Exceptions include a 60% neutral/agreement rate that companies that ignore CSR can attain a competitive advantage. We conclude that although CSR attitudes are high among this sample, the perception of implementation is one of challenges and pessimism. This is an ongoing research.

iTalent? IT Works!

Year
2015

The IT sector in Romania is maturing and one of the greatest needs of the sector in this phase is securing good talent. Therefore companies work on all sorts of ways to become a Talent Factory by attracting, motivating and retaining valuable talent. In this competitive environment for the best talent, reports and rankings play an important role for the top performers to maintain their competitiveness.

The Best Places to work in IT Romania is a classification of the best companies to work for in the IT sector that takes into consideration the opinion of the companies, but most important the opinion of the employees. It is based on Computerworld’s well-known study that bears the same name and whom we have collaborated. This is an ongoing research.

Business Ethics & Lean Operations in Romanian SME

Year
2014

This research was made by the collaboration between the Griffiths School of Management, ROMCOM Foundation and the business consultation firm Advanced Solutions. It represents a unique report because of the representing at a national level in the small and middle companies [sales less than €2 mill, number of employees less than 249 and that have reported the profit for the year of 2013]. This research had 412 respondents and it indicates towards elements that are for the fundamental and intrinsic purposes of the business, the attitude towards the business ethic, the attitude towards the social responsibility of the company and lean operations.

Business Attitudes among SME Leaders in Romania

Year
2014

This paper investigates current trends in business attitudes among a sample of Romanian SMEs leaders (SMEs less than €2 million yearly revenue and less than 250 employees). A select sample of items gauging attitudes concerning the purpose of business were selected along with other demographic and cultural questions and were fielded during the summer of 2014. The resultant sample size of 413 is analyzed in order to record the level of business attitudes among a sample of Romanian SME leaders in order to direct future research on improving the Romanian business community. Results show that compared to other Romanian business colleagues, respondents tend to rate themselves in a more altruistic manner regarding the main purposes of business. For example, respondents selected the business purpose “To provide opportunities for creative and meaningful work (to bring a state of fulfillment to the worker)” 38% of the time but only 11% identified this business purpose to their Romanian colleagues. Conversely, whereas only 14% of respondents selected “To maximize wealth (money income) for owners” as a business purpose for themselves, 42% indicated this was a business purpose that applied to Romanian businessmen in general.

Business Ethics Attitudes among SME Leaders in Romania

Year
2014

This paper investigates current trends in attitudes towards business ethics among a sample of Romanian SMEs leaders (SMEs less than €2 million yearly revenue and less than 250 employees). A select sample of items drawn from the Attitude towards Business Ethics Questionnaire (ATBEQ) along with other demographic and cultural questions were fielded during the summer of 2014. Eleven items were selected from the ATBEQ. The resultant sample size of 413 is analyzed in order to record the level of ethics among a sample of Romanian SME leaders in order to direct future research on improving ethical attitudes in the Romanian business community. Results show strong overall support for positive attitudes toward business ethical. Exceptions include a 41% agreement that competition creates difficulties in making ethical decisions. We conclude that although business ethical attitudes are high among this sample, the perception of implementation is one of challenges and pessimism.

Corruptions Perceptions in Romania

Year
2014

While it is well known that corruption perceptions are empirically linked to actual corruption practices at the macro-level (Lambsdorff 2005), questions arise as to the actual link with perception and micro-level experiences of corruption. Previous research indicates that socio-demographic and socio-economic factors influence corruption perceptions (Pazmandy 2011). These results indicate a greater need to investigate this issue as corruption perception is used as a proxy for corruption levels across this global project. Utilizing the over 1000 responses from the Eurobarometer (2013) dataset, we find strong correlations with certain respondent factors and whether they perceive corruption to have “increased a lot” over the past three years (57.2% of sample). Logistic regression models (corruption perception has “increased a lot” vs all other responses), we find that the strongest predictors of this most negative perception are previous corruption experience (either first- or second-hand), increasing age and unemployed status. Further discussions highlight the importance of these and other results in relating to the use of corruption perceptions, especially as demographic changes abound in our post-2008 worldwide recession.

Romanian IT Professionals and Benefit Perceptions and Satisfaction

Year
2014

Benefits packages are critical aspects of retention within IT organizations globally (Wilkinson, 2014). This issue is as salient as anywhere else in the country of Romania (Burja 2012; Didraga 2013; Stirbu 2014). In 2014, the Romanian IT sector grew in revenues to 2.42 billion EUR, an estimated 13% increase from 2013 with a projected growth of 11% for the next three years (ANIS, 2015). In addition, over 78.000 IT workers are currently employed in Romania with an average productivity of 30,72 EUR per employee. This is projected to increase to 112.830 workers in 2018 with an average productivity of 33,52 EUR per employee (ANIS 2015). Romania produces over 7.000 computing graduates from higher education per year (Brainspotting 2014). Given the critical nature of IT professionals in Romania, an analysis of Romanian IT professionals’ attitudes and perceptions of various human resources items was conducted. Over 1500 IT professionals in Romania were surveyed. Various dimensions of benefits were queried. For example, over 50% of respondents listed work/life balance and fairness in the workplace (e.g. evaluations) as most important on a scale of 1 to 10. Whereas approximately 57% of respondents are satisfied with base pay and work/life balance experiences, only 33% are satisfied with the professional development offerings of their organizations. High satisfaction values exist for flexible hour policies (73%), private health insurance (66%) and technology certificate reimbursements (58%). The lowest satisfaction scores all pertain to childcare support (under 20% satisfaction) for those organizations that offer these (slightly over half of all organizations surveyed offer childcare services of any kind). Of some concern is the high negative correlation (-0.81) between benefits importance scores and benefit availability. There seems to be high demand for many benefits items that most IT organizations in Romania have not yet offered to meet this demand. Concluding discussion highlight the importance of this work alongside efforts to increase retention numbers among a globally competitive market but one Romania is a strong player in within the EU and beyond.

Romanian IT Professionals and Stress

Year
2014

As an introduction, a starting point is to identify the stressors within IT employee environments. Research has identified the following factors that negatively affect IT professionals: intensive work demands, complex relationships with others, career concerns, systems maintenance, role ambiguity, tedious administrative tasks as well as fear of obsolescence, team and client interactions, role overload, work culture issues, technical constraints, and competing work and family demands (Lim & Teo 1999; Rajeswari and Anantharaman 2003). Given these factors, there is growing amount of research on the supervisory environments of IT professionals that can affect positively or negatively affect employee engagement along these dimensions. Major et al. (2007) find that IT employees respond best to supervisory practices as identified by classic leadership theory: task-focused (boundary spanning, performance management, employee involvement, training and development) and person-focused (relationship building, mentoring, stress management, work-family balance). This research aims to explore the relationship between Romanian IT professionals and two types of stress: job stress and work (or organizational) stress. A survey was conducted with over 1500 Romanian IT professionals and data analyzed in order to begin to explore these important relationships. Preliminary findings show that middle management experience the highest stress values as compared to upper management, first-level management and non-management staff. Utilizing correlation and linear regression methods, results indicate that stress values are most influenced by negative attitudes toward work/life balance satisfaction within the IT organization. Job stress is most negatively affected by full-time status and increasing tenure. As for organizational stress, increasing age and previous employment outside of IT (or first employed position) lead to increased scores. Our paper concludes with some preliminary recommendations for reducing stress in the workplace while also looking at benefits packages for any possible ways to reduce stress in this area of human resources.

Perspectives into Romanian Small and Medium Size Family Businesses

Year
2014

This case study is a result of the collaboration between Griffiths School of Management, ROMCOM Foundation and the business consultancy company Solutii Avansate. It represents an unique report about small and middle companies. It is divided in 2 sections; the first one is referring to perspectives in the context of family businesses, and the second one in the context of small and middle businesses in general.

Romanian Talent Outlook 2013

Year
2013

The 2013 Romanian Talent Outlook is a unique research initiative that brings together the perspectives of Romanian employers and Romanian students regarding the issue of talent development and employment, with the objective of stimulating close communication between the educational sector and the business environment, for their mutual benefits and the Romanian society.