| Abstract [eng] |
The main objective of the Master's thesis is to identify and evaluate the relationship (1) between the use of individual Agile practices and employee engagement, employee satisfaction and performance through an empirical study of the theoretical aspects of the use of Agile practices, employee engagement, and job performance as described in the literature, satisfaction and job performance, and to identify and assess the relationship (2) between the overall adoption of Agile practices (X) and employee performance (Y) and to assess the mediating effects of employee engagement (M1) and job satisfaction (M2) on this relationship. The Master's thesis consists of 6 parts: introduction, theoretical part of the thesis, research methodology, empirical study, conclusions and list of references. The introduction presents the relevance of the topic, the level of research, novelty, scientific problem, aim, objectives, methods and structure of the thesis. In the second, theoretical part of the thesis, based on the scientific literature, the concept and meaning of individual Agile practices are examined. It also analyses the concept of employee engagement, satisfaction and performance. The main models for measuring individual Agile practices, employee engagement, satisfaction and performance are reviewed. In addition, the relationships between employee engagement, satisfaction, performance, individual Agile practices and the overall Agile methodology are examined from a theoretical perspective. The third part presents the aim, objectives, conceptual model and hypotheses of the empirical study. It then describes the research instrument and organization, presents the characteristics of the sample and presents the research and data analysis methods. In the fourth part of the empirical study, the data analysis is carried out in the form of significance and normality tests. Regression models are then constructed and the relationships between the use of individual Agile practices and IT employee engagement, satisfaction and performance are analyzed, as well as the overall relationship between the use of Agile practices and employee performance and the determinants of it - employee engagement and satisfaction. The conceptual research models will be tested; a mediation analysis will be carried out and the results of the empirical study will be presented. In the fifth part, the conclusions are presented. It summarizes the results obtained from the empirical study and offers suggestions. The last part contains a list of references. The literature review discusses the evolution of the Agile methodology, its individual practices and their relationship to employee performance. The constructs of employee engagement, satisfaction and performance and their interaction in an organizational context are also analyzed. The study identifies fifteen individual Agile practices in order to determine which of them have the greatest impact on the variables under study. The results showed that most of the relationships between Agile practices and employee engagement, satisfaction and job performance were statistically significant, but the strength of the effect remained weak. Employee engagement and job satisfaction were confirmed to partially mediate the overall impact of Agile practices on performance. It was also found that some Agile practices have a stronger impact than others, and that employee demographic characteristics influence the perception of impact. The paper concludes with a set of summary conclusions and practical suggestions that may be useful for HRM practitioners, Agile team leaders and organizations seeking to more effectively implement Agile practices to improve employee experience. The thesis consists of 115 pages, 42 tables, 5 figures, and 124 references. |
