WORKPLACE QUALITY AND PROFESSIONAL DEVELOPMENT IN THE IT SECTOR: CONSTRUCTION AND VALIDATION OF COMPOSITE INDICES

Abstract

The aim of this study is to examine the key organisational factors that shape the work experience of employees in the IT sector, with particular emphasis on physical working conditions and support for professional development. Based on data collected in an IT company, two composite indices were constructed – the Workplace Environment Index and the Professional Development Index – comprising a total of nine indicators assessed on a 1–7 Likert scale. The results indicate a high level of satisfaction with physical working conditions (Mean = 6.12) and an exceptionally positive perception of developmental opportunities within the organisation (Mean = 6.39). However, the analysis of internal consistency shows that both sets of indicators do not function as reflective scales (α = 0.095 and α = –0.158), which confirms their formative nature and the distinctiveness of the individual dimensions. To further refine the interpretation of these constructs, complementary analyses of item-level contributions and correlation structures were performed. The matrices revealed extremely low or negative relationships among the indicators, implying that respondents evaluate different aspects of the working environment and professional development independently of one another. These findings highlight the multidimensional character of workplace quality in the IT sector, where individual elements contribute separately to employees’ overall perceptions rather than forming unified latent constructs. The study therefore emphasises the importance of applying formative conceptualisations when modelling such organisational phenomena, particularly in structural equation modelling, where reflective misspecification may lead to erroneous inference. Beyond methodological insights, the results provide a more nuanced understanding of employee experience in IT organisations. High descriptive scores indicate that the organisation provides a well-supported, adequately resourced, and development-focused work environment – factors widely recognised as enhancing employee retention, satisfaction, and long-term organisational commitment. At the same time, the independence of the measured dimensions suggests the need for targeted, domain-specific HR strategies that address each aspect separately rather than through a unified approach. Taken together, the results demonstrate that these constructs are appropriately applied as formative measures, or as sets of distinct predictors within structural equation modelling, thereby ensuring methodological rigour and theoretical coherence in analyses conducted within the IT sector.