Date

4-2021

Department

Graduate School of Business

Degree

Doctor of Business Administration (DBA)

Chair

Teresa Lynn Bounds

Keywords

Business Analysts, Intrinsic, Extrinsic, Compensation, Work, Work-life Balance

Disciplines

Business

Abstract

Business analysts continue to be in high demand across multiple industries. Because of this, organizations face the challenge of trying to maintain high-level talent long-term. The study looks at the effects of intrinsic and extrinsic factors on the long-term retention of business analysts within organizations in the New England region of the United States. Participants in the study represented multiple industries to include education, health insurance, and business. All participants had at least three years of work experience under their belt. With the qualitative research method using a case study design, the study found a potential relationship between intrinsic and extrinsic factors and the retention of business analysts. Eleven business analysts from the New England region of the United States with at least three years of experience participated in the study. Using seven questions for all the participants using Microsoft Teams as an interview platform, the common intrinsic and extrinsic factors were discovered. Common personal factors also appeared in the data. Based on the data, the extrinsic factor of compensation is what attracts and retains business analysts long-term. The work is the intrinsic factor that works together with the extrinsic factor of compensation to retain the talents of business analysts within organizations. Personal factors such as a good relationship with the supervisor were also a common theme among the participants. The study determined that it best for organizations to make sure the compensation package and daily tasks offered to current and future business analysts can compete with other organizations if retaining talent long-term is the goal.

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