of total compensation and its relationship to human resource management mediated by the relationship
of strategic corporate governance in the technology sector.
Design/methodology/approach: A quantitative approach of extrinsic and intrinsic non-financial
rewards, human resource management and strategic management of the company has been carried out.
To obtain the necessary data, self-administered questionnaire were used. The results obtained from a
sample of 97 human resource managers in the technology sector proves the causal relationship between
each type of non-financial reward and human resource management, as well as its link to the strategic
management.
Findings: Using Partial Least Squares Structural Equation Model (PLS-SEM), significant relationships
occur between human resource management and strategic management, followed by the relationship
between human resource management and intrinsic rewards. A significant relationship exists between
human resource management and direct and indirect intrinsic rewards through strategic management.
In turn, only an indirect relationship exists between human resource management and extrinsic
non-financial rewards through strategic management, but there is no direct relationship.
Originality/value: These findings are highly important for human resource management, since it could
allow the development of new compensation strategies with non-financial rewards under strategic
management helping technology companies to generate competitive advantage by means of the same.
