African Information Technology Research Articles

Academic Factors Influencing Students Career Choices in the IT Field: Insights from South African IT Students

Effective career decision-making is pivotal for students, influencing their prospects and employability. This study delves into the nuanced relationship between academic factors and career choices among Information Technology (IT) students. While existing literature acknowledges the broad impact of academic performance on career decisions, limited research explores this dynamic within the context of South African universities. This research employs a comprehensive mixed-methods approach, examining the influence of educational experience, mentorship, access to resources, and institutional support on students' academic performance and subsequent career choices. Through statistical analysis and qualitative interviews, the study unveils unique insights into the interconnected effects of these factors on IT career pursuits. The findings bear significance for educators, career counselors, policymakers, and industry stakeholders. By understanding the multifaceted elements shaping academic performance and career decisions, institutions can tailor support programs, refine curricula, and nurture holistic student development. Employers stand to gain insights into the attributes of high-performing individuals, aiding talent management and recruitment. For IT students, this research provides a profound exploration of the intricate links between academic performance, career choices, and outcomes, contributing to the broader discourse on workforce development and the future of the IT sector.

ASSESSING ORGANISATIONS’ READINESS TO ADOPT GREEN INFORMATION TECHNOLOGY: THE CASE OF A SOUTH AFRICAN INFORMATION TECHNOLOGY SERVICES VENDOR

Green information technology (IT) adoption is an important topic in the fields of information systems, business sustainability, and corporate social responsibility. This case study applies the green IT adoption model (GITAM) to perform a systematic and qualitative readiness assessment at a major South African IT services vendor. Thematic data analysis was used to analyse the data collected from managers and specialist IT staff. The assessment revealed that the main organisational adoption readiness barriers were the lack of a formal green IT policy, an unclearly defined green IT governance framework, and a lack of green performance management. The main drivers of adoption were economic imperatives and regulatory and ethical requirements. Interestingly, a contextual variable – an exogenous shock caused by COVID-19 and the robustness of the organisation’s crisis response during the pandemic – rapidly increased the rate of green IT adoption at the firm. Keywords: Corporate Social Responsibility, Green IT Adoption Model (GITAM), Case Study, G-readiness Assessment, Green IT, Sustainability, Technology Adoption

Relationship between organisational commitment and effectiveness of human resource management practices in a South African information technology company

Orientation: This article presents the characteristics associated with organisational commitment levels and the perception of the effectiveness of human resource (HR) management practices in a South African information technology (IT) company.Research purpose: The objective of this research was to investigate whether there was a significant positive relationship between organisational commitment levels and the effectiveness of HR management practices amongst employees within the IT company along the lines of age, gender, race, educational level and tenure.Motivation for the study: Companies are becoming increasingly interested in the promotion of commitment amongst employees because of the numerous benefits associated with organisational commitment, such as improved employee performance and reduced employee turnover.Research approach/design and method: A quantitative research approach was used and a structured questionnaire, validated from previous studies, consisting of close-ended questions was used. A convenience sampling was used and a sample size of 309 participants was used to collect necessary data. Data were collected and analysed using the Stata V15 statistical analysis software. The results were interpreted with frequencies and percentages using tables and figures.Main findings: The results indicated that a positive relationship between organisational commitment and HR management practices exist. In terms of variables, demographical groups vary.Practical/managerial implications: Mangers need to understand employees’ perceptions and attitudes towards the HR management practices employed in the organisation to determine whether these particular HR management practices achieve desirable outcomes.Contribution/value-add: This study will contribute to an in-depth understanding of the effectiveness of HR management practices in managing the high turnover in organisations and to improve employee commitment in South African IT companies.

Work-life balance, job satisfaction and turnover intention amongst information technology employees

Talent retention is of particular concern in the information technology (IT) sector owing to globalisation, the skills shortage and rapidly advancing technology. Employee turnover has significant costs and negative consequences for organisations. The objective of this study was to explore the association between employees’ experiences of work-life balance (as measured by the Survey Work-Home Interaction- Nijmegen), job satisfaction (as measured by the Minnesota Satisfaction Questionnaire) and their turnover intention (as measured by the Turnover Intention Scale). A random sample of 79 permanently employed salaried employees in a South African IT company participated in the study. The participants were represented by predominantly white and married people between the ages of 26 and 45 and people with more than 10 years’ tenure. Regression analysis showed that experiences of negative work-home interaction and positive work-home interaction significantly predicted job satisfaction and turnover intention. Job satisfaction also significantly predicted turnover intention. However, no interaction effect was observed between overall work-life balance and job satisfaction in predicting turnover intention. White employees had significantly stronger experiences of job satisfaction and negative home-work interface, while black employees had significantly stronger positive experiences of home-work interface and lower levels of job satisfaction. White and black employees, marital status and tenure groups differed significantly regarding their job satisfaction. Talent retention strategies should consider the relationships between work-life balance, job satisfaction and turnover intention.

Stakeholder views on the drivers and inhibitors of performance of outsourced information technology employees

PurposeThe purpose of this study is to empirically quantify the factors that are perceived to drive or inhibit performance of information technology (IT) outsourced employees from a range of information technology outsourcing (ITO) stakeholders in South Africa.Design/methodology/approachThe first phase was a qualitative study on 19 stakeholders focussed on the development of the constructs. The second phase was quantitative, with a sample of 116 ITO stakeholders of the largest IT company in South Africa.FindingsThe study revealed that the ITO stakeholders had misaligned perceptions on inhibitors and somewhat congruent perceptions with regards to drivers of performance. Managers and poor performers’ perceptions of inhibiting factors of performance were significantly different. The empirical evidence showed that the key drivers of performance were intrinsic factors and leadership, whilst the inhibiting factors were mainly related to poor leadership.Research limitations/implicationsThe major limitation was that the population was represented by one large organisation in the South African IT industry and its clients, thereby excluding the rest of the IT industry participants, specifically the medium and small IT companies. The quota sample resulted in a non-probability study, and thus, the results of this study may not necessarily be generalised to other populations. This study’s findings on differences between good and poor performers must be investigated in other industries.Practical implicationsFor outsourced employees to perform optimally, some key intrinsic factors must be fulfilled. Passion and pride, aligned to a meaningful job role, will unleash outstanding performance. Organisations need to ensure that there is regular feedback to managers on their performance and subsequent leadership development. Alignment of managers and poor performers’ perceptions on drivers and inhibitors could improve performance.Social implicationsThese findings demonstrate the large gap in perceptions about the key drivers and inhibiters of performance.Originality/valueThe study reveals that top performers tend to have higher order and intrinsic motivators, compared to poor performers, who have a mixture of extrinsic and intrinsic needs, and managers have a misaligned expectation of extrinsic motivators.

Continuing the Discourse of Women in Information Technology: A South African Perspective

Currently, there is a worldwide decline in the participation of women in the information technology (IT) profession and education. This article continues the existing discourse on women in IT by discussing the South African domestic and IT work environments. The aim is to understand whether South African women experience similar levels of career problems in the IT industry as their international counterparts. Using critical interpretive analysis, we used the experiences of 48 women working in the private sector IT firms to investigate not only what attracts women in South Africa to the IT industry but also what discourages them from following a career in this field. The data were collected by means of an anonymous online questionnaire consisting of open- and close-ended questions. This study provides an insight into the impact of domestic influences on women in the IT industry in South Africa. It also contributes to communities, such as, feminists, academia, practitioners, or governments, in the creation of an emancipation theory or a series of interventions to improve the situation for women in the South African IT industry.

Exploring the role of the human resource function in the South African information technology industry

The Information Technology (IT) industry is one that is characterised by rapid change and a heavy reliance on human skills. A study was conducted to qualitatively explore the role of the Human Resource (HR) function in the South African IT industry. Semi-structured individual and focus group interviews with professionals in this function highlighted many opportunities for HR to render a more strategic role in an environment where a skills shortage and many related problem areas exist. The implications of these findings are discussed and proposals for redefining the role of HR in the specific industry are offered.