Indian Information Technology Research Articles

The impact of GHRM and EGB on organization’s financial and operational performance – an empirical analysis on Indian ICT sector

PurposeThe study aims to conduct an empirical research to examine how green human resource management (GHRM) can influence sustainable organizational performance (SOP) in terms of financial performance (FP) and operational performance (OpP), both directly and through employee green behavior (EGB), in the backdrop of the Indian information and communication technology (ICT) sector.Design/methodology/approachThe study is based on primary data collected through a questionnaire survey from 387 employees engaged in the ICT sector. Confirmatory factor analysis validates the measurement model, while structural equation modeling (SEM) using the partial least squares (PLS) method examines the hypothesized relations.FindingsResults confirm that GHRM significantly contributes to EGB, FP and OpP, with a theoretical underpinning concerning resource-based view (RBV) and ability-motivation-opportunity (AMO) concepts. The study also confirms that connections of GHRM with both FP and OpP are significantly and positively mediated by EGB.Practical implicationsThe study provides evidence-based implications of different GHRM practices toward EGB, FP and OpP, which are highly pertinent to strategists, policymakers, managers and supervisors in implementing GHRM for adding value to both operational and financial statements while protecting nature and natural resources through the green efforts of employees.Originality/valueThe study bridges a significant theoretical and practitioner gap by providing a deeper understanding of GHRM as a sustainable human resource management (HRM) model in the context of the Indian ICT sector. It empirically explores the connections between GHRM and OpP, which is a crucial dimension of SOP, and highlights noteworthy implications for promoting EGB, an individual micro-sustainability dimension directed toward the achievement of broader organizational goals, which are essentially oriented to macro-sustainability.

Resilient and agile employees’ pursuit of innovative performance and well-being: the role of job crafting

Purpose This study aims to examine the association of employee resilience and agility with innovative performance and subjective well-being. Moreover, it tests job crafting as the underlying mechanism through which resilient and agile employees perform innovatively and experience higher subjective well-being. Design/methodology/approach The study used a survey-based research design and structural equation modeling technique to examine the proposed hypotheses. Data was collected from a sample of 380 employees working in the Indian information technology sector using survey questionnaires. Findings The results show that highly resilient and agile employees participate in job crafting that positively influences their innovative performance and subjective well-being. Job crafting fully mediates the association of resilience with work and well-being outcomes and partially mediates agility and outcomes. Practical implications There is a value in promoting the development of employee resilience and agility to foster ways in which employees can craft their jobs and, thus, maximize their innovative performance and subjective well-being. Originality/value This study makes an important contribution by underscoring the importance of personal resources (resilience and agility) as drivers of job crafting for higher innovative performance and subjective well-being.

Ageism: The New Menace for the IT Workforce in India & How to Tackle It

This paper delves into the phenomenon of ageism, characterized by the manifestation of adverse attitudes and behaviours directed towards oneself or others based on age. The repercussions of ageism include stereotypes and discriminatory conduct within interpersonal relationships. The primary aim of this conceptual paper is to explore ageism within the Information Technology (IT) sector in India and propose strategies to mitigate its detrimental effects. Despite the pervasive existence of ageism in the Indian IT industry, disproportionately affecting older employees, it can serve as a catalyst for fostering a culture of continual upskilling and reskilling among this demographic. Policies focused at promoting active ageing by using an inclusive approach towards intergenerational contact among all age groups can help reduce the negative impacts of ageism.

Comparative Analysis of Process Innovation Strategies: A Study of Family and Non-Family Indian IT Firms

This conceptual paper delves into the dynamic realm of process innovation within the Indian Information Technology (IT) sector, scrutinizing the unique strategies and methodologies adopted by both family and non-family-owned firms. Employing a comprehensive analysis, we aim to uncover distinct approaches employed by these entities to drive and effectively implement process innovation. This paper contributes valuable insights into the intricate interplay of familial structures and corporate innovation, shedding light on how these factors shape the trajectory of technological advancements in the Indian IT landscape.

The analysis of performance due to impact of bullwhip effect in Covid: select Indian sector perspective

Purpose The purpose of the study is to analyze and measure the impact of disruption in demand which causes the bullwhip effect. The bullwhip effect impacts the performance of firm. Just like everything else, covid has had an impact on the disruption of supply chain too leading to the need of measuring the bullwhip effect of select Indian sectors. The comparison on bullwhip effect is drawn in pre- and during covid era in major sectors. The study helps to understand, analyze and measure the impact of covid and its challenges to supply chain. Design/methodology/approach The empirical study is carried out on five major select Indian sectors which have the largest market capitalization in Indian economy, namely, FMCG (fast-moving consumer goods), automobile, utility, consumer durable and IT (information technology). The disruption in the supply chain is measured in terms of bullwhip effect. The novel metric ratio of bullwhip effect is computed which is based on demand–supply mismatch and analyzed based on 10 years of observations. The data is analyzed twice, first from 2011 to 2019 (pre-covid era) and second from 2019 to 2021 (during covid era). Each time, Bombay Stock Exchange (BSE) sectoral indices are used to compute the bullwhip ratio, and empirical data is collected using Prowess. The firms listed in BSE represent most of the sector. Such panel data helps us to analyze inter- and intraindustry bullwhip effect. The changes in the bullwhip effect for various BSE listed firms are analyzed pre- and during covid era. These changes are specifically studied at the manufacturer end of the supply chain. Later regression analysis is performed to study the changes required in production based on the demand. The various strategies that cause or mitigate the impact of covid in intraindustry can be derived from the study. The disruption in production is analyzed based on the disruption in demand and profit before interest and tax (PBIT). Findings In pre-covid era, the percentage of demand disruption was low in select sectors but not exactly zero. Covid caused the disruptions in supply chain across the globe which resulted in bullwhip effect in Indian sectors too. Yet some of the sectors were able to cope better with the situation as compared to others. In the present study, same is analyzed statistically, and results are derived for practical significance. Research limitations/implications The empirical data is having the observations of past 10 years to analyze the pattern of demand disruption in the firms and hence the sectors. The impact of covid is studied on performance, which is analyzed in terms of PBIT. The impact of other factors (political, social, marketing policies, etc.) that may cause disruption in the supply chain of a firm is not considered in the study. Originality/value Study is unique, as it measures disruption and provides a peerless way to study the inter- and intrasectors. To analyze the impact of bullwhip effect on sector performance, it is very much required to first measure the bullwhip; this measure of bullwhip as a ratio of the slopes of demand and supply is a novel approach. The study emphasizes that the impact of covid is not the same among the firms, and hence among the sectors. Also, it is found that the impact of such adversities can be mitigated, and performance of firm can remain intact in turbulent times too.

Interplay Among Responsible Leadership, Corporate Social Responsibility Perspective and Organizational Citizenship Behaviour Towards Environment: A Study of the Indian IT Sector

The environmental degradation and consequent scarcity of resources have compelled organizations to implement strategies and policies that prioritize the attainment of a sustainable environment. The significance of employees’ pro-environment behaviour is increasingly recognized and is being promoted by organizations that focus on preserving the environment. Considering the importance of pro-environment behaviour, this study investigates the relationship among responsible leadership, corporate social responsibility (CSR) perspective and organizational citizenship behaviour towards environment (OCBE). This employee-level study adopted social cognitive theory to examine the context–behaviour framework. The data are collected from information technology (IT) professionals using a stratified sampling technique. The analysis of 503 respondents using PLS-SEM concludes that responsible leadership and CSR perspective have a positive relationship with OCBE. The study also confirms the partial mediating role of the CSR perspective in the relationship between responsible leadership and OCBE. The study identifies organizational-level contextual factors such as responsible leadership and CSR perspective that promote an environment-friendly behaviour among employees, i.e., OCBE. The paper extends the context–behaviour framework literature and highlights the benefits of OCBE in the organization.

An adoption of sustainable business model: An empirical study identifying the success factors of IT service sector organizations

Being competitive has become essential to surviving in the current, rapidly evolving and highly dynamic corporate climate. Companies must streamline their operations if they want to remain competitive. Enterprise resource planning (ERP) systems that have been applied successfully give businesses better practices and procedures. The article uses past literature to illustrate a new conceptual framework considering strategic, organizational, technological and environmental aspects for the effective implementation of ERP system in the information technology (IT) service sector. The primary focus is to find out the effectiveness of ERP deployment from the users’ perspective. For this analysis, information was gathered from 152 Indian IT companies that had already installed an ERP system. Factor analysis, both exploratory factor analysis and confirmatory factor analysis, was used in the present study to find out the factors from the mentioned four perspectives. Structural equation modelling allows researchers to observe the relationships between the emerged factors. The findings suggest that end users of IT firms have recognized the value of emerging constructs for successful ERP implementation leading to sustainable firm growth, underscoring the significance of the suggested framework in their quest to become more competitive in the market.

Application of artificial intelligence on human resource management in information technolgy industry in India

Artificial Intelligence is a term for a technology that is used to do a job that needs intelligence. It is a technology designed to do what a person could do. Today’s organizations have changed a lot because of Artificial Intelligence. Not just one part of the organization but all of its functions and how it affects human resource management must be looked at separately, especially since this is where most people work. This study looks into how artificial intelligence can handle human resources in India’s IT (Information Technology) business. This study looks at what makes AI-driven HRM practices in the Indian IT business work the way they do. The researcher has collected secondary sources like journal articles, study papers, dissertations, and reports from different IT companies related to AI in HR. Information is gathered from individuals who work in IT organizations’ human resources offices. The results show that Artificial Intelligence is young regarding recruitment, and only a few companies use it for human resource management. The main benefits of AI are speed, quality, and the removal of routine jobs. On the other hand, the biggest problem is that businesses are only sometimes ready for new technologies.

The Relationship Between Stress and Remote Working in Indian Information Technology Companies

Purpose: While remote working is a common practice in Information Technology organization, it was mostly confined to a small percentage of employees. The COVID-19 pandemic forced several companies to swiftly adapt to a near 100 percentage remote working model. The aim of this study was to understand the relationship between Stress and Remote Working in the Indian IT companies. Design/Methodology/Approach: With multiple waves of infection, several companies are yet to return back to office. It is by now clear that, remote working is going to be way of life. Most companies are looking at a hybrid work model even after the pandemic era. However, it is important to realise that implementation of remote working is a much broader subject. Employees have been complaining of stress and fatigue while working from home. NASSCOM data has shown an increase in attrition across IT organizations. We decided to adopt the survey approach for studying work stress while working from home and the impact on the intent to stay amongst employees working in IT organizations. We followed the snowball sampling method and a total of 181 employees participated from IT Companies across India. A model was created to explore the relationship between Autonomy, Emotional Demands, Work Pressure, Work Engagement, Recognition, Intent to Leave and Stress. A PLS-SEM model was created and the relationships were analyzed. Findings: A total of six hypotheses were tested and the result was conclusive. The result corroborated with the fact that working from home is stressful and identified the factors that influence the stress. While remote working continues to be a preferred option, the concerns raised by the employees were valid and hence stress induing. We also spoke to a group of HR Managers to understand and solution some of the problems that surfaced in our survey. Together, we arrived at recommendations that could help address these concerns. As remote working is going to be a part of future work strategy, it is important to bring about these changes to immediately reduce the increasing attrition in Indian IT organizations. Research, Practical & Social implications: Organizations should understand that remote working is the future way forward. With more clients being open to have employees working from home it is important for the organizations to ensure that they provide a stress free work environment to their remote workers. While there could be other external factors that could induce stress, it is the responsibility of the organization to focus on the controllable factos. Originality/Value: While working from home is not new to Indian Indian IT companies they have allowed only a small percentage of their workforce to operate remotely. Most employees are allowed to work from home on a need basis. However, permanent work from home is generally discouraged. Remote working by majority workforce was uncommon before the pandemic and hence this topic was rarely researched. The recommendations provided based on our research study could help bridge the gaps and help organizations reduce the stress levels of their employees.

Analysis of the Changing Patterns of Email Usage in the Indian Information Technology Sector due to Covid-19

Analysis of the Changing Patterns of Email Usage in the Indian Information Technology Sector due to Covid-19

Home country and firm-specific advantage influences on HRM replication versus adaptation in EMNEs operating in advanced economies: A qualitative comparative analysis

This article examines a variety of home and host-country factors and explains how they influence the global integration versus local adaptation of human resource management (HRM) in subsidiaries of emerging multinational enterprises (EMNEs) in advanced economies. The study draws on data collected from 15 multiple case studies using semi-structured interviews with senior directors and managers working in Australian subsidiaries of Indian multinational enterprises (MNEs) operating in the information technology (IT) services industry. The findings reveal that despite originating from weak institutions, Indian IT service MNEs do not face hurdles in replicating their home-country HRM model to their subsidiaries in Australia. International staffing of expatriates was a key industry-specific resource and capability enabling reverse country-of-origin effect to allow the Australian subsidiaries to be managed ethnocentrically. This article challenges the notion that EMNEs struggle to adapt their indigenous HRM systems and model due to weak institutions as it sheds light on the reverse relationship that exists between management practices and country-of-origin in leveraging home-country institutions. It also demonstrates that EMNEs derive competitive advantages mainly from their traditional firm and industry-specific resources and capabilities which allow them to achieve global integration of HRM.

Impact of COVID-19 on the Efficiency of Indian IT Companies

The purpose of this study is to investigate the impact of the COVID-19 epidemic on Indian information technology enterprises using data from the 10 largest IT firms listed on the Nifty IT index. Data were sourced from the PROWESS IQ database for 2017–2022. Input-oriented data envelopment analysis (DEA) using CCR and BCC models was applied by taking gross revenue as an output and labour, costs of fuel, materials, power, administrative and general costs as input variables. The study finds a positive although not statistically significant difference in the efficiency of Nifty IT companies during COVID-19 compared to pre-pandemic levels. Additionally, firms experienced higher scale efficiency compared to production efficiency growth throughout 2020–2022. Around 70% of Nifty IT firms faced a decreased efficiency in input utilization during the COVID-19 outbreak. Further, 50% of Nifty IT firms operated under increasing returns to scale and required expansion of business in 2021–2022. The dimensions of returns to scale exhibited stability in the long run. Companies with increasing returns to scale had a 7% lower average technical efficiency than firms with decreasing returns to scale. Large firms demonstrated better scale efficiency. The results of the study can be used by managers to increase the efficiency of firms.

Digital Technology in Hospital Administration: A Strategic Choice.

Digital technology has encompassed all aspects of healthcare. There are many international and national organizations, guidelines, and formats available in health information systems (HIS), but many are presently still not being used in India. The aim is to give a flawless, secure, and user-friendly health information technology (IT) system for Indian healthcare. We discuss the timeline of digital technology in hospital administration, administrative applications, and the importance of clinical quality in health. Clinical perspectives of clinical information systems (CIS), both in acute as well as chronic clinical care models. Cross-integration of healthcare in IT (HIT) in electronic health records (EHR) or electronic medical records (EMRs), in chronic disease management (CDM) systems, and in clinical decision support systems (CDSS) are elaborated. Also, practical strategic application methods are discussed. The limitations of the current HIS software in India are mostly used for transaction reporting, prescription, and administrative tools. They lack CIS and strategic business applications as compared to mature multinational company (MNC) HIS software. Along with this, various features and levels of HIS Software, challenges of HIT adoption, Indian health IT standards, and the future framework of IT in health in India are systematically analyzed. We aim at all physicians in India and at all levels of practice, from individuals, group practices, health institutes, or corporate hospitals, and to encourage them to make strategic use of CIS and strategic IT applications in their individual practice and hospital management. This will improve clinical outcomes, patient safety, practitioner performance, adherence to treatment guidelines, and reduction in medical errors, along with efficiency improvements and cost reductions. How to cite this article: Taneja D, Kulkarni SV, Sinha S, et al. Digital Technology in Hospital Administration: A Strategic Choice. J Assoc Physicians India 2023;71(10):83-88.

Upgrading within Global Value Chains and Innovation Capabilities: Lessons from Indian Information Technology Sector

This study examines the process, nature, and drivers of upgrading among Indian information technology (IT) services firms in the global value chain (GVC) by analysing the sector as a whole and examining three cases – Tata Consultancy Services (TCS), Infosys and Wipro. It uses a qualitative research approach and data obtained from secondary sources such as the Organization for Economic Co-operation and Development (OECD) Trade in Value Added (TiVA) online database, company websites and annual reports. The study found that the contribution of India’s IT sector to GVC is relatively high among service sectors. It is increasingly delivering high-value products, reflecting its upgrading within the GVC. Indian IT firms have gradually transformed from being subcontractors providing low-value-added products and services to providing complete projects and solutions. The three cases show that upgrading of India’s IT firms was mainly due to continuous efforts to build innovation capacity by forging partnerships with other technology leaders, start-ups, and academic institutions, and through acquisitions. India needs to design specific industrial policy with enabling institutions to increase domestic value-added (DVA) and develop a foreign direct investment (FDI) policy that focuses on attracting multinational corporations (MNCs) with GVC linkages.

Tata Consultancy Services Limited vs. Cyrus Investments and Ors.

Tata Sons established Tata Consultancy Services (TCS) as a division on April 1, 1968. Mumbai, Maharashtra is home to this multinational Indian information technology (IT) services and consulting company. TCS has locations in 46 different nations. One of the most influential businessmen in India is the businessman, Ratan Tata. He formerly served as both the Chairman of the Tata Group and the Chairman of Tata Sons. Founded on March 7, 1923, Cyrus Investments Private Limited is an unincorporated organization. It serves as a financial adviser. It falls under the definition of a "company limited by shares" and is a private, unlisted firm. Cyrus Mistry is an entrepreneur from India. From 2012 until 2016, he served as Chairman of the sizable Tata Group of companies. He is one of the directors of Cyrus Investments Private Limited, one of his businesses. On October 24, 2016, Tata Sons Limited's Board of Directors and Majority Shareholders ousted Cyrus Mistry and shifted from his role as Executive Chairman after they lost confidence in his ability to lead the company. The chairman of Tata Sons Limited is N Chandrasekaran, formerly the chief executive officer and managing director of TCS. A general meeting of shareholders decided to remove Cyrus Mistry from the Tata Sons board of directors. Cyrus Mistry then filed a complaint with the National Company Law Tribunal (NCLT) in Mumbai, charging Tata Sons' operational mismanagement and violation of Sections 241, 242, and 244 of the 2013 Companies Act[1]. The question at hand in this instance is whether the NCLAT's order to restore Cyrus Mistry can be appealed. This case deals with the question of whether the NCLT's decision to restore Cyrus Mistry to his previous role as chairman of the TCS group is maintainable. In the well-known case of Tata Consultancy Services Ltd. v. Cyrus Investment Pvt. Ltd. & Ors., also referred to as the Tata- Mistry controversy[2], the Hon’ble Supreme Court issued its ruling. The conflict stems from a boardroom takeover in 2016 that resulted in Cyrus Mistry's resignation as chairman. This case is regarded as one of the country's largest corporate legal disputes.

Linking leader humility, reverse mentoring and subordinate turnover intentions: empirical evidence from the Indian information technology industry

Purpose Reverse mentoring is gaining attention as a means to engage and retain young employees by facilitating the exchange of knowledge, ideas and perspectives with their senior counterparts (leaders). Despite its widespread recognition, there remains a significant scarcity of empirical evidence regarding its enablers and effectiveness. Building on this research gap, this study aims to investigate the association between leader humility, reverse mentoring and subordinate turnover intentions using the theoretical frameworks of job demand resource theory and social exchange theory. In addition, the study assesses how leader competence moderates the impact of leader humility on promoting reverse mentoring. Design/methodology/approach The study used time-lagged multi-wave data with a two-week interval between each wave, collected from 386 information technology professionals working in different organisations in India. The hypotheses developed were tested using partial least square structural equation modelling. Findings The finding from the analysis reveals that leader humility had a significant impact in promoting reverse mentoring, which consequently led to reduced subordinate turnover intentions. In addition, leader competence positively moderates the association between leader humility and reverse mentoring. Originality/value To the best of the authors’ knowledge, this study is the first to empirically examine the impact of reverse mentoring on subordinates’ turnover intentions, as well as the indirect effect of leader humility on turnover intention through reverse mentoring. Furthermore, the study sheds light on the previously under-researched boundary conditions of leader humility.

Individual-focused transformational leadership and change-oriented organizational citizenship behavior: mediating and moderating mechanisms of job crafting and employee resilience

PurposeDrawing on the transformational leadership theory, this study empirically tests the relationship between individual-focused transformational leadership (IFTL) (i.e. individualized consideration and intellectual stimulation) and change-oriented organizational citizenship behavior (Ch-OCB), proposing the mediating mechanism of job crafting. Also, this study examines the moderating role of employee resilience on the relationship between job crafting and Ch-OCB.Design/methodology/approachA nested data model using a 4-wave time-lagged sample of 210 employees–supervisors dyads from Indian information technology (IT) organizations was tested using hierarchical linear modeling.FindingsThe study results showed a significant association between IFTL and Ch-OCB. Furthermore, job crafting mediated the relationship between IFTL and Ch-OCB. Additionally, the findings indicate that the positive relationship between job crafting and Ch-OCB was found to be stronger when employee resilience levels were higher.Practical implicationsThe study offers significant practical implications to managers, counselors and human resource management (HRM) practitioners for stimulating Ch-OCB. The study findings would aid HRM practitioners in designing individualized-oriented leadership programs to encourage employees to exhibit proactive job-crafting behavior, further augmenting Ch-OCB.Originality/valueThis paper adds to the existing transformational leadership literature by proposing new pathways through which IFTL stimulates job crafting, further leading to enhanced Ch-OCB. Mainly, research studies need to shed more light on leadership characteristics that influence employees' proactive and adaptive work behavior, i.e. job crafting and Ch-OCB. Essentially, this study examined the underlying mechanism through which IFTL relates to employees' Ch-OCB.

Remote Onboarding Effectiveness in Indian it Industry During the Pandemic

Purpose: The outbreak and impact of COVID-19 has definitely caused the most drastic and rapid shift to the global workforce. The Information Technology (IT) industry was amongst early responders who adopted a remote working model. The aim of this study was to understand the effectiveness of remote onboarding experience in the IT companies. Design/methodology/approach: The perceived benefits of remote working such as creating valuable opportunities for cost saving and greater flexibility for staff has caused many businesses to understand it is a beneficial model of working in the future and hence adopt it. Now that remote working is here to stay, this research studied the experience of the employees who were recruited in the years 2019 and 2020 into various IT organisations. A survey was circulated to understand this effect and a total of 126 employees participated from 21 IT Companies across India. The validity and reliability of the questionnaire was verified and the data was analyzed using SPSS V22. Findings: The results indicated that there is a significant difference in the joining experience between the two groups. The findings showed that the physical joining experience worked better as it helped in a higher employee satisfaction and hence helped learning the job faster. While the remote induction process seemed effective, the gaps pertain to lack of a structured onboarding process, knowledge transfer and supervisor interventions that are relevant for the remote working world. Research, Practical & Social implications: Organizations should understand the importance of making a good first impression with the new joiners. They should ensure smoother interventions that could enhance the culture immersion and knowledge transfer process. Originality/value: Most Indian IT companies have always allowed employees to work remotely. However, even these employees were required to be physically present for the onboarding process. Remote onboarding as a process did not exist prior to the pandemic and hence this study touches upon a lesser researched topic. The research recommendations provided in our study could help bridge the gaps and provide a better employee remote joining experience.

Technology enabled communication during COVID 19: analysis of tweets from top ten Indian IT companies using NVIVO.

The corona virus (COVID-19) pandemic has impacted industries across the globe. Lockdown was imposed to curb the spread of the deadly virus. This resulted in closure of the factories and manufacturing units. Few sectors switched to work from home (WFH) for the first time. The present study aims to understand and analyze the way in which Information Technology (IT) sector communicated on Twitter during the pandemic. The top ten IT companies in India were selected on the basis of net sales. Qualitative data analysis was employed to extract tweets, understand and analyze them. Tweets were extracted from the official Twitter handles of these top ten IT companies using N-Capture extension tool of NVivo 12 software from April 1, 2020 to April 30, 2021. To get insights out of collected data, Word Cloud, TreeMap and Sentiment Analysis of tweets were carried out using NVivo 12 software. The research found that IT companies focussed on digital transformation, business development, customer satisfaction and enriching customer experience, new product development for healthcare and insurance and organizational resilience. They also focussed on effective communication through Twitter in times of crisis. Most of the companies tweeted moderately positive. Very small numbers of tweets were found to be very negative.

Coping strategies mediating the effects of job insecurity on subjective well-being, leading to presenteeism: an empirical study

Coping strategies mediating the effects of job insecurity on subjective well-being, leading to presenteeism: an empirical study