Information Technology Employees Research Articles

The Relationship Between Representative Commitment and Job Burnout Among It Workers in Tamil Nadu

Objectives: Engagement of employee is a key component to get a maximum determined result in an organisation. Every organisation in this era puts efforts to keep their employees active. Engagement models explain about the theoretical framework and implementation strategy of employee engagement in an organisation. Methods: The study analysed the significant difference in the determinants of employee engagement, Job engagement, Organisational engagement, Job burnout and Psychological well-being based on demographic variables using ANOVA and independent sample t test. Findings: the researcher points out the general outline of the real findings acquired during the study. The findings exhibited and discussed clearly based on analysis of the determinants of Employee engagement and its consequences over Job burnout and Psychological well-being among IT employees in Tamil Nadu. All findings towards the study, derived from the analysis of information and from the elucidation drawn out from the Data analysis. So the section exclusively explains the summary of findings. Conclusions: The study also concluded that information technology employees strongly accept their cognitive engagement about the organisation. Since they are cognitive in organizational engagement, they can be used to actively participate in creative teams to make new ideas, perceptions, decision making etc. Personal efficacy concludes that the employees are highly confident with their own performance attainments and low level of emotional exhaustion and cynicism concludes that employees are with less intention on Job burnout..

Impact of human resource practice on work engagement and turnover intention in information technology companies

Orientation: The information technology (IT) sector, a global economic driver, faces high employee turnover because of low work engagement. This study examines the relationship between human resource management (HRM) practices and their impact on work engagement and turnover intention (TI) in IT companies.Research purpose: The primary purpose of this research article is to investigate how HRM practices influence employee work engagement and TI in the IT sector.Motivation for the study: This study is motivated by the need to address this critical issue by exploring the role of HRM practices in shaping employee engagement and TI.Research approach/design and method: The research data came from 10 IT organisations in Pune IT parks. Non-probability convenience sampling was used to collect data. Data were analysed using Structural Equation Modelling (SEM), Statistical Package for Social Science (SPSS) and Moment Structure Analysis to evaluate the hypotheses.Main findings: The study found that HRM practices such as effective communication (EC), training satisfaction (TS), performance appraisal satisfaction (PAS), pay satisfaction (PS) and opportunities for development (OFD) positively influence work engagement among IT employees. Addressing these HRM practices can enhance employee retention and engagement in the IT sector.Practical/managerial implications: Implementing these strategies can lead to a more committed and productive workforce, improving overall organisational performance and retention.Contribution/value-add: This research offers actionable recommendations for IT companies to improve employee retention and engagement, filling a gap in existing literature by focussing exclusively on the unique challenges and dynamics of the IT industry.

Flow, job performance and psychological wellbeing: the role of psychological ownership and trust in the ICT work place

Purpose This paper, drawing on self-enhancement theory and from employee perspective, aims to develop and validate an integrative theoretical model that centers on the trust–psychological ownership (PO) link to investigate information and communications technology (ICT) employee work outcomes. Design/methodology/approach A cross-sectional survey with PLS-SEM analysis of 424 employees in ICT industry in Ho Chi Minh City, Vietnam, reports that all of 10 hypotheses are empirically supported. Findings PO is found to be an important driver of employee flow, job performance and psychological wellbeing. Moreover, it is posited that trust acts a moderator of the relationship between flow experience and job performance, and between job performance and psychological wellbeing. Originality/value To the best of the authors’ knowledge, this paper is among the first to affirm that trust in work environment serves as both an enabler for PO and a moderator for the relationship between flow experience–job performance as well as between job performance–psychological wellbeing path. The study also affirms that flow state plays a mediating role in the PO–job performance path, and that job performance acts as a mediator in the flow experience–psychological wellbeing sequence. Finally, new evidence expectedly highlights the positive impact of job performance, a short-term work outcome, on psychological wellbeing, a long-term work outcome.

Club convergence in regional labor productivity: how do Australian states and territories compare to the US, UK, and Canadian subnational regions?

AbstractDeveloping strategies to enhance productivity growth requires identifying leading and lagging regions, industries, and growth drivers. However, there are limited cross-country studies using subnational data. Our study goes beyond the traditional country convergence approach and estimates labor productivity convergence using Philips and Sul’s club convergence approach and subnational data from 2004 to 2020. We aim to determine whether labor productivity growth rates in Australian states and territories are equal, converging, or divergent as compared to United States, United Kingdom, and Canadian subnational regions. The results show that five Australian jurisdictions, including Western Australia and New South Wales, are in the high labor productivity group (Club 1), while the remaining three i.e., Australian Capital Territory, Victoria, and Queensland, are in the moderate growth group (Club 2). We also used fixed effects models with least squares dummy variable estimators to identify the club’s characteristics. The results show that regions with a high proportion of employees in information and communications technology, energy, mining, and resources experienced higher labor productivity growth than those with a manufacturing sector. Human capital, innovation, and household disposable income were associated with high labor productivity, whereas high old-age dependency and children-to-women ratios were associated with lower growth. These results are consistent with the macroeconomic phenomenon that economic development leads to inequality and polarization in certain regions of a country. Nonetheless, the findings are useful for decision-makers and researchers to use in benchmarking and improving regional strategies by identifying regional peers and factors that influence convergence or divergence that can be improved. The results provide insightful findings for consideration by policymakers seeking to boost labor productivity or to bridge regional gaps in productivity.

Gender Differences In Work-Life Balance In The Corporate Sector: A Meta-Analysis

The balance between work and personal life is a crucial factor in overall well-being and productivity, particularly within the demanding corporate sector. This article examines gender-based differences in work-life balance in corporate settings, with a particular focus on the Information Technology (IT) sector. Using a meta-analytical approach, the study synthesizes research findings on the disparities in work-life balance experiences between male and female employees. The article also explores the unique challenges faced by women influenced by societal expectations and organizational structures, particularly in male-dominated environments like IT. The article highlights the role of corporate policies and personal strategies in improving work-life harmony, offering recommendations to support gender equity and enhanced productivity. Background: In today’s corporate world, achieving a balance between professional responsibilities and personal life is more challenging than ever, especially for employees in the high-demand Information Technology (IT) sector. Work-life balance (WLB) is defined as the effective management of personal and professional responsibilities to reduce stress and enhance quality of life (Greenhaus & Allen, 2011). As corporations increasingly emphasize productivity and flexibility, the strain to maintain a balanced life has intensified, impacting employees differently based on their gender. Research indicates that gender plays a significant role in WLB, as men and women often face distinct challenges rooted in cultural expectations, familial roles, and organizational structures. The article aims to delve into these gender-based differences, focusing on the experiences of employees in the IT sector where work demands are high, hours are long, and flexible scheduling is often critical yet insufficient.

Application of artificial intelligence in higher education institutions for developing soft skills of future specialists in the sphere of information technology

Abstract This paper aims to delineate the significant role of artificial intelligence (AI) in developing the soft skills of future information technology (IT) professionals. To achieve this goal, the authors give some relevant considerations concerning using AI in teaching humanitarian subjects and explore the use of AI to develop soft skills essential for future IT professionals. First, the analysis of the survey results confirms that students are not aware that using AI in education is very helpful. That is why many students (51.8%) do not use them at all. Therefore, we have an intention to give the examples of the use of AI tools for educational purposes to equip students, first of all, with understanding of soft skills value, and, secondly, let them complete the tasks that contribute to the development and improvement of their soft skills. Second, we defined that the soft skills (communication, negotiation, problem-solving, finding a common language with colleagues and clients, public speaking, and intercultural) are essential for conducting professional communication with colleagues in the sphere of IT to satisfy the demands of the IT industry in the modern-day world. Third, the paper contributes scientifically to investigating the integration of AI technologies in the university-level educational landscape. Integrating AI in higher education institutions offers a promising route for developing or boosting the soft skills necessary for future specialists in the field of IT. Drawing on a comprehensive review of literature focusing on the use of AI technologies in the contemporary world and considering the empirical data from the online survey, the study investigates the opportunities of AI tools to foster soft skills required to achieve the active collaboration of IT employees for companies.

Dampak Penggunaan Teknologi Informasi dalam Peningkatan Akurasi Laporan Keuangan pada Perusahaan Jasa di Indonesia

This study investigates the impact of information technology (IT) use on the accuracy of financial statements in service companies in Indonesia. Utilizing a quantitative research approach, data were collected from 50 service companies through a structured questionnaire, with responses measured on a Likert scale (1-5). The data were analyzed using SPSS version 26. Results indicate a significant positive relationship between IT use and financial statement accuracy. The correlation analysis revealed a strong association, while regression analysis confirmed that IT use is a significant predictor of financial statement accuracy. The findings underscore the importance of IT adoption in improving financial reporting accuracy, suggesting that service companies that invest in IT systems can significantly enhance the reliability and transparency of their financial data. Practical implications include the need for service companies to increase IT integration and employee training to capitalize on the benefits of IT in financial management fully.

Examining the impact of digital transformation on HRM practices in Morocco's IT sector

The main goal of this study is to explore the dynamic relationship between digital transformation and Human Resource Management (HRM) practices in Morocco’s growing information technology (IT) sector. This study scrutinizes the impact of digital transformation on key HRM dimensions including recruitment, learning, development and performance appraisal. Employing robust quantitative methods, particularly correlation analysis, this study aims to unravel the intricate connections between various facets of digital transformation and HRM practices. Structured surveys are the vehicles selected for data collection and dissemination among HR professionals and IT employees to provide valuable insights into the strength, direction and statistical significance of the relationships between digital transformation and HRM practices in the unique context of the Moroccan IT landscape. This research enriches academic discourse on the influence of digital transformation on HRM practices. It offers a comprehensive understanding of how digital advancements HR functions in Morocco’s IT sector. Beyond academia, this research provides useful guidance to HR professionals allowing them to improve their plans and optimize digital transformation activities within their organizations.

Research on the Motivational Factors of Information Technologies Department Employees in the Context of Abraham Harold Maslow's Hierarchy of Needs

The objective of this study is to evaluate the degree to which information technology department employees meet the stages of needs outlined in Abraham Harold Maslow's Hierarchy of Needs theory. The researchers identified eight variables and formulated eight hypotheses related to these variables. To test these hypotheses, data from an online survey completed by 401 active information technology employees in Turkey, representing the study population, was utilized. The convenience sampling method, which is one of the non-probabilistic sampling methods due to time and budget constraints, was utilized. The statistical analysis revealed a noteworthy correlation between the variables, particularly in terms of income status and motivation, across all sub-dimensions of Abraham Harold Maslow's Hierarchy of Needs theory. While variations in the perceived level of deprivation by sub-dimensions were identified in other hypotheses, these variances did not reach statistical significance across all sub-dimensions.

Are you game? Health Gamification during disruptions due to the pandemic for sustainability

The new normal has transformed IT company employees' working styles and patterns to accommodate changing business demands. It brings back the attention required for self-health, and the pandemic has demonstrated the importance of Health. The prominence of Gamification and its adaptation is growing in the education and learning industries. This research paper aims to study, analyze, and understand users' intention to use gamified health monitoring tools or applications with emerging health disruptions in the post-pandemic era. The study gathered data from Indian users as the primary source, where the participants' backgrounds were from Information Technology (IT) companies, and the survey gathered 185 responses online from Gen Z women. This study shows a significant association between the gamified engagement approach and user intention to engage. Considering the ongoing business uncertainty and growing work-from-home hours for IT employees, disruption may persist while creating the need for gamified health engagement.

The impact of psychological capital, cognitive diversity and temporal ambidexterity on adaptive performance through innovative work behaviour among IT employees in India

Purpose This study aims to examine how the Information Technology (IT) sector in India is changing sporadically to be relevant to be able to meet the changing demands. Companies are striving hard to be able to leverage any such factor that adds to the competitive advantage needed to survive in this dynamic market. Therefore, an organization has to be able to keep innovation as its primary objective. Design/methodology/approach This study used a cross-sectional research design and the data from 303 IT professionals were used to validate the relationships among psychological capital (PSC), cognitive diversity (COD), temporal ambidexterity (TEA), innovative work behaviour (IWB) and adaptive performance (ADP). Hypotheses testing was done through the SEM and mediation analysis was conducted using bootstrap estimation in SPSS AMOS. Findings The results suggest that PSC significantly affects both IWB and ADP. COD has a significant effect only on IWB. In addition, directly impacts ADP. Mediation analysis indicates that COD has full mediation between the relationship of IWB and ADP, whereas PSC has a partial mediation. However, TEA has no mediation indicating that an employee needs to have support from his organization to be ambidextrous. Originality/value This study shows how significant innovation and IWBs are in the context of the IT sector and how positive thinking, a diverse set of people and the balance between short-term and long-term goals could promote IWBs in an individual leading to better ADP.

Exploring the linkage of green values and green attitude in green behaviour: moderating role of green climate among Indian employees

PurposeEmployees behaviour is an important factor need to be reviewed while considering the implementation of green practices in the organisations. Green employee behaviour is widely discussed area both in research and practice, as organisations look for more green practices and environment friendly approaches. This study aims to understand the association of green values, green attitude and green behaviour of information technology (IT) employees in India.Design/methodology/approachData were collected from 334 employees who works in IT/ITES (Information Technology Enabled Services) organisations in India. For analysing the data, structural equation modelling was used.FindingsThe significant positive relationships were revealed in the associations of green values, green attitude and green behaviour. Green attitude found to be mediating the relationship between the green values and green behaviour. The study also explored the moderating roles of green culture and green HRM practices.Originality/valueThe study stands among the pioneers that discuss green perspectives of IT employees in an emerging economy context. The study can give remarkable inputs for organisations that try for environment friendly practices and its successful implementation.

Impact of Systematic Investment Plans (SIP) Awareness on the Investment Decision of Information Technology (IT) Employees in Bengaluru City

The mutual fund industry in India is experiencing rapid expansion and is considered to be one of the most rapidly growing sectors within the nation's economy. Furthermore, it possesses significant prospects for sustained and substantial development in the long run. Mutual funds, along with their diverse range of instruments including systematic investment plans (SIPs), equity funds, debt funds, and hybrid fund instruments, have made a substantial contribution to economic growth in both the corporate sector and among individuals over the past decade. The current study focuses on the Systematic Investment Plan (SIP), which has emerged as a feasible alternative investment strategy for numerous investors aiming to achieve substantial returns while mitigating risk through incremental investments. The utilization of these funds facilitates the ease, availability, and affordability of saving and investing. The systematic investment plan (SIP) offers several advantages, such as professional management, diversification, diversity, liquidity, affordability, comfort, and ease of record keeping. Additionally, SIP is subject to stringent government regulation and ensures complete transparency. The current study has examined various variables related to investment and the factors that investors consider when selecting a Systematic Investment Plan. The objective of this study is to examine the level of awareness of systematic investment plans (SIP) among information technology (IT) employees and investigate the influence of demographic variables on their engagement in such investment plans. The primary objective of this study is to examine the influence of systematic investment plan (SIP) awareness on individuals' investment choices. The primary objective of this study is to examine the viability of Systematic Investment Plans (SIPs) in the Indian context, while considering the various issues, intricacies, and factors involved. Additionally, the study aims to propose strategies and approaches to effectively address the challenges associated with developing mutual funds in alignment with the economic growth potential of the country. The present study utilizes primary data obtained from a sample of 112 information technology employees located in Bangalore. The data was analyzed using SPSS version 25. The findings of the study indicate that IT employees possess awareness regarding SIP funds, albeit with a restricted comprehension of the structural and operational aspects of SIP investments. The choice to allocate funds towards Systematic Investment Plan (SIP) investments is notably impacted by variables such as age, income level, and educational attainment. The level of awareness regarding SIP (Systematic Investment Plan) has a significant impact on investment decision-making, as evidenced by a substantially high proportion. There exists a necessity to enhance awareness and facilitate the dissemination of information regarding SIP (Systematic Investment Plan) and its potential advantages.

A Mixed Model Approach for Identifying the Impact of Soft Productivity Factors on Employee Turnover among Information Technology Employees in Sri Lanka

Employee turnover has become one of the major issues in the IT industry today; especially the productivity of an organization is deeply related to the employee turnover rate. The objectives of the current study are to investigate the basic factors that affect employee turnover, examine the relationships between selected soft productivity factors with employee turnover, and suggest ways of minimizing employee turnover rates in IT companies. Initially, eleven soft productivity factors are considered. The selected factors are categorized into two different categories workplace environment and employee capability and experience. In the first phase of analysis, the descriptive research approach was followed and data was collected from 150 IT professionals currently employed in IT companies in Sri Lanka, using a structured questionnaire. According to the results, a strong positive relationship can be seen between (0.676) working environment, (0.789) employees’ capabilities and experience, (0.881) collaboration among employees, (0.891) career development opportunities, and (0.774) learning opportunities concerning employee turnover. Further, lack of sufficient telecommunication facilities, tools, and development resources, the friendly working environment also effects on retaining of employees.

The Influence of Job Stress Towards Turnover Intention among Generation Y Employees in Perak Information Technology

Researchers have been studying turnover intention for nearly a century. Recently, most generation Y workforce in Malaysia's Information Technology (IT) industry reportedly developed a norm of switching jobs constantly due to being increasingly exposed to a lot of work-related stressors. This study aims to investigate the relationship between job stress and turnover intention among generation Y employees in the Perak IT industry. The quantitative approach was used by distributing online questionnaires through the Facebook platform to collect data from a sample of 123 employees drawn from IT companies in Perak, Malaysia. The result revealed that the majority of the respondents are recorded with a high level of job stress and a moderate level of turnover intention. It was found that job stress was significantly positively correlated with turnover intention. Further analysis also demonstrated that the dimensions of job stress such as work overload and work ambiguity were significant influences on turnover intention. Overall, there was a statistically significant positive relationship between job stress and turnover intention among the employees. The findings of this study demonstrated important implications for IT organisations, employees, and Human Resource (HR) practitioners by allowing them to understand the devastating effects of job stress and equip themselves with strategies to reduce turnover rates.

Unveiling and Modelling the Impact of Learning Organisations on Information Technology Employees’ Career Advancement and Retention

Learning organisations facilitate the acquisition of new knowledge and skills for both organisations and their members, enabling the application of the latest insights in a dynamic environment. This study addresses a research gap by constructing a model identifying the factors influencing learning organisations and their subsequent impact. The research delves into uncovering the catalysts behind learning organisations concerning the career advancement of information technology (IT) employees and their intent to remain in their roles. The study, conducted in a developing country, India, employs an explanatory research design to explore the interrelationship between learning organisations, career progression and employee retention. Primary and secondary data have been used for this study. The primary data has been collected from 389 IT sector employees at various employment positions in Chennai through a structured and standard questionnaire based on the Dimensions of Learning Organizations Questionnaire (DLOQ) by Watkins, KE and Marsick, VJ (2023) [Rethinking workplace learning and development catalyzed by complexity. Human Resource Development Review, 22(3), 333-344. doi:10.1177/15344843231186629], demonstrating a high reliability at 96.4%.

A study on factors affecting job satisfaction in the IT industry

Although there are several definitions of job satisfaction or employee satisfaction, we may generally define them as a person's level of contentment with their job. Because they leave the company less frequently and stay longer, content employees help the business grow. Additionally, a positive work atmosphere attracts talent and boosts productivity by encouraging job satisfaction. The information technology (IT) industry has gained traction on the global scale and has taken centre stage in both our society and the world as a whole. The booming Indian economy has contributed to the ability of the IT industry to remain competitive in the international market. This study aimed to evaluate the degree of job satisfaction among IT professionals and identify the factors affecting that satisfaction. To highlight the factors affecting positive job satisfaction among IT industry employees, we included variables such as rewards and recognition, working conditions, fairness, job security, relationships with coworkers and employee satisfaction. After the data were cleaned, 100 responses were collected. The data were analysed using SPSS statistical software, and the findings showed that the job satisfaction of IT employees is strongly correlated with a number of factors connected to the workplace.

YAYINLANMAYACAK - Research on the Motivational Factors of Information Technologies Department Employees in the Context of Abraham Harold Maslow's Hierarchy of Needs

The objective of this study is to evaluate the degree to which information technology department employees meet the stages of needs outlined in Abraham Harold Maslow's Hierarchy of Needs theory. The researchers identified eight variables and formulated eight hypotheses related to these variables. To test these hypotheses, data from an online survey completed by 401 active information technology employees in Turkey, representing the study population, was utilized. The statistical analysis revealed a noteworthy correlation between the variables, particularly in terms of income status and motivation, across all sub-dimensions of Abraham Harold Maslow's Hierarchy of Needs theory. While variations in the perceived level of deprivation by sub-dimensions were identified in other hypotheses, these variances did not reach statistical significance across all sub-dimensions.

The relationships between servant leadership, job embeddedness, and turnover intention of information technology employees

Besides the remarkable development of the Information Technology (IT) industry in Vietnam, the high level of turnover intention is still a great challenge among businesses in this area. Therefore, finding factors that help to improve this situation is indispensable. This study aims to provide a conceptual model to explain the role of Servant Leadership (SL) and Job Embeddedness (JE) in decreasing IT engineers’ turnover intention. Using the quantitative approach, the data collected from 240 IT engineers in Ho Chi Minh City were analyzed by the Structural Equation Modelling (SEM) method with SPSS and AMOS software. The research findings show that SL positively affects IT engineers’ JE (β = 0.597, p = 0.006), and has a negative effect on their turnover intention (β = -0.366, p = 0.006). In addition, JE not only negatively influences IT engineers’ turnover intention (β = -0.237, p = 0.04) but also plays a mediating role in the indirect effect of SL on turnover intention (β = -0.141, p = 0.029). The current study contributes to the literature by explaining the detailed mechanism by which SL influences employee turnover intention and highlights the mediating role of JE in this relationship. Based on these findings, the study emphasizes the vital role of SL and JE in decreasing employee turnover intention and provides managerial implications for organizations in the IT industry.

Assessment of Forward Head Posture in Information Technology Employees with Neck Pain: A Cross-Sectional Study

Background: Neck pain is the most common complaint that we deal with in orthopedics, most of which are information technology (IT) professionals. These individuals have vocational mismanagement which leads to high incidence of forward head posture (FHP).
 Methods: A cross-sectional study was carried out from January 2019 to June 2019 during which a total of 300 patients were taken into study. Clinical assessment of neck pain, head posture, range of motion (ROM), and radiological assessment of craniovertebral angle (CVA) and anterior head translation (AHT) was done.
 Results: Out of 300 patients, the majority of the patients were men. On average, men used computers for 9.6 hours compared to 9.2 hours for women. The average CVA was higher in women (58.8). The average AHT was more in men (22.9).
 Conclusion: As compared with the previous literature, our study showed that 84.3% of male and 92.91% of female participants had FHP. CVA was lower, while AHT was higher in both groups than the usual range. The mean AHT in our sample was 18.8 mm, which was found to be aberrant in the prior research studies. In our study, we have found a negative correlation between the CVA and AHT, resulting in FHP, which can furthermore lead to early changes of cervical spondylosis in IT employees, probably due to long hours of desktop usage resulting in fixed postural habit.