In the wake of sweeping federal workforce reductions and rising political uncertainty, public sector leaders face mounting challenges in retaining mission-critical talent. These pressures are compounded by the enduring realities of remote work, which have disrupted traditional models of leadership and engagement. This qualitative study explored how remote federal IT employees perceive the role of supervisor engagement in shaping job satisfaction, organizational commitment, and retention. Using Leader–Member Exchange (LMX) theory as a conceptual framework, interviews were conducted with 15 current and former federal IT professionals. Findings revealed that high-quality supervisor–employee relationships that were characterized by trust, communication, and support served as a critical lever for retention in remote environments. Implications include the need for targeted leadership training, policy reforms, and systems that promote relational engagement. These findings highlight the urgency of investing in human-centered leadership practices to improve employee satisfaction and commitment during times of uncertainty.

The dual nature of workplace incivility in the Indian IT sector: Exploring factors shaping perceptions of 'opportunity' or 'harm'.

There is a growing prevalence of polycystic ovary syndrome (PCOS) among young women who work and the level of awareness and the way women implement healthy lifestyle practices in their respective jobs is still not high enough. This study looked at how aware female IT employees in Nagpur were of PCOS and their healthy lifestyle practices regarding the syndrome using a cross-sectional survey design. 86 valid responses were assessed using an online structured questionnaire; 84% of respondents had heard of PCOS; however, only 36% had complete knowledge of complications of PCOS and only 38% of the respondents had complete knowledge of preventative strategies against complications of PCOS. Respondents reported exercising regularly (52%), following a healthy diet (52%), achieving adequate sleep (42%) and controlling stress levels (29%) most of the time. However, many respondents reported experiencing irregular menstrual cycles and PCOS-related symptoms. Data also shows an inconsistency between the knowledge of PCOS and the actual actions taken by the respondents. Thus, high levels of educational activities and preventive measures need to be implemented in the workplace.

The emergence of hybrid work models after COVID-19 has completely transformed how organizations function in India, particularly in the IT sector, but there has been insufficient research on what drives employees to choose their work options. The research investigates how organizational culture affects hybrid work choices for 102 IT employees from Chennai, while also assessing how demographic factors (gender, family type, age, tenure) impact those preferences. The results shows that organizational culture functions as a positive predictor because it explains 18.8% of variance, and work experience served as the only factor which distinguished between different demographic groups, with employees who had worked between zero to five years demonstrating the strongest preference. It's found that gender, family type and age did not have any significant impact on the results. The findings establish JD-R theory applications for hybrid work environments and explains how cultural aspects of their organizations drive employee retention practices.

Abstract - This study examines how predictive analytics improves business decisions in IT companies. Today, IT organizations generate large amounts of data on employees, projects, and operations. Predictive analytics uses this data to enhance decision-making, forecasting, planning, and risk management. The primary objective of this study is to examine how predictive analytics facilitates informed business decision-making in IT companies, particularly in areas such as project management, customer analytics, resource allocation, risk management, and budget and financial decisions. The study employs a descriptive research design and draws on both primary and secondary data. Primary data has been collected from 100 IT employees using a structured questionnaire through a purposive sampling technique. The scope of the study is limited to IT companies. Secondary data have been collected from reliable sources, including Gartner, McKinsey & Company, IBM Corporation (2021), and Mikalef, Panos et al. (2022). The study's findings show that predictive analytics helps organizations make better decisions by using past data. It predicts future outcomes, enhances project management, enables better use of resources, reduces risks, and supports financial planning. However, its effectiveness depends on data quality, appropriate tools, and skilled employees. The study concludes that predictive analytics is an important tool for improving business decision-making in IT companies and helps organizations move towards more data-driven and strategic decisions Key Words: Predictive Analytics, Business Decision Making, IT Companies, Workforce Planning, Forecasting, Risk Management, Data Analysis, Business Analytics

Psychological resources are critical to employee well-being and are widely regarded as enabling resilient functioning in the face of uncertainty. Evidence from non-Western contexts, however, remains limited. This cross-national pilot study examined whether psychological resources, operationalized as a composite of mental well-being (WEMWBS), flourishing (Flourishing Scale), and work engagement (UWES-3), predicted life satisfaction (SWLS) directly and/or indirectly via perceived stress (PSS-4) among employees in South Africa and India. The findings are discussed in relation to their implications for employee resilience theory and resource-building practice. An explanatory-sequential mixed-methods design was used. The quantitative phase comprised South African pharmaceutical employees (n = 87) and Indian IT employees (n = 65), for a total of N = 152. After z-standardizing indicators within each country, we formed a Resources composite. We estimated simple mediation (Resources → PSS → SWLS) within each country and a pooled moderation model (standardized SWLS) with Country and interaction terms. The qualitative phase included 2 focus groups and 29 one-on-one interviews (South Africa n = 19; India n = 10), which were analyzed using reflexive thematic analysis to explain statistical patterns. Resources showed a strong, positive association with life satisfaction (pooled model: b = 0.71, SE = 0.11, p < 0.001; R2 = 0.358). Resources were linked to lower perceived stress (South Africa: a = -0.88, p < 0.001; India: a = -0.69, p = 0.016). However, perceived stress did not uniquely predict life satisfaction once Resources were included (pooled b = -0.10, SE = 0.10, p = 0.331), while bootstrapped indirect effects included zero in both countries. Country did not moderate the relationship between Resources and life satisfaction, nor between perceived stress and life satisfaction (Resources × Country: p = 0.165; PSS × Country: p = 0.782). Qualitative themes explained the resource-dominant pathway: in South Africa, Ubuntu-based meaning, complex family support, masculine help-seeking norms, and economic/infrastructure strain characterized the resource-dominant pathway; whereas in India, technology-sector pride and aspirational mobility offset AI-related job insecurity, urban infrastructure burdens, and family separation characterized the resource-dominant pathway. The findings support resource-building interventions and motivate future testing of alternative mediators (e.g., meaningful work, positive affect, self-efficacy) through adequately powered longitudinal studies. The cross-country similarity suggests functional equivalence of mechanisms with culturally specific content.

The rapid integration of Artificial Intelligence (AI) and automation has transformed Human Resource Management (HRM) practices across the IT industry. This study evaluates the influence of AI-driven HR tools and automated systems on modern HR functions within IT companies located in Chennai. The research incorporates eight independent variables—AI-Based Recruitment and Candidate Screening, Automation in Employee Onboarding Processes, AI-Driven Performance Appraisal Systems, AI-Powered Learning and Development Tools, AI-Based HR Analytics and Predictive Modelling, Automation in Administrative Tasks, AI-Enabled Employee Engagement Systems, and HRIS Automation &amp; Integration—to determine their impact on Employee Job Performance. A descriptive research design was adopted, and primary data were collected from 300 IT employees through a structured questionnaire based on a five-point Likert scale. Statistical tools such as descriptive analysis, Pearson correlation, and multiple regression were employed to measure the strength of relationships and the predictive influence of AI and automation on job performance. The findings reveal that AI and automation significantly enhance various HR processes, improving efficiency, personalization, and accuracy. The regression model explains 89% of the variation in job performance, with AI-Driven Performance Appraisal Systems, AI-Based HR Analytics, and AI-Powered Learning Tools emerging as the most influential predictors.

Artificial Intelligence (AI) and automation have emerged as transformative forces in modern Human Resource Management (HRM), significantly altering the way IT organizations manage recruitment, onboarding, performance appraisal, employee development, HR analytics, and administrative operations. The present study examines the influence of AI and automation technologies on HRM practices in IT organizations across Chennai. Eight independent variables—AI-based recruitment and candidate screening, automated onboarding processes, AIdriven performance appraisals, AI-powered learning and development tools, AI-based HR analytics, automated attendance and payroll systems, AI-enabled employee engagement platforms, and HRIS automation—were analyzed to determine their effect on employee satisfaction with HR services, the dependent variable. A descriptive research design was adopted, and primary data were collected from 423 IT employees across leading IT zones in Chennai. The dependent variable was measured using a seven-statement Likert scale assessing satisfaction, responsiveness, efficiency, fairness, communication, accessibility, and trust toward HR services. Statistical tools such as descriptive analysis, Pearson correlation, and multiple regression were applied to examine relationships and predictive influences. Findings revealed strong and positive correlations between AI-driven HR practices and employee satisfaction. Regression analysis showed that 88.6% of the variation in satisfaction is explained by AI-based HR systems. HR analytics, AI-driven appraisal systems, and HRIS integration emerged as the strongest predictors.

1. ABSTRACT Advancements in digital technologies and evolving workplace dynamics have accelerated the adoption of hybrid and fully remote work models in the IT industry. These arrangements offer flexibility but also present challenges in maintaining high levels of employee engagement, a critical driver of productivity and organizational growth. This study examines employee engagement levels among IT professionals working in hybrid and fully remote setups, identifying factors that influence engagement, its correlation with productivity, and its implications for HR policies and practices. The research adopts a quantitative approach using a structured questionnaire with a 5-point Likert scale. IT employees will be surveyed online via platforms such as Google Forms and LinkedIn polls. The survey focuses on five dimensions: communication practices, technology support, leadership style, work-life balance, and HR initiatives. Statistical analysis will be used to identify patterns, correlations, and actionable insights. Preliminary findings highlight the importance of timely communication, reliable technology infrastructure, empathetic leadership, and flexible HR policies in fostering engagement in remote contexts. The study also confirms that engaged employees demonstrate higher commitment, creativity, and efficiency, whereas disengagement negatively impacts productivity. The research aims to provide actionable recommendations for HR managers and business leaders to enhance virtual collaboration through advanced digital tools, flexible work policies, and recognition strategies tailored for remote and hybrid teams. By addressing the engagement challenges unique to virtual work environments, the study contributes valuable insights to human resource management literature, offering strategies to optimize performance in digitally connected workplaces. Keywords: Employee Engagement, Remote Work, Hybrid Work, Productivity, IT Industry, HR Policies

Purpose: Cyber fraud and money laundering are growing threats to the integrity of operations in the Nigerian banking sector, which undercuts the confidence of customers. This study examined the influence of FinTech solutions specifically smart contracts and cryptographic security on fraud prevention in Nigerian deposit money banks (DMBs), in view of the increasing incidence of cyber fraud and money laundering in the sector. Methodology: The study adopted a quantitative research design, underpinned by the Technology Acceptance Model (TAM), agency theory, and control theory. A cross-sectional survey was conducted on 312 management and IT employees drawn from five selected DMBs in Lagos State. Data collected were analyzed using descriptive statistics and multiple regression analysis. Results and conclusion: The findings revealed that smart contracts have a positive and statistically significant effect on the prevention of cyber fraud (r = 0.408, p &lt; 0.001), while cryptographic security exerts a strong and significant influence on the prevention of money laundering (r = 0.433, p &lt; 0.001). The study concluded that these FinTech solutions are effective tools for enhancing fraud prevention and improving the security architecture of Nigerian banks. Implication of findings: The study implies that deposit money banks should prioritize investment in FinTech innovations, while regulatory authorities should establish supportive frameworks to facilitate their adoption, thereby strengthening financial security and restoring customer confidence in the banking system.

ABSTRACT This study examines the relationship between Quality of Work Life (QWL) and employees’ innovative performance, focusing on the mediating role of creative mind-set. It addresses the growing need for organizations in emerging African economies to enhance innovation while supporting employee well-being. Using a quantitative design, data were collected from 260 service-sector employees in Tunisia, including banking, IT, healthcare, and education. A structured questionnaire based on validated scales was employed, and data were analyzed using SPSS 25 and SmartPLS 4 (PLS-SEM). The results indicate that QWL significantly and positively affects both creative mind-set and innovative performance. Creative mind-set also positively influences innovative performance and partially mediates the QWL–innovation relationship. These findings suggest that supportive work environments foster employees’ creative thinking, leading to improved innovation outcomes. The study underscores the strategic importance of investing in QWL to enhance creativity and innovation, offering practical implications for managers and policymakers aiming to strengthen organizational performance in African contexts.

The given paper is devoted to the impact of gratitude of leaders on the mental health of the IT professionals, which is a highly unstable sphere in terms of excessive workloads, deadlines and technological change. The psychological well-being has emerged as one of the key factors that influence the performance, engagement, and retention of employees working in such environments. The paper focuses on how gratitude expressions by leaders, formal and informal, affect the level of stress, emotional stability and overall mental well-being of employees. This research is founded on the concepts of positive psychology and organizational behaviour, and is intended to investigate gratitude in its role in leadership that positively affects the establishment of a supportive, positive atmosphere at the workplace and the establishment of an inclusive culture in the workplace. The data concerning the IT employees was collected with the help of structured questionnaires under which the perceived leader gratitude, job stress, emotional exhaustion, and psychological well-being were estimated. Associations between the variables and the level of correlation have been evaluated using statistical software. The findings indicate that an excellent positive relationship exists between the benevolence of the leaders and the psychological well-being of the workers. Workers who feel they are more appreciated by the leaders have a lower stress level, less burnout, and increased emotional resilience. Leadership that is driven by gratitude also promotes trust, improves the social relationships among people, and brings a sense of belongingness to the teams. On the other hand, lack of appreciation leads to anxiety, lack of involvement, and low job satisfaction. The paper gives the significance of the inclusion of gratitude in leadership ways as an economical and efficient tool in enhancing psychological well-being in the IT industry. It recommends that organizations push leaders towards using simpler but significant words of appreciation to create a healthier workplace. The study is valuable to the existing body of research concerning the well-being of employees and provides feasible assumptions on human resource policies and leadership development programs.

Type of the article: Research ArticleIn the era of digital transformation, organizations are increasingly integrating digitalization and artificial intelligence to enhance employee behavior and organizational outcomes. This study examines the associations among digital leadership, AI-based performance assessment, employee empowerment, work engagement, and organizational performance in a Chennai-based IT company in India. Specifically, the study investigates the direct and indirect effects of digital leadership and AI performance assessment on organizational performance through employee empowerment and work engagement. Data were collected from 373 IT employees using an online survey conducted between June and August 2025 and analyzed using partial least squares structural equation modelling (PLS-SEM). A stratified random sampling technique based on organizational job levels (entry, mid, and senior) was adopted to ensure adequate representation of hierarchical positions within the organization. Hypothesis testing revealed that digital leadership and AI performance assessment significantly enhance employee empowerment and work engagement (β = 0.490, 0.415, 0.527; p &amp;amp;lt; 0.001), which in turn positively influence organizational performance (β = 0.383, 0.477, 0.195, 0.287; p &amp;amp;lt; 0.001, 0.033). Furthermore, employee empowerment and work engagement significantly mediate the relationships between digital leadership, AI performance assessment, and organizational performance (β = 0.135, 0.199, 0.265, 0.244; p &amp;amp;lt; 0.001). In addition, a multi-group analysis was conducted to examine differences across employee hierarchical levels. The findings highlight that transformations in modern workplaces and digitalized HR practices contribute to organizational performance across the workforce, while ensuring that employees from different hierarchical levels are adequately represented in the sample.

“Intention to stay with the organization befalls when a person’s work nature, responsibilities, environment and the benefits are in line with his/her expectations. This sense of balance might be a product of several influences like Job satisfaction, trust among the coworkers, respectable performance of the organization and much more.” Though he is bestowed with various amenities and welfare measure, low scores on these factors can induce the employees to leave the organization. Understanding the factors which impacts the intention of the employees to in the organization is vital because it will improve the productivity of the organization as the whole. The project aims at measuring loyalty of the IT and ITES employees. This study was undertaken to identify the factors influencing intention of Employees to remain in the organization. Descriptive research design is used for this project. Primary data was collected through Questionnaire. The statistical tools used were Regression, Correlation, Chi-Square and ANOVA. The variables were grouped into factors namely Job Satisfaction, Organization Performance and Trust among colleagues. The current study resulted that Trust partially mediates linking the relationship of Job Satisfaction and Intention to keep on. Few suggestions were drawn and presented to the companies to improve the Intention of Employees to stay.

The current global economic climate, featured by widespread recession, is affecting countries worldwide. The repercussions of this global recession are evident, with numerous companies reducing their workforce to alleviate financial strain. In light of this challenging environment, securing and maintaining employment has become increasingly difficult. Consequently, employees must possess the resilience and capacity to navigate various obstacles to attain job satisfaction and overall well-being. After the global pandemic, many countries faced recession, due to which employees perceive numerous challenges in their jobs, especially IT professionals. Individuals with higher levels of adversity quotient are likely to face obstacles and are more likely to achieve their goals. The purpose of the research is to understand the relationship between psychological well-being (PWB) and adversity quotient (AQ) among IT professionals in Pune, and to gain a better understanding of the concepts. A sample of 157 IT employees was considered for data collection. The primary data was collected through a questionnaire and personal interviews. The PWB and AQ were measured through the structured questionnaire (Ryff et al., 1989; Stoltz, 1999), respectively. Secondary data was collected from various existing sources such as newspapers, articles, and reports. The analysis found a significant relationship between PWB and AQ. This research also determined that AQ is a strong predictor of employees’ psychological well-being. So, the organisation should work on strategies that help employees to increase their adversity quotient.

&lt;b&gt;Research background and purpose&lt;/b&gt;: The dynamic growth of IT, remote work, and the increasing use of AI intensify ethical dilemmas and may differentiate moral judgments across generations. The literature lacks comparisons of five ethical orientations among Polish IT employees, with a distinction between generations X, Y, and Z. The aim of the study was to profile attitudes toward business ethics and examine whether generational affiliation differentiates the intensity of orientations measured by the ATBEQ questionnaire: Machiavellianism, moral objectivism, ethical relativism, social Darwinism, and legalism. &lt;b&gt;Design/methodology/approach:&lt;/b&gt; The ATBEQ questionnaire was applied to measure five ethical orientations. Data were collected through PAPI and CAWI methods between 2022 and 2024 among 175 Polish IT employees. Analyses included descriptive statistics, ANOVA with Scheffé’s test, and the Kruskal–Wallis test with Bonferroni correction. &lt;b&gt;Findings:&lt;/b&gt; The study showed that legalism received the lowest rating, social Darwinism the highest, while Machiavellianism, moral objectivism, and ethical relativism stayed close to neutral. H1 was confirmed – there are differences among the five attitudes, with legalism evaluated distinctly lower. H2 was partially confirmed: generational affiliation differentiates Machiavellianism and moral objectivism (generation Y higher than X), while no differences were found for ethical relativism and social Darwinism, and the picture of legalism remains ambiguous. Overall, the results indicate the absence of a single dominant ethical philosophy and the selective role of generational affiliation. &lt;b&gt;Value added and limitations&lt;/b&gt;: IT employees are not guided by a single ethical philosophy but choose a context-dependent approach. The low acceptance of legalism demonstrates the limited usefulness of law in rapidly changing technology, while the higher acceptance of social Darwinism highlights the importance of competition. This study empirically mapped the five ATBEQ orientations in Polish IT, pointing to the selective role of age in Machiavellianism and moral objectivism. The findings suggest the need to combine law with clear standards, introduce “ethical gates,” and develop intergenerational mentoring. Limitations include the non-representative sample, self-representation in the questionnaire, unequal generational sizes, lack of control for covariates, and the national context. The results provide a starting point for further research on ethics in the technological environment

The present study examined the impact of dark triad [DT] traits on employee health and well-being through two distinct mechanisms: attitude as a moderator and intention as a mediator. A total of 700 IT employees completed validated measures of the DT traits, green attitude and intention, and health and well-being. Structural equation modeling (SEM) using AMOS v.26 software and PROCESS macro for SPSS v.26 for testing hypotheses. Results revealed that green intention significantly influenced the indirect effects of narcissism and psychopathy on employee health and well-being. Higher narcissism predicted stronger pro-environmental intentions, leading to better outcomes, while higher Machiavellianism or psychopathy predicted weaker green intentions, which in turn led to worse outcomes. Green attitude also altered the relationships between DT traits and green intentions, with more positive attitudes enhancing the positive link between narcissism and green intention and weakening the negative link between Machiavellianism or psychopathy and green intentions. Green attitude strengthened the indirect effects of narcissism on employee health and well-being via green intention, while green attitude did not moderate the indirect effects of Machiavellianism or psychopathy on them. These findings suggest that both green attitude and intentions play important roles in how these antagonistic personality traits affect employee health and well-being within organizations. Implications and future directions are discussed in this study.

Green HRM has emerged as a strategic approach for fostering sustainability while enhancing organizational effectiveness. This study investigates the relationship between Green HRM practices and employee engagement among IT professionals in Bangalore. Employing a mixed-method approach, the research involved 284 IT employees and utilized Structural Equation Modeling (SEM) to analyze the data. Results reveal that environmental awareness programs, employee involvement in green initiatives, green training and development, green communication strategies, and green rewards and compensation significantly enhance employee engagement. Practical implications include actionable recommendations for organizations to integrate Green HRM practices to achieve dual goals of sustainability and workforce engagement.

This study investigates the impact of culture shock on employee morale in the Indian IT sector, with particular emphasis on the mediating role of emotional labour. While previous research has examined culture shock in relation to job satisfaction and performance, this paper highlights morale as a broader indicator of employee well-being.A descriptive–analytical design was adopted. Data were collected from 430 early-career IT employees across 57 NASSCOM-listed firms in South India. Validated scales measured organisational climate, self-efficacy, role ambiguity, emotional labour, and employee morale. Confirmatory Factor Analysis (CFA), Structural Equation Modelling (SEM), and bootstrapping techniques were used to test the hypothesised direct and mediating effects.The results confirmed the reliability and validity of the constructs, with the CFA showing a good model fit. SEM revealed that organisational climate, self-efficacy, and role ambiguity significantly impacted morale, with role ambiguity being the strongest predictor. Mediation analysis showed emotional labour partially mediated these effects. All hypotheses were supported, confirming that culture shock influences morale directly and indirectly.

Technostress has become a critical challenge for employees working in demanding environments, especially in the IT sector in Sri Lanka.. This study explores how technostress influences work-family balance among IT professionals in Colombo, focusing on the mediating role of emotional exhaustion and the moderating effect of perceived organizational support (POS). Utilizing a cross-sectional quantitative research design, data was gathered from 358 IT employees via a structured questionnaire and analyzed through SPSS and PROCESS macros. Findings revealed a strong negative correlation between technostress and work-family balance, alongside a positive association with emotional exhaustion. However, emotional exhaustion was not a mediating factor in the technostress-work-family balance relationship, suggesting alternative mechanisms at play. Importantly, high levels of POS mitigated the adverse effects of technostress, underscoring the value of supportive organizational structures for promoting better work-life integration among IT professionals. This study enriches the literature on technostress and employee welfare in Sri Lanka and proposes improvements for HR policies in technology-centric workplaces.