Indian IT Industry Research Articles

Diversity Climate Perceptions and Turnover Intentions

The present research aims to examine the sequential mediating effect of inclusion and job satisfaction in the relationship between diversity climate and employee turnover intentions. Data has been collected from 302 full-time employees working in the Indian IT industry using a self-administered questionnaire. Current research work tests the hypothesized connection using the structural equation modeling (SEM) approach. Further, the proposed indirect effect was determined using the PROCESS program. Study results revealed that employee sense of inclusion and job satisfaction sequentially mediates the relationship between diversity climate and turnover intentions. Taking into consideration the practical implications of the research, the present study stresses the importance of enforcing inclusive HR policies for the establishment of a positive climate for diversity. The present study adds up to the literature database by assessing the fundamental mechanism that clarifies the relationship between diversity climate and turnover intentions.

Flourishing-at-work and turnover intentions: does trust in management moderate the relationship?

PurposeBased on the theoretical underpinnings of the theory of work adjustment and social exchange framework, the authors contend that an employee's trust in management (TIM) will interact with the flourishing-at-work (FAW) to predict turnover intentions (TIs). Specifically, the authors assumed that FAW will have a stronger negative effect on TIs, given the greater degree of TIM.Design/methodology/approachLeveraging a cross-sectional survey design and data gathered from 587 IT professionals working in India, the findings revealed that FAW negatively predicted TIs. More importantly, TIM accentuates or moderates the negative relationship between FAW and TIs.FindingsSpecifically, TIM was found to have a significant moderating effect on the relationship between (1) psychological well-being (PWB) and TIs, (2) social well-being and TIs. Interestingly, a nonsignificant moderating effect was observed on the relationship between emotional well-being (EWB) and TIs.Research limitations/implicationsThe research findings of this study might be context-specific as the IT industry in India generally has high attrition, so obviously, a higher TIs is expected from IT professionals. Therefore, future studies should explore a different industry may be manufacturing and so on, to test the current study's research framework.Practical implicationsThese are highly important contributions to the extant scholarship on FAW, as the study offers new wisdom into how FAW influences TIs under the contingent effect of TIM.Originality/valueThis is the first of its kind study to explore the moderating role of TIM on the link between FAW and employees' TIs.

Is Organizational Socialization Moving Towards Digital Socialization? - A Perspective

In an Organizational context, sharing knowledge builds innovation sparked through socialization. It is a necessity in a VUCA world, supported by the availability of digital technology aids; individual networks to socialize and gain visibility/acceptance in organizations. More so in project-based organizations, the concern for most organizations is to capture the learning of individuals/teams, stay competitive, and codify knowledge in a digital format. Socialization content is thus individually focused but concentrates on what is learned during socialization. Chao et al. (1994) proposed six key learning dimensions that characterize the socialization process. The socialization literature has been criticized for being primarily descriptive; lacking empirical testing; methodologically weak and inadequate; theoretically and conceptually fragmented to the point that it is poorly understood (Feldman, 1976; Fisher, 1986) having the least amount of research (Wanous & Colella, 1989) and socialization for the knowledge society (Karpov, 2016). The pandemic, however, has brought the issue to the center stage of organizations, with both the organizations and the employees across the world experimenting with ideas to continue the socialization efforts through digital means. India and Indian IT organizations is no exception to this fact. This study is an attempt to examine knowledge acquisition and organizational socialization in the Indian IT Industry. Six organizational socialization content areas proposed by Chao et al. (1994) were studied among 393 employees in 6 metro cities, which are IT hubs in India. Employees believed in continuous learning using digital means, were career savvy and profession-oriented. Organizations demonstrated their willingness to encourage and support their socialization, knowledge acquisition, and sharing, thus paving the way for digital socialization. Digital socialization is seen as an emerging phenomenon in organizational socialization. Similarly, the six socialization content areas correlated positively with language followed by organizational goals and values for socialization in the Indian context, thus leading to the concept of digital socialization where new digital content, new digital processes, and tools emerge out of the digital interactions.

Employee retention: a study of employee retention in indian it industry during time of covid

The aim of this paper is to understand the need of employee retention in IT industry in India during the time of covid. Employee retention has ever been termed as complex phenomenon and always intrigued HR managers. IT industry in India is sunrise industry. Post-liberalization, the IT industry in India has recorded significant growth which could not have been possible without efforts of human resources involved in it. The factors which make employees to stay in organization are known as retention factors. An attempt has been made to study the influencing factors like effect of compensation &rewards, Job security, working environment &work life balance, on the employees of IT companies which they feel are more relevant & realistic to stay in the organization. A study of employees working in various general IT companies in Telangana, Andhra Pradesh and Karnataka region has been carried out to measure the influence of retention factors on employees‟ retention.

A knowledge-based view of emerging market firm internationalization: the case of the Indian IT industry

PurposeContemporary frameworks in the resource-based view (RBV) of the firm observe that the proprietary firm-specific assets of multinational companies (MNCs) from developed economies give them competitive advantage in international markets. However, the question “how do emerging market firms (EMFs) achieve accelerated internationalisation in knowledge based industries – despite not possessing proprietary assets and lacking critical elements of innovation eco-systems, institutions and infrastructure” has yet to be addressed. This paper aims to adopt a knowledge-based view (KBV) of the firm, identifying knowledge, both inside and outside of the firm, as a critical element for the internationalization of EMFs.Design/methodology/approachThis research entailed deductive econometric analyses using panel data analysis from 925 firm-year observations, which tested our predictions on capabilities that contribute to the internationalization of EMFs from the IT industry in India.FindingsThe findings of the authors’ panel data analysis reveal that the capacity to internationalize is predicated by knowledge leverage in three principal domains: absorptive capacity, tacit knowledge and knowledge-codification. This study shows internationalization is driven by higher-order capabilities of EMFs that draw on the absorptive capacity of individuals and collectives as a dynamic capability to serve international clients worldwide.Research limitations/implicationsThis study highlights that the process by which EMFs gain competence is different to the Western MNCs insofar as the extent to which EMFs have to stretch their efforts of learning from clients.Practical implicationsFor practitioners, the findings of this research are a useful guide to understand that EMFs need to make strategic investments to understand the idiosyncrasies of a variety of clients’ needs and operating environments to dynamically adapt, document the learning and leverage the tacit knowledge.Social implicationsThis study captures the innate ability of entrepreneurs in emerging economies to unlock their potential in human capital for globalizing operations and targeting new market segments in the industry. This can directly benefit in uplifting the income level of millions in relatively underdeveloped countries and bringing about much-needed equity in the level of income in the society.Originality/valueThe value of this study lies in its novel and contemporary insight on how EMFs leapfrog in a fast-changing technology space. What distinguishes the work from the static framework in literature is that EMFs learning is dynamic, and happens in an interactive mode, alongside clients in close proximity. This study captures the innate ability of entrepreneurs to unlock the potential of human capital in emerging economies for globalizing operations.

Success attributes of business leaders from information technology industry: Evidence from India

Leadership has long been associated with the success or failure of an organization. A good leader has certain defined attributes that contribute to the desirable or undesirable outcomes for an organization. Several studies have been conducted that have identified over 100 different attributes associated with effective leadership. Through this paper, the success attributes of business leaders in the IT industry in India are studied. The study made use of qualitative research approach wherein in-depth interviews were conducted with 24 leaders working in different IT organizations in Mumbai. Using thematic analysis, four segments of attributes i.e., analytical, personal, relational and strategic were identified, which contribute to the functional competencies of the leaders. The top four success attributes of Indian business leaders from the IT industry were integrity, identifying the right talent, job knowledge and social and self-awareness, which catalyzed organizational change as the dominant functional competency of the leaders.

Discovering Gender Bias in Indian IT Industry

The rise of the information technology sector in India has opened the doors of employment for many Indian women. Undoubtedly, these rapid technological developments in this industry have a massive impact on the way the information technology sector performs its work, thus giving rise to many employment issues. Indian women, who were mostly found in traditional jobs, are now actively participating in the information technology sector. Most of the time, this electrically transferable work has forced many millennial women to start their work even before the sun rises, which is invigorating their family life. Even though the official work hours may vary from 8–9 hours, the time taken to reach a work destination can act as a constraint for individuals working in this sector. The immediate consequences of work-life complexities blur the boundaries between work and family life, and this will have a significant impact on the physical and psychological health of these millennial female employees in the long run.

Perceived Career Success and Career Advancement of Women

Ever since there have been a lot of challenges that a woman has to go through to make her career a success. The study focuses on the challenges that women face as a resultant of organizational and family barriers. The current study aims to test whether mentoring, Perceived Organizational Support (POS), and Family Responsibilities (FR) have an impact on Perceived Career Success (PCS) and career advancement of women working in the Indian IT industry. 307 respondents have been analyzed and the reliability and validity of constructs have been checked using Exploratory Factor Analysis (EFA) and Confirmatory Factor Analysis (CFA). For hypotheses testing, path analysis has been employed. Results reveal that mentoring, POS and FR significantly impact PCS and career advancement of women working in the Indian IT industry. The results offer insights for organizations to implement leadership strategies and activities to promote gender equality.

Predicting Credit Ratings using Deep Learning Models – An Analysis of the Indian IT Industry

Due to the complexity of transactions and the availability of Big Data, many banks and financial institutions are reviewing their business models. Various tasks get involved in determining the credit worthiness like working with spreadsheets, manually gathering data from customers and corporations, etc. In this research paper, we aim to automate and analyze the credit ratings of the Information and technology industry in India. Various Deep-Learning models are incorporated to predict the credit rankings from highest to lowest separately for each company to find the best fit model. Factors like Share Capital, Depreciation & Amortisation, Intangible Assets, Operating Margin, inventory valuation, etc., are the parameters that contribute to the credit rating predictions. The data collected for the study spans between the years FY-2015 to FY-2020. As per the research been carried out with efficiencies of different Deep Learning models been tested and compared, MLP gained the highest efficiency for predicting the same. This research contributes to identifying how we can predict the ratings for several IT companies in India based on their Financial risk, Business risk, Industrial risk, and Macroeconomic environment using various neural network models for better accuracy. Also it helps us understand the significance of Artificial Neural Networks in credit rating predictions using unstructured and real time Financial data consisting the influence of COVID-19 in Indian IT industry.

Individual differences and turnover intentions: perspectives from the Indian IT industry

The world's largest IT outsourcing destination, India, is currently experiencing high employee turnover, between 13% and 15% yearly (PTI, 2018; Dasgupta, 2017). Based on the theory of planned behaviour (TPB) (Ajzen, 1991) and Theory of Individual Differences leading to job attitudes (Cooper, 2010a; Judge and Mueller, 2012), the study identifies individual differences that predict turnover. In this study, we utilise turnover intention to predict turnover in Indian IT industry (Tett and Meyer, 1993; Steel and Ovalle, 1984; Jaros, 1997). Following from TPB and the Judge et al. (2012) study, we posit that Job Attitude (Job Satisfaction and perceived Person-Organisation Fit, in this study) lead to turnover intention. The individual differences we utilise are self-esteem, personality and resilience, which impact attitude, which, in turn, influences intention and may result in turnover behaviour (Motowildo et al., 1997; Judge and Bono, 2001).

Individual differences and turnover intentions: perspectives from the Indian IT industry

Individual differences and turnover intentions: perspectives from the Indian IT industry

Modelling the role of social media usage in improving users well-being: a social enhancement model perspective

PurposeEmployees have gradually adopted social media sites and their applications that have been associated with enhanced communication and collaboration at the workplace. However, social technologies have both positive as well as negative consequences. The current study examines the impact of loneliness on employees' psychological well-being (PW); subsequently, the mediating role of social media use intensity (SMI) at the workplace. It also examines the moderating role of gender and management status of employees.Design/methodology/approachThe present study conducted an online and offline survey using a cross-sectional design. Data were collected from 206 working professionals from the IT industry in India. Structural equation modelling was applied to analyse data.FindingsResults revealed that employee loneliness is positively associated with SMI. Employee's SMI was positively associated with enhanced PW. Unexpectedly, employee loneliness is positively and significantly related to PW. However, the moderating roles of gender and management status of employees were not supported.Practical implicationsThe current study can help managers, policymakers and organizations better understand the role of employee social media use in the workplace. Using the insights and understanding offered by the study, social media can be effectively utilized in the workplace. The study recommends that organizations may allow the use of social media at the workplace. Social media resources may also be helpful in improving employee communication and digital literacy.Originality/valueThe current study is a pioneer work and contributes to the literature by examining the relationship between loneliness, SMI and PW. This study has essential theoretical and managerial contributions.

Effect of Career Determinants on Employee Engagement in the Indian IT Sector

For sustainability of the Indian IT industry, there is a need to focus on career determinants that affect employee engagement. This study provides a framework to understand career determinants affecting employee engagement in the Indian IT sector that can lead towards successful and sustainable organisations. The data is accumulated from 272 techies employed in various IT companies across the country. By applying descriptive statistics, correlation, multi-regression, and interaction models, the study is developed. In the study, career determinants such as benefits, promotion satisfaction, career autonomy, and level of responsibility affect employee engagement. Moreover, the relationship is moderated by gender, and it varies between male and female IT employees. Therefore, for sustainability of the IT industry in India, there is a need to focus on career determinants that increase employee engagement.

Change and Leadership: An Indian Perspective

In this article, Prabhu examines the ‘Indian way of leading and managing change’, particularly contextualising it to the Indian IT Industry. In doing so, he brings together the cultural, sociological and philosophical streams of thought embedded in Indian reality. He asserts that: 1. One, need to examine the contextual importance of understanding ‘Indianness’ and the Indian way of dealing with change. 2. Next, to leverage a style of leadership which draws on a deep understanding of the culture and context that drives Indianness. Prabhu draws on data from a quantitative survey he carried out to examine the perceived importance versus practice of various leadership attributes during times of change in organisations as also research from elsewhere. Prabhu looks at perceived gaps in leadership practice, and ways to address these by leveraging what can be defined as Indianness in leadership and management and offers a construct that seeks to integrate. Now more than ever before, it is all the more imminent that we bring focus to how Indian leaders manage and support in times of change.

Demystifying the Role of Emotions in Decision-Making Sciences

Modern studies have asserted the role of emotions on decision-making abilities. The study examines the role of emotional intelligence on decision styles of managers and the mediating role of emotional labor in enhancing decision styles of managers in selected Indian IT firms. The research is an empirical study proposing an affective EI-EL-DM model through a survey of 300 managers of 10 MNCs in the Indian IT industry using stratified sampling technique. The survey instrument includes 83 items with Schutte et al. AES tool, Naring et al. D-QEL tool, and Scott and Bruce GDMS. Middle-level IT managers have been found to frequently, leading to avoidant, spontaneous, or dependent decision-making yielding adverse outcomes. High EI is related to frequent usage of rational and intuitive decisions besides effective use of deep acting. Emotional labour influences all decision-making abilities. HR practices are recommended to improve the decision styles of IT managers through high EI and EL.

Study of Indian IT companies shows value of increasing both learning agility to reduce turnover intentions

Purpose The motivation behind the research was the necessity to innovate. Today’s companies require “learning agile” employees who constantly update their skills. To stay competitive, they have to retain the most capable individuals. For this reason, the authors wanted to investigate the link between LA, LC and TI of employees and they chose the dynamic Indian IT industry where turnover is a major issue for many companies. Design/methodology/approach The authors selected 10 different software firms in India and used Google forms to design a questionnaire. They distributed it through LinkedIn, Messenger and email. From the 258 valid responses, 62.8pc were male and 46.8pc were aged between 20 and 30. Only 18pc of the responses came from employees aged over 40. The respondents were mainly programmers (47pc), but there were also senior software engineers (25.8pc), project managers (14pc) and business analysts (13.2pc). Findings The results showed no direct effect of learning culture on turnover intentions. But the responses indicated a strong impact of learning agility on turnover intentions. Meanwhile, there was a big influence of learning culture on learning agility. Originality/value In conclusion, the authors said the results highlighted how when employees have higher LA, they tend to have stronger involvement in their work, reducing their turnover intentions. The research also showed how learning culture is an important antecedent of learning agility.

From the Editor

This issue continues one of the traditional themes of GBOE with four articles broadly related to human resource management. Sylvia Freitas Mello and Patricia Amelia Tomei begin the issue by looking at the life of expatriates undertaking international assignments. In “The impact of the COVID-19 pandemic on expatriates: A pathway to work-life harmony?” (https://doi.org/10.1002/joe.22088) they examine how the “new status quo” created by COVID-19 has impacted on expatriates' lives. Their qualitative study of 12 expatriates shows how the pandemic influenced expatriates' expectations regarding their work-life interface, and how it offered a pathway to a changing their work-life balance. The study provides recommendations to human resource managers on how to achieve work-life harmony, where work and life are seen as a single domain. Studies show that human resource management can have a positive impact on organizational ambidexterity, but few examine both employee motivation for ambidexterity, and their ability to achieve it, in the nonprofit sector. In “High involvement human resource practices and their impact on organizational ambidexterity: The mediating role of employees' ambidextrous behaviors” (https://doi.org/10.1002/joe.22090) Dina Farouk Al-Agry examines ambidexterity, at both the individual and the firm level, using a sample of 130 healthcare personnel from a leading children's cancer hospital in Egypt. The results show the value of high-involvement human resource practices in achieving ambidexterity through encouraging employees' ambidextrous behavior. Following a similar theme in their article “High commitment human resource management practices and hotel employees' work outcomes in Bangladesh” (https://doi.org/10.1002/joe.22089), Mohammad Rabiul Basher Rubel, Daisy Mui Hung Kee, and Nadia Newaz Rimi look at how high commitment human resource management creates and sustains employee relationships. Viewing high commitment human resource management as a relational process, and based on data from 365 front-line employees in five-star hotels in Bangladesh, they show how high commitment human resource management influences work outcomes. The results show the role that high commitment human resource management plays in ensuring positive work outcomes, and indicates how organizations might benefit from this knowledge. Finally, although the cost of workplace deviance goes beyond simple financial losses, there is little research on the influence of ethical climate types on workplace deviance. In “The impact of perceived ethical climate types on workplace deviance: An empirical investigation of IT professionals in India” (https://doi.org/10.1002/joe.22085), Hiranmayakaparthi Ramadugu and Renu Rastogi look at the impact of perceived ethical climate types on workplace deviance in the Indian IT industry. Based on data from 158 IT professionals, they analyze workplace deviance using four ethical climate types. Their results show that ethical climate types can be leveraged to counteract the threat of deviant behavior in the workplace.

A Research Study on the priorities for Sustainable innovation for the future of the Indian IT Industry and the impact on CSR (global social impact)

The research studies on the priorities for the Government to invest to create an ecosystem for the Indian IT Industry to help innovate and build a value chain to build sustainability in the competitive environment. Since India has emerged to be the most competitive nation with the Information technology sector, it is very important to innovate to build in an era when industrie 4.0 is taking shape post the new normal. The paper studies how the rise of industrial growth could support the role of corporate social responsibility thereby improvising the global social impact.

Systemic- Processual Shared Leadership Model with reference to Team Variables in IT Industry in India

The team characteristics under shared leadership are very important variables determining goal accomplishment by teams . There have been numerous studies on shared leadership and team characteristics . How do the team characteristics vary in content and importance and how do they impact functioning of team and are of relevance to goal achievement ? This paper is devoted to such interesting explorations like processual and systematic understanding of shared leadership in general and it’s team characteristic in particular. In this regard, attempt is made to galvanise intellectual thought towards dynamic , processual and systematic study of variables related to team like team characteristics and shared leadership. The IT teams mostly handle changing , dynamic newer projects demanding readjustment of team variables . The sample included 300 team members for collection of responses with regard to the team characteristics like multidisciplinary contribution, technical complexity , distributed actions , reciprocal dependency , value to member expertise , decision making opportunity, member feedback , consensual working , synchronised plans . Based on correlational and variance analysis , effort has been made to explore if shared leadership can be looked upon as a system model with input , throughput and output sub-systems . The findings of this research study include not only how conglomeration of the team variables into a system with the input-throughput and output subsystem may happen but also the various components comprising these subsystems . Also these components’ findings about the input, throughput , output and feedback sub-systems were verified through discussions with the experts .

Investigation of key success factors for open innovation and firm performance in Indian IT and ITeS industry: A Systematic Literature Review

Information Technology is a growing industry in India. Currently it constitutes around 7.7% of India’s GDP and the contribution is expected to rise by another 2.3% leading to a 10% share by the year 2025. Broadly the Indian IT sector can be categorized into two. They are the IT services and the IT enabled Services (ITeS). The expansion of the Indian economy has also led to the developments within the country to a large extent. The workforce in the sector constitutes more than 4mn. This field has further more wide opportunities of growth in terms of open innovation and the performances of the firms. Our nation lags behind the other countries of the world in both the terms. Being a nation filled with talents, this is an issue of concern and hence need to be addressed. As a result, a SLR has been prepared to understand the factors responsible for the growth of inventions and breakthroughs in IT and ITES along with those reasons responsible for the performance of any firm. Further research can be done with special focus on the corresponding factors which will prove to be a fruitful one for the IT sector and the Indian economy as a whole.