Managing IT Personnel and Projects

2003 ◽  
pp. 159-178 ◽  
Author(s):  
Pete Kitch ◽  
William A. Yasnoff
Keyword(s):  
It Personnel

scholarly journals Identifikasi Dampak Penggunaan Sistem Informasi Rumah Sakit (SIRS) Terhadap Pelayanan Kesehatan Menggunakan Hot-Fit Model 2006

2020 ◽  
Vol 4 (1) ◽  
pp. 216
Author(s):  
Frendy Rocky Rumambi ◽  
Salahudin Robo ◽  
Citra Amalia
Keyword(s):  
Information System ◽  
Health Services ◽  
Positive Impact ◽  
Employee Performance ◽  
Net Benefit ◽  
The North ◽  
North Sulawesi ◽  
Management Processes ◽  
The Impact ◽  
It Personnel

Hospital Information System (SIRS) is an integrated information system that aims to handle all hospital management processes, ranging from diagnostic services, medical data measures, medical records, pharmaceuticals, pharmaceutical warehouses, billing, personnel databases, payroll, and accounting to the control management. Based on Indonesian Constitution No. 44 Article 52 year 2009, paragraph 1 states that "Indonesian hospitals are required to record and report all activities that occur within a hospital". On the Indonesia ministry regulation, PERMENKES No. 1171 year of 2011, Article 1 paragraph 1 states that "Each hospital is required to apply SIRS". Therefore Dr. Samratulangi Tondano District Hospital of Minahasa Regency in the North Sulawesi uses SIRS to improve employee performance in providing health services to the community. The paper discussed how to identify the impact of the use of Hospital Information Systems (SIRS) on health services. The purpose of this study is to look at the impact of the use of the SIRS system based on four indicators contained in the 2006 Human Organizational Technology (HOT-Fit) method in addition to the DeLone and McLean Success 2003 methods. By taking 150 respondents of SIRS users randomly, data were collected and analyzed using SPSS and AMOS software.The four hypotheses derived from three components namely "Technology", "Human" and "Organization" have a positive impact and provide a net benefit to the use of the system. In short, the majority of users SIRS only focuses on functions for registration and administration rather than clinical functions. The availability of IT units and IT personnel influences the use of SIRS as well.

A Fuzzy AHP–TOPSIS-Based Group Decision-Making Approach to IT Personnel Selection

2018 ◽  
Vol 20 (5) ◽  
pp. 1576-1591 ◽  
Author(s):  
Funda Samanlioglu ◽  
Yunus Emre Taskaya ◽  
Utku Can Gulen ◽  
Ogulcan Cokcan
Keyword(s):  
Decision Making ◽  
Group Decision Making ◽  
Personnel Selection ◽  
Group Decision ◽  
Fuzzy Ahp ◽  
It Personnel

Fostering change-oriented OCBS: an analysis of India’s IT talent

2022 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Aakanksha Kataria ◽  
Kumari Rashmi ◽  
Mansi Rastogi
Keyword(s):  
Social Exchange ◽  
Organizational Citizenship ◽  
Work Engagement ◽  
Social Exchange Theory ◽  
Psychological Climate ◽  
Content Type ◽  
Analysis Technique ◽  
The Social ◽  
It Personnel ◽  
The Relationship

Purpose This study aims to investigate how workplace resourcefulness (positive psychological climate), as well as personal resources (psychological capital [PsyCap]), influence work engagement to promote change-oriented organizational citizenship behaviors (Ch-OCBs) among Indian information technology (IT) personnel. Design/methodology/approach The social exchange theory and job demands-resources model are used to provide rationale for proposing a comprehensive mechanism including antecedents, moderators as well as mediators enabling Ch-OCBs among IT personnel. Structured questionnaires were administered targeting IT professionals and their supervisors to test the proposed relationships. The obtained data from 30 supervisors and 240 subordinates were tested using confirmatory factor analysis, SEM and moderated path analysis technique. Findings Psychological climate, PsyCap and work engagement positively relate to Ch-OCBs; PsyCap moderated the relationship between psychological climate and work engagement. Specifically, the relationship between psychological climate and work engagement has come out stronger for employees with high PsyCap. Work engagement fully mediated the relationship between psychological climate and Ch-OCBs. Practical implications The findings can be critical in promoting voluntary change-focused behaviors among Indian IT personnel, for Indian and foreign (non-Indian) multi-national corporations that are interested in reaping profits by availing change-driven extra-role services of their efficient and the most preferred Indian IT employees of the world. Originality/value This study addresses to the call for more research on change-focused promotive part of OCB and advances the literature by providing evidence on the proposed set of associations from fast-pacing Indian economy.

A meta-analysis of the variables related to turnover intention among IT personnel

Kybernetes ◽  
2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Ahmet Hakan Özkan
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Effect Size ◽  
Turnover Intention ◽  
Meta Analysis ◽  
It Industry ◽  
Data Set ◽  
Content Type ◽  
It Personnel ◽  
The Relationship

PurposeThis study aims to investigate the relationships between job satisfaction, organizational commitment and turnover intention of information technology (IT) personnel.Design/methodology/approach3,844 studies which are published between 1998 and 2019 are screened on ScienceDirect, Scopus and ProQuest databases. 10,523 subjects formed the first data set regarding the relationship between job satisfaction and turnover intention, 7,903 subjects formed the second data set regarding the relationship between organizational commitment and turnover intention, 843 subjects formed the third data set regarding the relationship between empowerment and turnover intention, and 3,430 subjects formed the fourth data set regarding the relationship between job satisfaction and organizational commitment.FindingsResults showed that the effect size of the relationship between job satisfaction and organizational commitment is the strongest (r = 0.59). The effect size of the relationship between job satisfaction and turnover intention (r = −0.50), and the effect size of the relationship between organizational commitment and turnover intention r = −0.51) were also large. But the effect size of the relationship between empowerment and turnover intention was medium (r = −0.34).Originality/valueThis study is rare, and it can be used by the managers working in the IT industry.

Reasons for Women to Leave the IT Workforce

2011 ◽  
pp. 1068-1074 ◽  
Author(s):  
Peter Hoonakker ◽  
Pascale Carayon ◽  
Jen Schoepke
Keyword(s):  
Gender Differences ◽  
Labor Force ◽  
Turnover Rate ◽  
Meta Analysis ◽  
Turnover Rates ◽  
It Workforce ◽  
Individual Variables ◽  
The 1960S ◽  
It Personnel ◽  
Annual Turnover

Turnover has been a major issue among information technology (IT) personnel since the very early days of computing as well as nowadays (Moore, 2000; Niederman & Summer, 2003). IT personnel have a strong tendency to frequently switch employers. Annual turnover in the information systems (IS) field ranged between 15% and 20% during the 1960s and the early 1970s. In the late 1970s, the turnover was as high as 28% annually and around 20% in the early 1980s. By the 1990s, the turnover rate reached 25 to 33% annually (Jiang & Klein, 2002). Many large American companies had a 25 to 33% turnover rate among their IS personnel in the late 1990s (Hayes, 1998). Although women represent an increasingly important segment of the labor force, their turnover rate can exceed 2½ times the turnover rate of men (Chusmir, 1982; Cotton & Tuttle, 1986; Davis & Kuhn, 2003; Giacobbe Miller & Wheeler, 1992; Schwarz, 1989). A meta-analysis by Cotton & Tuttle (1986) of 120 datasets showed strong evidence for gender differences in turnover: women are more likely to leave their job than men. Gender differences in turnover are less consistent among nonmanagerial and nonprofessional employees, and are stronger among professional (Cotton & Tuttle, 1986). However, recent evidence suggests that educated women start resembling men with regard to turnover rate and pattern (Griffeth, Hom, & Gaertner, 2000; Royalty, 1998). Educated women are more likely to leave to take on another job, while less educated women are more likely to abandon the labor force (Royalty, 1998). Furthermore, part of the higher turnover rates for women can be explained by individual variables that turnover studies conducted by economists and focused on industry do not consider, such as age, tenure, marital status, occupation and salary (Giacobbe Miller & Wheeler, 1992). In this chapter, we look at gender differences in reasons why IT personnel want to leave their job, and in their intentions once they have left their job.

HRIS Project Teams Skills and Knowledge

2009 ◽  
pp. 135-152
Author(s):  
Hazel Williams ◽  
Carole Tansley ◽  
Carley Foster
Keyword(s):  
Human Capital ◽  
Information Systems ◽  
Frame Of Reference ◽  
Project Teams ◽  
Team Members ◽  
Knowledge And Skills ◽  
Hybrid Knowledge ◽  
It Personnel ◽  
Global Project ◽  
National Organisation

Global, enterprise-wide, information systems (GEIS) projects are often delayed with budget over-runs often due to a lack of understanding of the key roles required on the project. The “hybrid” knowledge and skills requirement of functional GEIS teams, typically composed of both IT personnel and representatives from the departments where the system is going to be used, are generally not acknowledged and understood. This chapter presents the findings of a study conducted with project teams working in a multi-national organisation implementing and maintaining the HR “pillar” of an SAP GEIS located in four countries. The main purpose of that study was the identification of HRIS skills and knowledge in the key roles on the global project and make suggestions for development of project team members. Using a human capital frame of reference, we provide a guiding framework which can be used as a sensemaking tool by those responsible for managing people working in hybrid roles on such projects.

Managing IT Employee Retention

2011 ◽  
pp. 221-238 ◽  
Author(s):  
Deborah J. Armstrong ◽  
Margaret F. Reid ◽  
Myria W. Allen ◽  
Cynthia K. Riemenschneider
Keyword(s):  
State Government ◽  
Turnover Intention ◽  
Employee Retention ◽  
Affective Commitment ◽  
Voluntary Turnover ◽  
It Professionals ◽  
Public Agencies ◽  
Governmental Agencies ◽  
Workplace Factors ◽  
It Personnel

IT employees are critical to the successful functioning of contemporary governmental agencies. Researchers and practitioners have long sought to identify workplace factors that influence employee retention. In this chapter we review the existing literature on factors that may reduce the voluntary turnover of public-sector IT professionals. Examples are presented that illustrate what states have been doing to improve their ability to retain their technology workforces. We conclude with an in-depth review of two studies addressing workplace factors that may influence state government IT personnel retention. The first is a study from a single state, designed to test factors potentially influencing affective commitment (a precursor of turnover intention) for state IT workforces. The second is a study from two states, designed to examine factors potentially influencing retention of state IT workforces. The message for decision makers is clear: When it comes to the retention of IT personnel, workplace and job characteristics matter. The insights from this chapter should aid public agencies in their ongoing efforts to retain quality IT professionals.

The Impact of IT Personnel Skills on IS Infrastructure and Competitive IS

2011 ◽  
pp. 63-91
Author(s):  
Terry A. Byrd ◽  
Bruce R. Lewis ◽  
Douglas E. Turner
Keyword(s):  
Competitive Advantage ◽  
Canonical Correlation ◽  
Statistical Technique ◽  
Knowledge And Skills ◽  
Managerial Skills ◽  
Strategic Value ◽  
Value Of It ◽  
The Impact ◽  
It Personnel ◽  
The Relationship

The knowledge and skills of information technology (IT) personnel have become of critical importance as the strategic value of IT in modern organizations has become apparent. In addition to technical skills traditionally expected of IT personnel, organizational, functional, and managerial skills have been increasingly cited as mandatory for these employees. This paper used a well-accepted typology of IT personnel knowledge and skills, and investigated its relationship to desirable technological traits in organizations and to technological variables that have been closely aligned to competitive advantage in organizations. This exploratory examination used the statistical technique of canonical correlation analysis to investigate the relationship between IT personnel knowledge and skills and the flexibility of information systems (IS) infrastructure. Additionally, the same technique was used to test the relationship between the knowledge and skills of these personnel and measures of IT contribution to competitive advantage. In both cases, the relationships were significant and positive. Implications of these findings and a call for further research into the strategic value of IT personnel knowledge and skills are discussed.

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