An Analysis on the Relationship Between Composition of R&D Spending and Impact of Government R&D Support on Business R&D in IT Industry

2012 ◽  
Vol 13 (2) ◽  
pp. 185-200
Author(s):  
Seo Hwan-Joo ◽  
Young Soo Lee
Keyword(s):  
It Industry ◽  
The Relationship

High Commitment Work Systems in Chinese Organizations: A Preliminary Measure

2006 ◽  
Vol 2 (3) ◽  
pp. 403-422 ◽  
Author(s):  
Zhixing Xiao ◽  
Ingmar Björkman
Keyword(s):  
Information Technology ◽  
Construct Validity ◽  
Organizational Performance ◽  
Human Resource ◽  
It Industry ◽  
The West ◽  
Work Systems ◽  
Work System ◽  
Definition Of ◽  
The Relationship

The concept of a high commitment work system (HCWS) has mostly been used in the West to study the relationship between a firm's work systems and organizational performance. In this paper, we introduce a preliminary measure of HCWS in China based on the definition of Baron and Kreps (1999). In study 1, we tested the measure by surveying 442 employees in China's information technology (IT) industry. In study 2, we re-tested the same measure from the perspective of human resource (HR) executives in 126 foreign-invested companies. The analyses not only provided some evidence for the construct validity of this preliminary measure of a high commitment work system, but also produced some interesting results that can only be understood with regards to the history and institutional backgrounds of Chinese organizations.

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.

What Emotional Intelligence Does to Organizational Stress

2018 ◽  
pp. 38-56
Author(s):  
Shubhangini Rathore
Keyword(s):  
Emotional Intelligence ◽  
Strong Correlation ◽  
Focal Point ◽  
Role Stress ◽  
Workplace Stress ◽  
Organizational Stress ◽  
It Industry ◽  
Emotional Competencies ◽  
Organizational Role ◽  
The Relationship

The acknowledgement to develop emotional competencies of the workforce is a focal point of concern for human resource practitioners today. This chapter attempts to explore the relationship between organizational role stress and emotional intelligence in the Indian IT industry. Data was collected from a total of 250 employees, both managers and non-managers working in the Delhi NCR region. Emotional intelligence was measured by developing a scale consisting of 27 items. Stress was measured using the organizational role stress questionnaire comprising of 50 items. The results show a strong correlation between role stress and emotional intelligence. It was seen that by altering and increasing the levels of EI among the employees; workplace stress could be effectively reduced. There was also seen to be a and significant impact of emotional intelligence on organizational stress. Regression was applied to see the result of the EI variables on different factors of stress. It was seen that there is a significant impact of variables on organizational stress.

Role of Employee Empowerment and Organizational Trust

2021 ◽  
pp. 145-156
Author(s):  
Vandana Singh
Keyword(s):  
Organizational Trust ◽  
Sampling Technique ◽  
Employee Empowerment ◽  
Organizational Level ◽  
It Industry ◽  
Male And Female ◽  
Ex Post ◽  
Female Employees ◽  
The Difference ◽  
The Relationship

This chapter presents the relationship and impact of employee empowerment on organizational trust. The purpose of this study is to analyze the relationship between employee empowerment and organizational trust in the IT industry. This study examines the difference between the empowerment level and organizational level of male and female employees. The questionnaire employed in this study consisted of empowerment by A. K. Mishra and G. M. Spreitzer and organizational trust variables by P. Mishra. The sample for the study consisted of 475 IT professionals from five IT organizations. Simple random sampling was used as a sampling technique, and this study was an ex-post in nature. Data were analyzed using t-test, correlation, and multiple regression. The result revealed that employee empowerment had a positive and significant impact on organizational trust. There is no significant difference in the empowerment of IT industry employees. It means that both male and female employees were equally empowered in their jobs. Male employees are more trust in their jobs as compared to female employees.

The Role of HR Strategies in Change

2016 ◽  
pp. 206-228
Author(s):  
Ashish Malik
Keyword(s):  
Change Management ◽  
Theory And Practice ◽  
Future Research ◽  
It Industry ◽  
Hrm Practices ◽  
Successful Case ◽  
Research Propositions ◽  
Successful Change ◽  
The Relationship

This chapter reviews the commonly understood tasks of change and the role an organisation's human resource management (HRM) function plays in designing and implementing effective change management. Highlighting the key HRM practices, this chapter outlines the relationship between various HR strategies for managing change. This chapter develops a framework of key HRM practices that underpin the commonly understood tasks of successful change management. Drawing upon examples of successful case studies and the author's research on the dynamic and changing high-technology information technology (IT) industry in India, this chapter provides examples of linking strategy, HRM practices and change, thus developing a framework and identifying implications for theory and practice. The chapter also identifies several future research propositions linking the HRM and change management literatures.

Relationship between Variables in Work Life Balance Study for IT Companies

2013 ◽  
Vol 4 (4) ◽  
pp. 31-45 ◽  
Author(s):  
Kumar Viswanathan ◽  
Jeya Kumaran
Keyword(s):  
Work Force ◽  
Work Life ◽  
Work Life Balance ◽  
It Industry ◽  
Balance Study ◽  
Life Balance ◽  
Social Fabric ◽  
New Instrument ◽  
Information Technology Companies ◽  
The Relationship

The purpose of this paper is to examine the relationship between variables in a work life balance study conducted for Information Technology companies. The first objective was to check if there is a relationship between the independent variables and the dependent variables and if the relationship indeed exists, the next step was to check the extent of relationship. The analysis encompasses different categories of employees in IT industry, sex, position levels, experience level, marital status etc to see if there is any connection and if so to what extent. The variable analysis was performed on the data collected from a work life balance study conducted by the author for IT firms in India. A new instrument was constructed and administered to the IT work force to collect data keeping in mind the unique social fabric due to its diversity and cultural differences that exists in India.

Latinas cross the IT border: Understanding gender as a boundary object between information worlds

First Monday ◽  
2009 ◽  
Author(s):  
Kathleen Burnett ◽  
Manimegalai M Subramaniam ◽  
Amelia Gibson
Keyword(s):  
Senior Management ◽  
Boundary Object ◽  
It Professionals ◽  
It Industry ◽  
Management Positions ◽  
Theory Of Information ◽  
Information Worlds ◽  
The Relationship

How do successful Latina IT professionals construct and reconstruct their conceptions of gender before, during, and after contact with the information world of the IT industry? We conducted semi-structured phone interviews with five Latinas who held senior management positions in IT firms in 2008 to explore their reasons for choosing and persisting in the workforce. Using the theory of information worlds as a framework for analysis of gender as a boundary object, this article reports four trends in the perceptions of these women dealing with the relationship between gender and success in IT.

scholarly journals Self efficacy and Organizational Commitment of IT employees in Coimbatore District

2020 ◽  
pp. 432-436
Keyword(s):  
Self Efficacy ◽  
Pearson Correlation ◽  
Organisational Commitment ◽  
It Industry ◽  
Coimbatore District ◽  
It Employees ◽  
Pearson Correlation Test ◽  
The Difference ◽  
The Relationship ◽  
Structured Questionnaire

The current study is conducted on self-efficacy and organisational commitment of IT Employees in Coimbatore District. The objective of the study is to find the relationship between Self-efficacy and Organisational Commitment of IT Employees. A Sample of 100 employees including males and females, working in IT industry in Coimbatore District were selected. The employees were given the structured questionnaire, designed and tested by Schwarzer, R., & Jerusalem, M. (1995), Pethe et al. (1999), Allen, N. and Meyer, J. (1990). ANOVA test was used to find the difference between the variables and Pearson Correlation test was used to calculate the relationship between the variables. The results revealed that there was no significant association between male and female and self-efficacy and organisational commitment, and there was significant relationship between self-efficacy and organisational commitment and thus the research accepted the alternate hypothesis.

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

2021 ◽  
Vol 12 (4) ◽  
pp. 18-30
Author(s):  
Karlapudi Thriveni Kumari
Keyword(s):  
Employee Engagement ◽  
Descriptive Statistics ◽  
It Industry ◽  
Male And Female ◽  
Interaction Models ◽  
It Employees ◽  
Gender And It ◽  
The Relationship

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.

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