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

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 Contingent Approach to Facilitating Conflict Resolution in Software Development Outsourcing Projects

With the wide spread of IT outsourcing, internal IT personnel have been required to change their roles from system development to organizational change agents such as securing software development outsourcing (SDO) success. Conflict resolution is critical to secure the SDO success, but the understanding of how IT personnel facilitate conflict resolution as change agents is limited. The purpose of this study is to understand the negative impact of conflicts on SDO outcomes and to investigate the moderating effect of IT personnel's conflict resolution facilitation (process facilitation, content facilitation) between conflicts and two SDO outcome dimensions (project efficiency and system effectiveness). In order to test the model, data was collected through a cross-sectional field survey using questionnaires, and a total of 144 SDO projects were used in the final analysis. Research results show that conflicts have a negative impact on both of the SDO outcome dimensions, and the effect of conflict resolution facilitation by IT personnel is contingent on the dimensions of SDO outcomes.

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

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.

Pembangunan Aplikasi Permintaan Cuti Berbasis Web Menggunakan Framework Hibernate dan Spring MVC

PT XYZ is a subsidiary of one of the largest IT companies in Indonesia which is engaged in Information and Communication Technology (ICT). The company's business unit consists of many aspects, for example in the IT distribution business, providing retail for ICT products, outsourcing IT personnel, designing, installing and maintaining all things related to information technology. In order to run all of its businesses, this XYZ company requires a lot of high quality and high quality human resources, but with the outbreak of the Covid19 pandemic, the work process for PT. XYZ is disturbed because it is done in their respective homes. This results in difficulties for employees in processing administrative matters with the office. One of them is in the matter of taking care of leave permits because the previous leave licensing process was still done manually. The management decided to build an application that can be used by all employees in all subsidiaries. Therefore, the aim of this research is to make an application that can support the administrative needs of employees in the field of leave licensing called "LeaveRequest". This application is designed using the Java programming language with the Spring Boot framework and using the Waterfall software development method. This study found the results that the majority of respondents strongly agree with the design and usability of this application, so it can be concluded that the LeaveRequest application has succeeded in fulfilling the needs in serving the utility of PT. XYZ in work from home condition.

THE CHALLENGES OF HOSPITAL INFORMATION SYSTEM IMPLEMENTATION: A CASE STUDY OF A PUBLIC HOSPITAL IN INDONESIA

The Indonesian government has mandated using the Hospital Information System (HIS) since 2013. Until now, not all hospitals in Indonesia have implemented HIS, however. Some barriers have prevented them from applying HIS. This study explores the opportunities and barriers regarding implementing the Hospital Information System (HIS) in Indonesia through a public hospital case study. This study applied a qualitative approach. The approach used interviews to gather data using a pre-tested interview guideline. The guideline used several constructs to structure the questions, i.e., predisposing, enabling, reinforcing, barrier, and projected behavior. Participants were different types of HIS users in the studied hospital, i.e., physician, nurse, pharmacist, administrators, laboratory personnel, and Information Technology (IT) personnel. Data were transcribed verbatim and analyzed thematically. The interviews involved twenty-one participants. Nine themes describe HIS implementation challenges in this case study, i.e., familiarity, flexibility, empowerment, discipline, facilities, data sharing, quality assurance, pragmatism, and capacity building. Pragmatism could be a barrier, while the other values would be opportunities. These challenges are promising in guiding HIS implementation success. The values found in this study convince that HIS implementation in Indonesia is promising. Those challenges are required to be taken into account to implement HIS successfully.

A Contingent Approach to Facilitating Conflict Resolution in Software Development Outsourcing Projects

With the wide spread of IT outsourcing, internal IT personnel have been required to change their roles from system development to organizational change agents such as securing software development outsourcing (SDO) success. Conflict resolution is critical to secure the SDO success, but the understanding of how IT personnel facilitate conflict resolution as change agents is limited. The purpose of this study is to understand the negative impact of conflicts on SDO outcomes and to investigate the moderating effect of IT personnel's conflict resolution facilitation (process facilitation, content facilitation) between conflicts and two SDO outcome dimensions (project efficiency and system effectiveness). In order to test the model, data was collected through a cross-sectional field survey using questionnaires, and a total of 144 SDO projects were used in the final analysis. Research results show that conflicts have a negative impact on both of the SDO outcome dimensions, and the effect of conflict resolution facilitation by IT personnel is contingent on the dimensions of SDO outcomes.

Readiness, Roles, and Responsibilities of Stakeholders for Sustainable Mobile Learning Adoption in Higher Education

The extant literature on mobile learning in higher education has mainly focused on students and academics. This study conducted in a Nigerian university considered a wider group of stakeholders (students, academics, IT personnel, and administrative leaders) in its investigation of stakeholders’ awareness, willingness, and readiness for mobile learning adoption, using a mixed methods approach. The findings revealed that while the awareness of mobile learning amongst students was low, they were keen on adoption. Academics were more tentative, for while they were willing, it was clear that a shift in their teaching philosophy and pedagogy would be required for mobile learning to work effectively. For those in IT and administrative leadership roles, their perceptions were more resource-focused. While this study only considered the views of internal stakeholders, it also uncovered the need for the involvement of external stakeholders. Building on these findings, a strategy table which outlines the roles and responsibilities of each stakeholder group was created. The table provides a blueprint which otherwise has been missing, to guide sustainable mobile learning adoption and implementation not only in higher education in developing countries, but which may have more global appeal.