As a result of the changes caused by Industry 4.0 and Industry 5.0, unknown or less prominent challenges will be the focus of the operation of organizations and will essentially transform current human resource management (HRM) and its framework and tools. This research aims to identify Industry 4.0 solutions and expected changes in the field of human resources (HR) and for employees and to outline emerging trends of Industry 4.0 that impact HR based on interviews with surveyed companies and a review of the relevant literature. Structured interviews were conducted in this research. After individually processing the responses of each interviewee, the responses were formulated by considering all interviews. This research points out that in terms of HR, recruitment and training are being most affected by the fourth industrial revolution, and changes in competencies and their development processes have begun. Hopefully, the discovered connections will inspire further research and provide useful information on the fields of Industry 4.0 and HR.
{"title":"Challenges of the Fourth Industrial Revolution in HRM","authors":"B. Pató, Klaudia Kovacs, J. Abonyi","doi":"10.4018/ijhcitp.300308","DOIUrl":"https://doi.org/10.4018/ijhcitp.300308","url":null,"abstract":"As a result of the changes caused by Industry 4.0 and Industry 5.0, unknown or less prominent challenges will be the focus of the operation of organizations and will essentially transform current human resource management (HRM) and its framework and tools. This research aims to identify Industry 4.0 solutions and expected changes in the field of human resources (HR) and for employees and to outline emerging trends of Industry 4.0 that impact HR based on interviews with surveyed companies and a review of the relevant literature. Structured interviews were conducted in this research. After individually processing the responses of each interviewee, the responses were formulated by considering all interviews. This research points out that in terms of HR, recruitment and training are being most affected by the fourth industrial revolution, and changes in competencies and their development processes have begun. Hopefully, the discovered connections will inspire further research and provide useful information on the fields of Industry 4.0 and HR.","PeriodicalId":54025,"journal":{"name":"International Journal of Human Capital and Information Technology Professionals","volume":"13 1","pages":"1-14"},"PeriodicalIF":1.9,"publicationDate":"2022-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"74742811","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
{"title":"Assessing the Effect of Work From Home on the Work-Life Balance of IT Employees","authors":"V. BijuA., M. VijayaKumar, P. Akhil","doi":"10.4018/ijhcitp.303951","DOIUrl":"https://doi.org/10.4018/ijhcitp.303951","url":null,"abstract":"","PeriodicalId":54025,"journal":{"name":"International Journal of Human Capital and Information Technology Professionals","volume":"13 1","pages":"1-14"},"PeriodicalIF":1.9,"publicationDate":"2022-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"70458274","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
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. This study elucidates how employee effect is shaped by the diversity climate, with inclusion as a main contextual element. By embracing this element, the study contributes to the inclusion literature which is empirically under-researched in India’s diverse context. Our findings indicate that employees who have a more favorable view of the diversity climate report lower intention to quit not only directly but also indirectly through inclusion and job satisfaction. Inclusion exemplifies how a diversity climate can be leveraged to enhance employee affective outcomes such as job satisfaction which is further associated with lower turnover intentions. The results were congruent with Brimhall et al., 2014. The trajectory of connections appears to be entirely positive among diversity climate, inclusion, and job satisfaction, concluding that positive employee behavior can be achieved by creating and managing a climate for diversity. Thus, we profess that the study results will help in advancing the research on diversity climate by providing sequential insights for building a positive workplace environment and minimizing employee turnover.
本研究旨在探讨包容性和工作满意度在多样性氛围与员工离职意向关系中的序贯中介作用。数据是从302名在印度IT行业工作的全职员工中收集的，使用的是一份自我管理的问卷。目前的研究工作使用结构方程建模(SEM)方法来验证假设的联系。此外，使用PROCESS程序确定了所提出的间接效应。研究结果表明，员工的包容感和工作满意度在多样性氛围和离职意向之间依次起中介作用。考虑到本研究的实际意义，本研究强调了实施包容性人力资源政策对于建立积极的多样性氛围的重要性。本研究通过评估阐明多样性气候与离职意向之间关系的基本机制来补充文献数据库。本研究以包容性为主要背景因素，阐明了多样性气候如何塑造员工效应。通过包含这一元素，该研究有助于在印度多样化背景下实证研究不足的包容性文献。我们的研究结果表明，对多样性气候持更有利看法的员工不仅直接而且间接地通过包容性和工作满意度报告了更低的辞职意向。包容性体现了如何利用多样性气候来提高员工的情感结果，如工作满意度，这进一步与较低的离职意愿相关。结果与Brimhall et al.， 2014一致。多样性氛围、包容性和工作满意度之间的关系轨迹似乎是完全正相关的，这表明积极的员工行为可以通过创造和管理多样性氛围来实现。因此，我们认为研究结果将有助于推进多样性气候的研究，为建立积极的工作环境和减少员工流动率提供连续的见解。
{"title":"Diversity Climate Perceptions and Turnover Intentions: Evidence From the Indian IT Industry","authors":"Itinpreet Kaur, G. Mishra, Rahela Farooqi","doi":"10.4018/ijhcitp.300309","DOIUrl":"https://doi.org/10.4018/ijhcitp.300309","url":null,"abstract":"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. This study elucidates how employee effect is shaped by the diversity climate, with inclusion as a main contextual element. By embracing this element, the study contributes to the inclusion literature which is empirically under-researched in India’s diverse context. Our findings indicate that employees who have a more favorable view of the diversity climate report lower intention to quit not only directly but also indirectly through inclusion and job satisfaction. Inclusion exemplifies how a diversity climate can be leveraged to enhance employee affective outcomes such as job satisfaction which is further associated with lower turnover intentions. The results were congruent with Brimhall et al., 2014. The trajectory of connections appears to be entirely positive among diversity climate, inclusion, and job satisfaction, concluding that positive employee behavior can be achieved by creating and managing a climate for diversity. Thus, we profess that the study results will help in advancing the research on diversity climate by providing sequential insights for building a positive workplace environment and minimizing employee turnover.","PeriodicalId":54025,"journal":{"name":"International Journal of Human Capital and Information Technology Professionals","volume":"12 1","pages":"1-17"},"PeriodicalIF":1.9,"publicationDate":"2022-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"87982821","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
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.
{"title":"Perceived Career Success and Career Advancement of Women: Challenges in the Indian IT Industry","authors":"J. Chauhan, G. Mishra, Suman Bhakri","doi":"10.4018/ijhcitp.293231","DOIUrl":"https://doi.org/10.4018/ijhcitp.293231","url":null,"abstract":"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.","PeriodicalId":54025,"journal":{"name":"International Journal of Human Capital and Information Technology Professionals","volume":"45 1","pages":"1-21"},"PeriodicalIF":1.9,"publicationDate":"2022-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"84556093","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Stress levels amongst the Indian employees have increased due to a variety of factors and are a matter of great concern for organizations. This study is based on Indian working professionals and real data has been collected by using non-probability convenience sampling. A questionnaire was drafted based on 18 factors affecting the mental health of professionals. This study addresses two dimensions. The first is to identify the important influential features that trigger stress in the lives of working professionals, and the second is to predict the stress levels. Various supervised machine learning algorithms have been experimented with, and of all these algorithms, the support vector machine regressor model showed the best performance. The main contribution of the paper lies in the identification and ranking of 10 important stress triggering features that can guide organizations to develop policies to take care of their employees. The other deliverable is the development of a GUI-based stress prediction software based on machine learning techniques.
{"title":"Prediction of Stress Level on Indian Working Professionals Using Machine Learning","authors":"Kavita Pabreja, Anubhuti Singh, Rishabh Singh, Rishita Agnihotri, Shriam Kaushik, T. Malhotra","doi":"10.4018/ijhcitp.297077","DOIUrl":"https://doi.org/10.4018/ijhcitp.297077","url":null,"abstract":"Stress levels amongst the Indian employees have increased due to a variety of factors and are a matter of great concern for organizations. This study is based on Indian working professionals and real data has been collected by using non-probability convenience sampling. A questionnaire was drafted based on 18 factors affecting the mental health of professionals. This study addresses two dimensions. The first is to identify the important influential features that trigger stress in the lives of working professionals, and the second is to predict the stress levels. Various supervised machine learning algorithms have been experimented with, and of all these algorithms, the support vector machine regressor model showed the best performance. The main contribution of the paper lies in the identification and ranking of 10 important stress triggering features that can guide organizations to develop policies to take care of their employees. The other deliverable is the development of a GUI-based stress prediction software based on machine learning techniques.","PeriodicalId":54025,"journal":{"name":"International Journal of Human Capital and Information Technology Professionals","volume":"28 1","pages":"1-26"},"PeriodicalIF":1.9,"publicationDate":"2022-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"84600471","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
The study examines the relationship between technology adoption factors (performance expectancy, effort expectancy, and social influence) on employee's creativity and work-life balance. The further study examines the mediating role of the symbolic adoption of Human Resource Information System (HRIS) between the above-stated relationships in small to medium-size IT organizations. A sample of 311 information technology professionals working in small-to-medium organizations has been taken for analysis via a questionnaire method. Structural Equation Modeling results show that symbolic adoption partially mediated the relationship between performance expectancy and creativity. Additionally, it established a partial mediates relationship between performance expectancy, effort expectancy, with work-life balance. The study facilitates the HR department and professionals towards employees' symbolic adoption variable that enhances the acceptance of HRIS technology, employees' creativity, and better work-life balance. Further, detailed research implications and limitation has been discussed.
{"title":"HRIS Symbolic Adoption, Its Relationship With Technological Adoption Factors, WLB, and Creativity","authors":"Sonalee Srivastava, Badri Bajaj","doi":"10.4018/ijhcitp.300312","DOIUrl":"https://doi.org/10.4018/ijhcitp.300312","url":null,"abstract":"The study examines the relationship between technology adoption factors (performance expectancy, effort expectancy, and social influence) on employee's creativity and work-life balance. The further study examines the mediating role of the symbolic adoption of Human Resource Information System (HRIS) between the above-stated relationships in small to medium-size IT organizations. A sample of 311 information technology professionals working in small-to-medium organizations has been taken for analysis via a questionnaire method. Structural Equation Modeling results show that symbolic adoption partially mediated the relationship between performance expectancy and creativity. Additionally, it established a partial mediates relationship between performance expectancy, effort expectancy, with work-life balance. The study facilitates the HR department and professionals towards employees' symbolic adoption variable that enhances the acceptance of HRIS technology, employees' creativity, and better work-life balance. Further, detailed research implications and limitation has been discussed.","PeriodicalId":54025,"journal":{"name":"International Journal of Human Capital and Information Technology Professionals","volume":"82 7 1","pages":"1-15"},"PeriodicalIF":1.9,"publicationDate":"2022-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"88063938","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
The Millennial generation constitutes the majority of the present day workforce. As per the birth year and age group they presently belong to, many Millennial are already in managerial roles and many shall occupy key leadership roles in their respective organizations. Leadership being an emotion laden process requires the millennials to be adaptable so that they can motivate their team members or followers, understand their requirements and reduce their stress levels. Emotional Intelligence plays a crucial role in addressing these workplace issues and correlates positively with leadership. The study is focused on Indian Information Technology (IT) and ITES organizations as it is one of the biggest employers and contributes majorly towards the country’s economy. The present study tries to compare the level of emotional intelligence of millennials across gender, management levels, qualifications and years of experiences. Practical implications related to gender diversity and inclusion of women in leadership roles has also been discussed.
{"title":"Emotional Intelligence Amongst Millennials: Male vs. Female Leaders in the IT and ITES Sectors","authors":"Pooja, Nitesh Bhatia, Pranab Kumar","doi":"10.4018/ijhcitp.300316","DOIUrl":"https://doi.org/10.4018/ijhcitp.300316","url":null,"abstract":"The Millennial generation constitutes the majority of the present day workforce. As per the birth year and age group they presently belong to, many Millennial are already in managerial roles and many shall occupy key leadership roles in their respective organizations. Leadership being an emotion laden process requires the millennials to be adaptable so that they can motivate their team members or followers, understand their requirements and reduce their stress levels. Emotional Intelligence plays a crucial role in addressing these workplace issues and correlates positively with leadership. The study is focused on Indian Information Technology (IT) and ITES organizations as it is one of the biggest employers and contributes majorly towards the country’s economy. The present study tries to compare the level of emotional intelligence of millennials across gender, management levels, qualifications and years of experiences. Practical implications related to gender diversity and inclusion of women in leadership roles has also been discussed.","PeriodicalId":54025,"journal":{"name":"International Journal of Human Capital and Information Technology Professionals","volume":"34 1","pages":"1-18"},"PeriodicalIF":1.9,"publicationDate":"2022-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"85414661","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
The investigation of characteristics of access and use of resources in different distributed environments in the network space is aimed at determining optimal levels for the basic parameters of the supported processes. On the other hand, with the development of the possibilities of the digital space and the significant change in the level of informatization of the society, it is necessary to take the necessary measures to ensure secure access to information resources and in particular to the profiles of personal data. In this respect, the purpose of the article is to propose an organization of heterogeneous environment with resources stored in different places (own memories and cloud data centres). A general architecture and functionality of the main sub-systems are presented. Deterministic model investigation by using Petri Net apparatus based on preliminary formalization is provided to analyse the effectiveness of the processes for regulated and secure access to resources.
{"title":"Deterministic Model Investigation of Processes in a Heterogeneous E-Learning Environment","authors":"R. Romansky, I. Noninska","doi":"10.4018/ijhcitp.293228","DOIUrl":"https://doi.org/10.4018/ijhcitp.293228","url":null,"abstract":"The investigation of characteristics of access and use of resources in different distributed environments in the network space is aimed at determining optimal levels for the basic parameters of the supported processes. On the other hand, with the development of the possibilities of the digital space and the significant change in the level of informatization of the society, it is necessary to take the necessary measures to ensure secure access to information resources and in particular to the profiles of personal data. In this respect, the purpose of the article is to propose an organization of heterogeneous environment with resources stored in different places (own memories and cloud data centres). A general architecture and functionality of the main sub-systems are presented. Deterministic model investigation by using Petri Net apparatus based on preliminary formalization is provided to analyse the effectiveness of the processes for regulated and secure access to resources.","PeriodicalId":54025,"journal":{"name":"International Journal of Human Capital and Information Technology Professionals","volume":"43 1","pages":"1-16"},"PeriodicalIF":1.9,"publicationDate":"2022-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"88063195","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Employee relation has emerged as a major point of concern for human resource practitioners. This paper investigated all the possible variables affecting employee relations in the organization through an extensive literature review. A review framework was adopted to fulfill the research objectives of the proposed study. The implications of mediating and moderating variables will be helpful for the manager in building the values and culture by developing the relation of employer-employer. Previous studies have found occasional constructs on the employee relation for a sustainable organization. These study insights on the important variables help in building a strong relationship with employee and employer for sustainable growth. This study focuses on the variables of employee relation which gives strength to employee-employer relations in line with sustainability.
{"title":"A Sustainable Model for Effective Employee Relations in Contemporary Organizations","authors":"Priyanka Panday, Gagandeep Kaur","doi":"10.4018/ijhcitp.300320","DOIUrl":"https://doi.org/10.4018/ijhcitp.300320","url":null,"abstract":"Employee relation has emerged as a major point of concern for human resource practitioners. This paper investigated all the possible variables affecting employee relations in the organization through an extensive literature review. A review framework was adopted to fulfill the research objectives of the proposed study. The implications of mediating and moderating variables will be helpful for the manager in building the values and culture by developing the relation of employer-employer. Previous studies have found occasional constructs on the employee relation for a sustainable organization. These study insights on the important variables help in building a strong relationship with employee and employer for sustainable growth. This study focuses on the variables of employee relation which gives strength to employee-employer relations in line with sustainability.","PeriodicalId":54025,"journal":{"name":"International Journal of Human Capital and Information Technology Professionals","volume":"104 1","pages":"1-17"},"PeriodicalIF":1.9,"publicationDate":"2022-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"87716081","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
The purpose of this study is to identify the human resource and the contextual factors that catalyze employee attrition in an ITES organization. A triangulation approach used to understand the reasons for employee attrition including: conducting structured interviews with the employees upon the intimation of their intention to leave the organization as well as a follow up semi-structured interview six months post their official resignation. The study was analyzed using the word cloud qualitative data analysis technique, radar chart, correlation, paired sample t-test, chi-square, and ANOVA. This exploration affirms that human resource factors impact attrition while contextual factor generation influences the human resource factors. The study also indicates that employees feel comfortable to reveal their actual reason for leaving the organization only after a certain period post resignation. Managers should prioritize maintaining relationships with employees; ensure to provide employees with enriching job content and learning opportunities for career growth.
{"title":"Cause of Attrition in an Information Technology-Enabled Services Company: A Triangulation Approach","authors":"Saswata Barpanda, S. Athira","doi":"10.4018/ijhcitp.296691","DOIUrl":"https://doi.org/10.4018/ijhcitp.296691","url":null,"abstract":"The purpose of this study is to identify the human resource and the contextual factors that catalyze employee attrition in an ITES organization. A triangulation approach used to understand the reasons for employee attrition including: conducting structured interviews with the employees upon the intimation of their intention to leave the organization as well as a follow up semi-structured interview six months post their official resignation. The study was analyzed using the word cloud qualitative data analysis technique, radar chart, correlation, paired sample t-test, chi-square, and ANOVA. This exploration affirms that human resource factors impact attrition while contextual factor generation influences the human resource factors. The study also indicates that employees feel comfortable to reveal their actual reason for leaving the organization only after a certain period post resignation. Managers should prioritize maintaining relationships with employees; ensure to provide employees with enriching job content and learning opportunities for career growth.","PeriodicalId":54025,"journal":{"name":"International Journal of Human Capital and Information Technology Professionals","volume":"16 1","pages":"1-22"},"PeriodicalIF":1.9,"publicationDate":"2022-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"75204840","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
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