Pub Date : 2021-01-01DOI: 10.4018/IJHCITP.2021070103
T. Kumari, R. Vangapandu
Work-family conflict is one of the major problems that influence career development of knowledge workers in the information technology (IT) sector. The purpose of the paper is to examine the relation between work-family conflict and career development with the moderating effect of age. The data was collected from 278 knowledge workers (IT professionals) employed in different IT companies across India. The data is analysed with descriptive statistics, correlation, and hierarchical regression through statistical package for the social sciences (SPSS) 21.0 software, AMOS for structural equation modelling (SEM) analysis, and interaction software for analyzing interaction item age. The results of the study revealed that there is a negative relation between work-family conflict and career development. In addition, the findings also supported that age moderates the relation between work-family conflict and career development. This study is important to IT companies, which will provide useful insights in managing the employees' well-being.
{"title":"Impact of Work-Family Conflict on Career Development of Knowledge Workers in Indian IT Sector: Examining Moderating Effect of Age","authors":"T. Kumari, R. Vangapandu","doi":"10.4018/IJHCITP.2021070103","DOIUrl":"https://doi.org/10.4018/IJHCITP.2021070103","url":null,"abstract":"Work-family conflict is one of the major problems that influence career development of knowledge workers in the information technology (IT) sector. The purpose of the paper is to examine the relation between work-family conflict and career development with the moderating effect of age. The data was collected from 278 knowledge workers (IT professionals) employed in different IT companies across India. The data is analysed with descriptive statistics, correlation, and hierarchical regression through statistical package for the social sciences (SPSS) 21.0 software, AMOS for structural equation modelling (SEM) analysis, and interaction software for analyzing interaction item age. The results of the study revealed that there is a negative relation between work-family conflict and career development. In addition, the findings also supported that age moderates the relation between work-family conflict and career development. This study is important to IT companies, which will provide useful insights in managing the employees' well-being.","PeriodicalId":54025,"journal":{"name":"International Journal of Human Capital and Information Technology Professionals","volume":"57 1","pages":"37-53"},"PeriodicalIF":1.9,"publicationDate":"2021-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"74194670","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}
Pub Date : 2021-01-01DOI: 10.4018/IJHCITP.2021070105
S. Rawat, Rubeena Sultana
Accidents are likely to happen at workplaces which requires employees to rush to the hospitals for emergency treatment. Due to increase in population, treating various medical cases has led to longer waiting times at emergency treatment units (ETUs). The reasons being the ambulance divergence, less staff, and reduced management. An approach to decrease overcrowding at ETU can be the application of modern techniques. Machine learning (ML) is the one which is used to find patients with high illness, therefore developing models that can avoid jams at ETU. In this paper, a new ML technique, light GBM (LGBM), is implemented to increase the predictions rate based on data gathered from hospitals of Northern Ireland. In addition, the proposed model is compared to other ML models such as decision tree and gradient boosted machines (GBM). Test results indicate that LGBM is more efficient with an accuracy of 86.07%. Also, the time taken to produce future predictions by LGBM was 12 milliseconds, whereas decision tree and GBM took 16 milliseconds and 20 milliseconds, respectively.
{"title":"Advance Resource Planning in Hospital Emergency Departments Using Machine Learning Techniques","authors":"S. Rawat, Rubeena Sultana","doi":"10.4018/IJHCITP.2021070105","DOIUrl":"https://doi.org/10.4018/IJHCITP.2021070105","url":null,"abstract":"Accidents are likely to happen at workplaces which requires employees to rush to the hospitals for emergency treatment. Due to increase in population, treating various medical cases has led to longer waiting times at emergency treatment units (ETUs). The reasons being the ambulance divergence, less staff, and reduced management. An approach to decrease overcrowding at ETU can be the application of modern techniques. Machine learning (ML) is the one which is used to find patients with high illness, therefore developing models that can avoid jams at ETU. In this paper, a new ML technique, light GBM (LGBM), is implemented to increase the predictions rate based on data gathered from hospitals of Northern Ireland. In addition, the proposed model is compared to other ML models such as decision tree and gradient boosted machines (GBM). Test results indicate that LGBM is more efficient with an accuracy of 86.07%. Also, the time taken to produce future predictions by LGBM was 12 milliseconds, whereas decision tree and GBM took 16 milliseconds and 20 milliseconds, respectively.","PeriodicalId":54025,"journal":{"name":"International Journal of Human Capital and Information Technology Professionals","volume":"30 1","pages":"74-86"},"PeriodicalIF":1.9,"publicationDate":"2021-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"91003829","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}
Pub Date : 2021-01-01DOI: 10.4018/ijhcitp.2021010102
V. Mkrttchian, S. Chernyshenko
The article is devoted to modern digital technologies of management. A new approach to construct digital avatars has been proposed. It combines knowledge-based self-learning mechanisms and switching decision-making properties, based on using differential equations with special structure. As a main field of methodology's application, the field of human capital management has been considered. It is shown that the approach can essentially increase efficiency of HR activity. Some problems of using the method have been mentioned also. The article has mainly theoretical character, although practical aspects of the problem has been discussed.
{"title":"Digital Intelligent Design of Avatar-Based Control With Application to Human Capital Management","authors":"V. Mkrttchian, S. Chernyshenko","doi":"10.4018/ijhcitp.2021010102","DOIUrl":"https://doi.org/10.4018/ijhcitp.2021010102","url":null,"abstract":"The article is devoted to modern digital technologies of management. A new approach to construct digital avatars has been proposed. It combines knowledge-based self-learning mechanisms and switching decision-making properties, based on using differential equations with special structure. As a main field of methodology's application, the field of human capital management has been considered. It is shown that the approach can essentially increase efficiency of HR activity. Some problems of using the method have been mentioned also. The article has mainly theoretical character, although practical aspects of the problem has been discussed.","PeriodicalId":54025,"journal":{"name":"International Journal of Human Capital and Information Technology Professionals","volume":"116 1","pages":"19-32"},"PeriodicalIF":1.9,"publicationDate":"2021-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"79250687","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}
Pub Date : 2020-10-01DOI: 10.4018/ijhcitp.2020100102
Filipe Baumeister, M. Barbosa, R. R. Gomes
This study characterized required skills and competences for data specialist roles by analysing job advertisements for data scientists and other related professionals. It was performed using a content analysis technique named centring resonance analysis (CRA). With the support of this technique, demanded skills were grouped into categories that allow a better understanding of each role as well as differences and similarities among roles were observed and analysed. This study also summarized our findings in an orientation framework to classify six data specialists' roles according to business and technical skills as well as to experience and educational demands. Professional experience seems, in general, to be more valued than academic background. This work sheds light on better differentiating job roles related to data science, which could guide companies that recruit such specialists by better defining job requirements. For universities, these findings support the development of new analytics and data science programs.
{"title":"What Is Required to Be a Data Scientist?: Analyzing Job Descriptions With Centering Resonance Analysis","authors":"Filipe Baumeister, M. Barbosa, R. R. Gomes","doi":"10.4018/ijhcitp.2020100102","DOIUrl":"https://doi.org/10.4018/ijhcitp.2020100102","url":null,"abstract":"This study characterized required skills and competences for data specialist roles by analysing job advertisements for data scientists and other related professionals. It was performed using a content analysis technique named centring resonance analysis (CRA). With the support of this technique, demanded skills were grouped into categories that allow a better understanding of each role as well as differences and similarities among roles were observed and analysed. This study also summarized our findings in an orientation framework to classify six data specialists' roles according to business and technical skills as well as to experience and educational demands. Professional experience seems, in general, to be more valued than academic background. This work sheds light on better differentiating job roles related to data science, which could guide companies that recruit such specialists by better defining job requirements. For universities, these findings support the development of new analytics and data science programs.","PeriodicalId":54025,"journal":{"name":"International Journal of Human Capital and Information Technology Professionals","volume":"16 1","pages":"21-40"},"PeriodicalIF":1.9,"publicationDate":"2020-10-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"81891048","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}
Pub Date : 2020-10-01DOI: 10.4018/ijhcitp.2020100101
V. Sinha, S. Bhatt
Organizations function as social systems where human resources are the most vital factors for performance and success. They have realized the need for a motivated and diverse set of employees to achieve milestones at an accelerated pace. At the same time, women in the male-dominated information technology industry are perceived to face unique challenges and use distinct coping strategies affecting their motivation and retention. Both primary and secondary data was collected for the research work. Secondary data was collected from journals, newspapers, magazines on the subject and the internet sources. Primary data was collected from the IT professionals of both genders. The primary instrument for data collection was a survey through structured questionnaire (see Appendix). The method used in the study was random sampling. Collected data was processed, analyzed, and interpreted to draw the valid inferences. Gender perspectives on motivating factors, changes in HR policies for IT professionals, strategy and tactics are suggested to address the situation.
{"title":"Job Satisfaction and Motivation Study of Distinct Gender Perspective in IT Sector","authors":"V. Sinha, S. Bhatt","doi":"10.4018/ijhcitp.2020100101","DOIUrl":"https://doi.org/10.4018/ijhcitp.2020100101","url":null,"abstract":"Organizations function as social systems where human resources are the most vital factors for performance and success. They have realized the need for a motivated and diverse set of employees to achieve milestones at an accelerated pace. At the same time, women in the male-dominated information technology industry are perceived to face unique challenges and use distinct coping strategies affecting their motivation and retention. Both primary and secondary data was collected for the research work. Secondary data was collected from journals, newspapers, magazines on the subject and the internet sources. Primary data was collected from the IT professionals of both genders. The primary instrument for data collection was a survey through structured questionnaire (see Appendix). The method used in the study was random sampling. Collected data was processed, analyzed, and interpreted to draw the valid inferences. Gender perspectives on motivating factors, changes in HR policies for IT professionals, strategy and tactics are suggested to address the situation.","PeriodicalId":54025,"journal":{"name":"International Journal of Human Capital and Information Technology Professionals","volume":"121 1","pages":"1-20"},"PeriodicalIF":1.9,"publicationDate":"2020-10-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"83116884","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}
Pub Date : 2020-10-01DOI: 10.4018/ijhcitp.2020100103
Sonali Bhattacharya, N. Neelam, K. Rajagopal
With a changing demography and social structure, the work life balance (WLB) is a major concern felt by employees of most organizations. This study has attempted to have relook at the constructs of work-life balance from the perspectives of banking and information technology employees with various household structures. The present study develops a multidimensional work-life balance scale to measure existing levels of work-life balance. The scale considers work-life balance as a multidimensional second order construct comprising workplace inclusion, family support, employee benefit, time management, coworker relationship, and supervisor-subordinate relationship. The study reveals not only indicators of organizational family work culture, but also personal characteristics such as time management and familial support determine work-life balance. However, no significant difference was perceived in the work life balance was found between employees with different family structures and between the two sectors considered under the study. Also, there was no significant difference in perception of work life- balance between knowledge workers from IT and banking sectors.
{"title":"A Perspective on Work-Life Balance and Its Determinants","authors":"Sonali Bhattacharya, N. Neelam, K. Rajagopal","doi":"10.4018/ijhcitp.2020100103","DOIUrl":"https://doi.org/10.4018/ijhcitp.2020100103","url":null,"abstract":"With a changing demography and social structure, the work life balance (WLB) is a major concern felt by employees of most organizations. This study has attempted to have relook at the constructs of work-life balance from the perspectives of banking and information technology employees with various household structures. The present study develops a multidimensional work-life balance scale to measure existing levels of work-life balance. The scale considers work-life balance as a multidimensional second order construct comprising workplace inclusion, family support, employee benefit, time management, coworker relationship, and supervisor-subordinate relationship. The study reveals not only indicators of organizational family work culture, but also personal characteristics such as time management and familial support determine work-life balance. However, no significant difference was perceived in the work life balance was found between employees with different family structures and between the two sectors considered under the study. Also, there was no significant difference in perception of work life- balance between knowledge workers from IT and banking sectors.","PeriodicalId":54025,"journal":{"name":"International Journal of Human Capital and Information Technology Professionals","volume":"59 1","pages":"41-59"},"PeriodicalIF":1.9,"publicationDate":"2020-10-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"87428192","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}
Pub Date : 2020-10-01DOI: 10.4018/ijhcitp.2020100104
T. Chokri, E. Anis
This article examines the corruption effects on economic growth in Tunisia during the period 1987 to 2016. The model used in this study is an extension of Solow's model by defining corruption in the field of technical progress. In order to delineate the role of the human capital in corruption, the study sets out to estimate the model firstly in the absence and in the presence of human capital. One outstanding result of VECM estimations is that, in the long run, the human capital plays a key role in the increase of the effect of the total corruption and the decrease in the effect of the growth of the population without effecting a change in the physical capital. In the short term, human capital allows to transform the negative effect of the delayed variable output into a positive one. It also increased the effect of total corruption and made the effect of physical capital positive.
{"title":"The Role of the Human Capital in the Corruption-Economic Growth Nexus: A VECM Approach to the Case of Tunisia","authors":"T. Chokri, E. Anis","doi":"10.4018/ijhcitp.2020100104","DOIUrl":"https://doi.org/10.4018/ijhcitp.2020100104","url":null,"abstract":"This article examines the corruption effects on economic growth in Tunisia during the period 1987 to 2016. The model used in this study is an extension of Solow's model by defining corruption in the field of technical progress. In order to delineate the role of the human capital in corruption, the study sets out to estimate the model firstly in the absence and in the presence of human capital. One outstanding result of VECM estimations is that, in the long run, the human capital plays a key role in the increase of the effect of the total corruption and the decrease in the effect of the growth of the population without effecting a change in the physical capital. In the short term, human capital allows to transform the negative effect of the delayed variable output into a positive one. It also increased the effect of total corruption and made the effect of physical capital positive.","PeriodicalId":54025,"journal":{"name":"International Journal of Human Capital and Information Technology Professionals","volume":"13 1","pages":"60-79"},"PeriodicalIF":1.9,"publicationDate":"2020-10-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"79630857","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}
Inthemodernera，humanresourcemanagementisaccompaniedbytheinformationsystemwhich isinstrumentalinmanaginghumanresourceprocesses。Inthecurrentcompetitiveandchallenging环境，organizationalsuccessdependsonitseffectiveandefficienthumanresource。Human resourcealongwithITprofessionalscancreateanenvironmentinanorganizationforsuccessful adoptionofhumanresourceinformationsystems。Whileconsideringitasakeyfactorinmodern enterprisemanagement，itsburgeoninginteresthasledtothefoundationofthisarticle。Thestudyis todelvedeepintotheliteratureandtoexplorethefactorsresponsibleforhumanresourceinformation systemadoptionand to identify_ thebarriers in > its_ implementationand toprovidesuggestions to > overcomethesebarriers。Thefindingsrevealthatthefactorsofhumanresourceinformationsystem mentionedinliteratureareimportant。Thesefactorsshouldbetakenintoconsiderationwhileadopting HumanResourceInformationSystembyintegratingTechnology-Organization-Environment(TOE) frameworkwithHuman-Organization-Technology(HOT)framework.
{"title":"Human Resource Information System Adoption and Implementation Factors: A Theoretical Analysis","authors":"Sonalee Srivastava, Badri Bajaj, S. Dev","doi":"10.4018/ijhcitp.2020100105","DOIUrl":"https://doi.org/10.4018/ijhcitp.2020100105","url":null,"abstract":"Inthemodernera,humanresourcemanagementisaccompaniedbytheinformationsystemwhich isinstrumentalinmanaginghumanresourceprocesses.Inthecurrentcompetitiveandchallenging environment,organizationalsuccessdependsonitseffectiveandefficienthumanresource.Human resourcealongwithITprofessionalscancreateanenvironmentinanorganizationforsuccessful adoptionofhumanresourceinformationsystems.Whileconsideringitasakeyfactorinmodern enterprisemanagement,itsburgeoninginteresthasledtothefoundationofthisarticle.Thestudyis todelvedeepintotheliteratureandtoexplorethefactorsresponsibleforhumanresourceinformation systemadoptionand to identify thebarriers in its implementationand toprovidesuggestions to overcomethesebarriers.Thefindingsrevealthatthefactorsofhumanresourceinformationsystem mentionedinliteratureareimportant.Thesefactorsshouldbetakenintoconsiderationwhileadopting HumanResourceInformationSystembyintegratingTechnology-Organization-Environment(TOE) frameworkwithHuman-Organization-Technology(HOT)framework.","PeriodicalId":54025,"journal":{"name":"International Journal of Human Capital and Information Technology Professionals","volume":"192 1","pages":"80-98"},"PeriodicalIF":1.9,"publicationDate":"2020-10-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"82274545","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}
Pub Date : 2020-07-01DOI: 10.4018/ijhcitp.2020070103
Mufitha Mohamed Buhari, Chen-Chen Yong, Su Teng Lee
Given its knowledge centred nature, retaining key talents is essential for any IT organization. Inability to do so reflects a failure in employee-organization relationship. Since IT professionals possess unique workplace behaviours, it is presumed that they leave organizations as more committed to the profession. Thus, the study aimed to investigate the influence of professional commitment and perceived organizational support on IT professionals' turnover intention. Data was analysed using a structural equation model. A sample of 96 software engineers revealed that professional commitment negatively influences turnover intention while its effect is partially mediated by job satisfaction. Surprisingly, unlike for other employees, for IT professionals, perceived organizational support had no influence on turnover intention: instead stimulated job satisfaction. Similarly, professional commitment stimulates job satisfaction. Job satisfaction negatively influenced the turnover intention. Gender showed no moderating effect on the relationship between job satisfaction and turnover intention while career stage moderated the relationship. The comparison between the findings of professional commitment and perceived organizational support directs IT firms to re-visit presumptions about IT professionals and to re-assess what is meant by organizational support to IT professionals. Since gender had no effect on the job satisfaction-turnover intention relationship, both male and female IT professionals must be acknowledged for their equal professionalism in the industry. IT companies must take initiatives to retain talented early career staged IT professional who have proven to easily leave their organizations compared to others. Such efforts can be integrated to professional commitment and job satisfaction.
{"title":"I Am More Committed to My Profession Than to My Organization: Professional Commitment and Perceived Organizational Support in Turnover","authors":"Mufitha Mohamed Buhari, Chen-Chen Yong, Su Teng Lee","doi":"10.4018/ijhcitp.2020070103","DOIUrl":"https://doi.org/10.4018/ijhcitp.2020070103","url":null,"abstract":"Given its knowledge centred nature, retaining key talents is essential for any IT organization. Inability to do so reflects a failure in employee-organization relationship. Since IT professionals possess unique workplace behaviours, it is presumed that they leave organizations as more committed to the profession. Thus, the study aimed to investigate the influence of professional commitment and perceived organizational support on IT professionals' turnover intention. Data was analysed using a structural equation model. A sample of 96 software engineers revealed that professional commitment negatively influences turnover intention while its effect is partially mediated by job satisfaction. Surprisingly, unlike for other employees, for IT professionals, perceived organizational support had no influence on turnover intention: instead stimulated job satisfaction. Similarly, professional commitment stimulates job satisfaction. Job satisfaction negatively influenced the turnover intention. Gender showed no moderating effect on the relationship between job satisfaction and turnover intention while career stage moderated the relationship. The comparison between the findings of professional commitment and perceived organizational support directs IT firms to re-visit presumptions about IT professionals and to re-assess what is meant by organizational support to IT professionals. Since gender had no effect on the job satisfaction-turnover intention relationship, both male and female IT professionals must be acknowledged for their equal professionalism in the industry. IT companies must take initiatives to retain talented early career staged IT professional who have proven to easily leave their organizations compared to others. Such efforts can be integrated to professional commitment and job satisfaction.","PeriodicalId":54025,"journal":{"name":"International Journal of Human Capital and Information Technology Professionals","volume":"11 1 1","pages":"37-58"},"PeriodicalIF":1.9,"publicationDate":"2020-07-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"78296491","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}
Pub Date : 2020-07-01DOI: 10.4018/ijhcitp.2020070104
Poonam Chawla
With human capital emerging as a sustainable source of strategic advantage organisations are focusing on developing employee value propositions which consistently engage their workforce so that they can proactively contribute towards the achievement of organisational goals. This research investigates the impact of employer branding strategy (a mechanism used by organisations to engage competent talent) on employee engagement whilst simultaneously measuring the mediating effect of person-organization (P-O) fit. The study analyses a sample of 296 employees working in the BPO sector (offshore call centres) in India. The proposed model is tested with the help of structural equation modelling. The findings of the research highlight that employer branding has an affirmative relationship with P-O fit and employee engagement. The findings also reveal that P-O effect has a partial mediating effect on the relationship between employer branding and employee engagement. It can be deduced that employer branding is a comprehensive strategy which can be used by employers to engage employees. Thus, in a global economy where a talented workforce is scarce and has plenty of choices available to them, firms can use employer branding as a strategic opportunity to enhance employee engagement.
{"title":"Impact of Employer Branding on Employee Engagement in BPO Sector in India With the Mediating Effect of Person-Organisation Fit","authors":"Poonam Chawla","doi":"10.4018/ijhcitp.2020070104","DOIUrl":"https://doi.org/10.4018/ijhcitp.2020070104","url":null,"abstract":"With human capital emerging as a sustainable source of strategic advantage organisations are focusing on developing employee value propositions which consistently engage their workforce so that they can proactively contribute towards the achievement of organisational goals. This research investigates the impact of employer branding strategy (a mechanism used by organisations to engage competent talent) on employee engagement whilst simultaneously measuring the mediating effect of person-organization (P-O) fit. The study analyses a sample of 296 employees working in the BPO sector (offshore call centres) in India. The proposed model is tested with the help of structural equation modelling. The findings of the research highlight that employer branding has an affirmative relationship with P-O fit and employee engagement. The findings also reveal that P-O effect has a partial mediating effect on the relationship between employer branding and employee engagement. It can be deduced that employer branding is a comprehensive strategy which can be used by employers to engage employees. Thus, in a global economy where a talented workforce is scarce and has plenty of choices available to them, firms can use employer branding as a strategic opportunity to enhance employee engagement.","PeriodicalId":54025,"journal":{"name":"International Journal of Human Capital and Information Technology Professionals","volume":"35 1","pages":"59-73"},"PeriodicalIF":1.9,"publicationDate":"2020-07-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"75727000","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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