Pub Date : 2018-10-01DOI: 10.4018/IJHCITP.2018100102
Peace Kumah, Winfred Yaokumah, Charles Buabeng-Andoh
This article focuses on identifying key human resource management (HRM) practices necessary for improving information security performance from the perspective of IT professionals. The Importance-Performance Map Analysis (IPMA) via SmartPLS 3.0 was employed and 232 samples were collected from information technology (IT) professionals in 43 organizations. The analysis identified information security training, background checks and monitoring as very important HRM practices that could improve the performance of organizational information security. In particular, the study found training on mobile devices security and malware; background checks and monitoring of potential, current and former employees as of high importance but with low performance. Thus, these key areas need to be improved with top priority. Conversely, the study found accountability and employee relations as being overly emphasized by the organisations. The findings raised some useful implications and information for HR and IT leaders to consider in future information security strategy.
{"title":"Identifying HRM Practices for Improving Information Security Performance: An Importance-Performance Map Analysis","authors":"Peace Kumah, Winfred Yaokumah, Charles Buabeng-Andoh","doi":"10.4018/IJHCITP.2018100102","DOIUrl":"https://doi.org/10.4018/IJHCITP.2018100102","url":null,"abstract":"This article focuses on identifying key human resource management (HRM) practices necessary for improving information security performance from the perspective of IT professionals. The Importance-Performance Map Analysis (IPMA) via SmartPLS 3.0 was employed and 232 samples were collected from information technology (IT) professionals in 43 organizations. The analysis identified information security training, background checks and monitoring as very important HRM practices that could improve the performance of organizational information security. In particular, the study found training on mobile devices security and malware; background checks and monitoring of potential, current and former employees as of high importance but with low performance. Thus, these key areas need to be improved with top priority. Conversely, the study found accountability and employee relations as being overly emphasized by the organisations. The findings raised some useful implications and information for HR and IT leaders to consider in future information security strategy.","PeriodicalId":54025,"journal":{"name":"International Journal of Human Capital and Information Technology Professionals","volume":"44 1","pages":"23-43"},"PeriodicalIF":1.9,"publicationDate":"2018-10-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"86653988","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 : 2018-10-01DOI: 10.4018/IJHCITP.2018100104
Clare Thornley, S. Murnane, S. McLoughlin, M. Carcary, Eileen Doherty, Louise Veling
This article investigates the development of Information Communication Technology (ICT) as a global profession with a specific focus on the role of ethics. It addresses three main issues: to what extent ethics contribute to the development of the professional identity of ICT practitioners; what practices and policies can promote the development of ICT ethics; how these practices and policies can usefully be coordinated internationally. Within the European policy framework, professional ethics is seen as one of the four pillars of ICT professionalism, along with: competences; bodies of knowledge; education and training. A diverse range of international stakeholders were consulted on how to develop and implement ethical frameworks in culturally and economically diverse regions. Findings include the need to: be sensitive to the cultural and economic factors of different regions; integrate work on ethics with other aspects of professionalism; promote multiple types of engagement with professional ethics.
{"title":"The Role of Ethics in Developing Professionalism Within the Global ICT Community","authors":"Clare Thornley, S. Murnane, S. McLoughlin, M. Carcary, Eileen Doherty, Louise Veling","doi":"10.4018/IJHCITP.2018100104","DOIUrl":"https://doi.org/10.4018/IJHCITP.2018100104","url":null,"abstract":"This article investigates the development of Information Communication Technology (ICT) as a global profession with a specific focus on the role of ethics. It addresses three main issues: to what extent ethics contribute to the development of the professional identity of ICT practitioners; what practices and policies can promote the development of ICT ethics; how these practices and policies can usefully be coordinated internationally. Within the European policy framework, professional ethics is seen as one of the four pillars of ICT professionalism, along with: competences; bodies of knowledge; education and training. A diverse range of international stakeholders were consulted on how to develop and implement ethical frameworks in culturally and economically diverse regions. Findings include the need to: be sensitive to the cultural and economic factors of different regions; integrate work on ethics with other aspects of professionalism; promote multiple types of engagement with professional ethics.","PeriodicalId":54025,"journal":{"name":"International Journal of Human Capital and Information Technology Professionals","volume":"17 1","pages":"56-71"},"PeriodicalIF":1.9,"publicationDate":"2018-10-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"89538423","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}
Women in a leadership position has been a matter of concern the world over especially in information technology (IT)/ information technology enabled services (ITES). However, for the advancement of women in leadership positions, individual characteristics are not enough. Besides individual factors, it is the detection of organizational factors that enable the advancement of women into leadership positions. The present article develops a multidimensional scale on the perceived enablers for the advancement of women in leadership position in the IT/ITES sector. The scale considers both individual factors (characteristics) and organizational factors, such as welfare schemes, career development support, and training. The article also reveals that individual factors, such as self-confidence, ambition, and perceived competency are also enablers of advancing women to leadership positions. Researchers could examine the considered dimensions of the proposed scale in other sectors and with respect to other constructs related to women's work-life balance.
{"title":"Enablers for Advancement of Women into Leadership Position: A Study Based on IT/ITES Sector in India","authors":"Shubhasheesh Bhattacharya, Sonali Bhattacharya, Sweta Mohapatra","doi":"10.4018/IJHCITP.2018100101","DOIUrl":"https://doi.org/10.4018/IJHCITP.2018100101","url":null,"abstract":"Women in a leadership position has been a matter of concern the world over especially in information technology (IT)/ information technology enabled services (ITES). However, for the advancement of women in leadership positions, individual characteristics are not enough. Besides individual factors, it is the detection of organizational factors that enable the advancement of women into leadership positions. The present article develops a multidimensional scale on the perceived enablers for the advancement of women in leadership position in the IT/ITES sector. The scale considers both individual factors (characteristics) and organizational factors, such as welfare schemes, career development support, and training. The article also reveals that individual factors, such as self-confidence, ambition, and perceived competency are also enablers of advancing women to leadership positions. Researchers could examine the considered dimensions of the proposed scale in other sectors and with respect to other constructs related to women's work-life balance.","PeriodicalId":54025,"journal":{"name":"International Journal of Human Capital and Information Technology Professionals","volume":"1 1","pages":"1-22"},"PeriodicalIF":1.9,"publicationDate":"2018-10-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"89853951","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 : 2018-10-01DOI: 10.4018/IJHCITP.2018100105
V. Sinha
The purpose of the present article is to investigate the role of emotional intelligence in managing interpersonal relations at workplace in the IT sector of India. Based on the facts obtained from the literature review, the article aims to establish a relationship between the variables of emotional intelligence and their corresponding effect on interpersonal relations which consists of parameters namely the need for inclusion, control and affection. The article initially explores emotional intelligence and interpersonal relations and thereafter specifically finds out the relationship between the variables involved. Fundamental Interpersonal Relations Orientation-Behaviour (FIRO-B) instrument and Schutte Self-Report Emotional Intelligence Test have been used to explore the relationship. The article uses the sample of 81 employees that covered most of the major IT companies with the same size, structure, practises and environment in order to get a uniform respondent set. The age of the respondents varied from 21 to 29 years of age and the work experience varied from 6 months to as high as 5 years. From the analysis done in the study it can be suggested that emotional intelligence plays a significant role in managing and maintaining the healthy relations at workplace in the IT sector.
{"title":"Role of Emotional Intelligence in Managing Interpersonal Relations at Workplace in the IT Sector","authors":"V. Sinha","doi":"10.4018/IJHCITP.2018100105","DOIUrl":"https://doi.org/10.4018/IJHCITP.2018100105","url":null,"abstract":"The purpose of the present article is to investigate the role of emotional intelligence in managing interpersonal relations at workplace in the IT sector of India. Based on the facts obtained from the literature review, the article aims to establish a relationship between the variables of emotional intelligence and their corresponding effect on interpersonal relations which consists of parameters namely the need for inclusion, control and affection. The article initially explores emotional intelligence and interpersonal relations and thereafter specifically finds out the relationship between the variables involved. Fundamental Interpersonal Relations Orientation-Behaviour (FIRO-B) instrument and Schutte Self-Report Emotional Intelligence Test have been used to explore the relationship. The article uses the sample of 81 employees that covered most of the major IT companies with the same size, structure, practises and environment in order to get a uniform respondent set. The age of the respondents varied from 21 to 29 years of age and the work experience varied from 6 months to as high as 5 years. From the analysis done in the study it can be suggested that emotional intelligence plays a significant role in managing and maintaining the healthy relations at workplace in the IT sector.","PeriodicalId":54025,"journal":{"name":"International Journal of Human Capital and Information Technology Professionals","volume":"50 1","pages":"72-87"},"PeriodicalIF":1.9,"publicationDate":"2018-10-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"80831781","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 : 2018-07-01DOI: 10.4018/IJHCITP.2018070101
B. Sohrabi, I. R. Vanani, Ehsan Abedin
Human resources management has seen a significant change by the emergence of information systems from a traditional or popularly called personnel management to the modern one. The purpose of this article is to study the trends of information systems in the field of human resources management in combination with information systems through text mining approaches on a broad exploration of internationally published papers. Among text analytics methods for extracting trends, text clustering has been applied to the dataset of highly-ranked information systems journals. The data set was obtained from Scopus database for the period of 2013 to 2017. Afterwards, text clustering algorithms were applied and validated on the titles, abstracts and keywords. The results present practical and intuitive information which can help practitioners and scholars to grasp a useful overview and provides them with the opportunity to focus on trends in information systems in the field human resources management.
{"title":"Human Resources Management and Information Systems Trend Analysis Using Text Clustering","authors":"B. Sohrabi, I. R. Vanani, Ehsan Abedin","doi":"10.4018/IJHCITP.2018070101","DOIUrl":"https://doi.org/10.4018/IJHCITP.2018070101","url":null,"abstract":"Human resources management has seen a significant change by the emergence of information systems from a traditional or popularly called personnel management to the modern one. The purpose of this article is to study the trends of information systems in the field of human resources management in combination with information systems through text mining approaches on a broad exploration of internationally published papers. Among text analytics methods for extracting trends, text clustering has been applied to the dataset of highly-ranked information systems journals. The data set was obtained from Scopus database for the period of 2013 to 2017. Afterwards, text clustering algorithms were applied and validated on the titles, abstracts and keywords. The results present practical and intuitive information which can help practitioners and scholars to grasp a useful overview and provides them with the opportunity to focus on trends in information systems in the field human resources management.","PeriodicalId":54025,"journal":{"name":"International Journal of Human Capital and Information Technology Professionals","volume":"54 1","pages":"1-24"},"PeriodicalIF":1.9,"publicationDate":"2018-07-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"77452021","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 : 2018-07-01DOI: 10.4018/IJHCITP.2018070105
P. Dhani, T. Sharma
The chief aim of this article is to examine the emotional intelligence (EI) and personality traits as the predictors of job performance of IT employees in India. To obtain this, the data was collected from 158 middle management employees working in Indian IT sector through random sampling method with the help of three scales such as DKEIT, JPI, and MPI. After data collection, the study carried out a different statistical analysis which includes frequency, correlation and regression analysis through SPSS 23.0 version. The study findings reported that both EI and Personality Traits impact the performance of job of IT employees, i.e. both Personality Traits and EI operate as a predictor of Job Performance of Indian IT employees. Based on which, the article gives few recommendations to future researchers.
{"title":"Emotional Intelligence and Personality Traits as Predictors of Job Performance of IT Employees","authors":"P. Dhani, T. Sharma","doi":"10.4018/IJHCITP.2018070105","DOIUrl":"https://doi.org/10.4018/IJHCITP.2018070105","url":null,"abstract":"The chief aim of this article is to examine the emotional intelligence (EI) and personality traits as the predictors of job performance of IT employees in India. To obtain this, the data was collected from 158 middle management employees working in Indian IT sector through random sampling method with the help of three scales such as DKEIT, JPI, and MPI. After data collection, the study carried out a different statistical analysis which includes frequency, correlation and regression analysis through SPSS 23.0 version. The study findings reported that both EI and Personality Traits impact the performance of job of IT employees, i.e. both Personality Traits and EI operate as a predictor of Job Performance of Indian IT employees. Based on which, the article gives few recommendations to future researchers.","PeriodicalId":54025,"journal":{"name":"International Journal of Human Capital and Information Technology Professionals","volume":"18 1","pages":"70-83"},"PeriodicalIF":1.9,"publicationDate":"2018-07-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"84470984","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 : 2018-07-01DOI: 10.4018/IJHCITP.2018070104
R. Misra, Khushbu Khurana
This article delves into exploring and listing the skills required to get employment and for enhancing the employability of information technology professionals in India. The present article focuses on the perception of employers and students (engineering graduates) in order to identify the need and importance of employability skills in Indian IT companies. A checklist had been prepared after reviewing the relevant literature on employability skills. The result highlights that the respondents differ in perception on various skills. These skills are learnability, reasoning, reliability, adaptability, flexibility, loyalty, resourceful, proactive, gratitude, interpersonal skills, creative thinking, persuasiveness, networking, job-seeking, business fundamental, and willingness to work. While on some skills there seems to be no significant difference. However, the skills where there are differences in perception need immediate attention so that remedial measures are initiated. The implications of this article will be helpful in guiding both industry and academia in incorporating and enhancing the employability skills among professionals.
{"title":"Analysis of Employability Skill Gap in Information Technology Professionals","authors":"R. Misra, Khushbu Khurana","doi":"10.4018/IJHCITP.2018070104","DOIUrl":"https://doi.org/10.4018/IJHCITP.2018070104","url":null,"abstract":"This article delves into exploring and listing the skills required to get employment and for enhancing the employability of information technology professionals in India. The present article focuses on the perception of employers and students (engineering graduates) in order to identify the need and importance of employability skills in Indian IT companies. A checklist had been prepared after reviewing the relevant literature on employability skills. The result highlights that the respondents differ in perception on various skills. These skills are learnability, reasoning, reliability, adaptability, flexibility, loyalty, resourceful, proactive, gratitude, interpersonal skills, creative thinking, persuasiveness, networking, job-seeking, business fundamental, and willingness to work. While on some skills there seems to be no significant difference. However, the skills where there are differences in perception need immediate attention so that remedial measures are initiated. The implications of this article will be helpful in guiding both industry and academia in incorporating and enhancing the employability skills among professionals.","PeriodicalId":54025,"journal":{"name":"International Journal of Human Capital and Information Technology Professionals","volume":"21 1","pages":"53-69"},"PeriodicalIF":1.9,"publicationDate":"2018-07-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"73925101","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 : 2018-07-01DOI: 10.4018/IJHCITP.2018070103
Mamta Mohapatra, P. Sahu
This article describes how rapid globalization, changes in the technology landscape, and changes in the way people manage organizations, have increased the need for competent workforce who could be a source of sustained competitive advantage for the organization. Thus, companies specifically in IT/ITES sector are investing huge amount of time, money and resources to build their talent acquisition strategy. Recruitment has mostly been a reactive approach and organizations generally scout for candidates only when there is vacancy. This article attempts to introduce the concept of sustainable talent acquisition to ensure steady supply of talent to meet future needs of an organization. Authors have tried to incorporate the idea of three pillars of sustainability – environmental, social, and economic into the recruitment landscape and to build an action plan to speed up hiring process and improve cost efficiency. Authors believe that environmental sustainability can be achieved by constantly gauging talent demand and ensuring steady supply, social sustainability can be met by engaging talent pool to build long term relationships and economic sustainability can be attained by effectively using data to ensure cost effective hiring. Taking the example of a study conducted to optimize recruitment funnel in an ITES company, authors have explained how analytics can help achieve desired results.
{"title":"Building a Sustainable Talent Acquisition Model in a Dynamic Business Environment","authors":"Mamta Mohapatra, P. Sahu","doi":"10.4018/IJHCITP.2018070103","DOIUrl":"https://doi.org/10.4018/IJHCITP.2018070103","url":null,"abstract":"This article describes how rapid globalization, changes in the technology landscape, and changes in the way people manage organizations, have increased the need for competent workforce who could be a source of sustained competitive advantage for the organization. Thus, companies specifically in IT/ITES sector are investing huge amount of time, money and resources to build their talent acquisition strategy. Recruitment has mostly been a reactive approach and organizations generally scout for candidates only when there is vacancy. This article attempts to introduce the concept of sustainable talent acquisition to ensure steady supply of talent to meet future needs of an organization. Authors have tried to incorporate the idea of three pillars of sustainability – environmental, social, and economic into the recruitment landscape and to build an action plan to speed up hiring process and improve cost efficiency. Authors believe that environmental sustainability can be achieved by constantly gauging talent demand and ensuring steady supply, social sustainability can be met by engaging talent pool to build long term relationships and economic sustainability can be attained by effectively using data to ensure cost effective hiring. Taking the example of a study conducted to optimize recruitment funnel in an ITES company, authors have explained how analytics can help achieve desired results.","PeriodicalId":54025,"journal":{"name":"International Journal of Human Capital and Information Technology Professionals","volume":"5 1","pages":"42-52"},"PeriodicalIF":1.9,"publicationDate":"2018-07-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"83716300","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 : 2018-07-01DOI: 10.4018/IJHCITP.2018070102
D. McCloskey
This article describes how knowledge workers no longer have physical and time boundaries between their work and personal lives. The boundary theory integration-segmentation continuum does not account for variations in both schedule flexibility and work and home boundary permeability. It is possible for an employee to have a flexible but not permeable boundary and vice versa. Furthermore, permeability may vary for the work boundary and home boundary. This article examines the impact of these three boundary characteristics (flexibility, permeability of home boundary and permeability of work boundary) on the work-family conflict of knowledge workers. Additionally, role identity is examined as a potential moderating variable. Practical implications and directions for future research are discussed.
{"title":"An Examination of the Boundary Between Work and Home for Knowledge Workers","authors":"D. McCloskey","doi":"10.4018/IJHCITP.2018070102","DOIUrl":"https://doi.org/10.4018/IJHCITP.2018070102","url":null,"abstract":"This article describes how knowledge workers no longer have physical and time boundaries between their work and personal lives. The boundary theory integration-segmentation continuum does not account for variations in both schedule flexibility and work and home boundary permeability. It is possible for an employee to have a flexible but not permeable boundary and vice versa. Furthermore, permeability may vary for the work boundary and home boundary. This article examines the impact of these three boundary characteristics (flexibility, permeability of home boundary and permeability of work boundary) on the work-family conflict of knowledge workers. Additionally, role identity is examined as a potential moderating variable. Practical implications and directions for future research are discussed.","PeriodicalId":54025,"journal":{"name":"International Journal of Human Capital and Information Technology Professionals","volume":"51 1","pages":"25-41"},"PeriodicalIF":1.9,"publicationDate":"2018-07-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"90179041","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 : 2018-04-01DOI: 10.4018/IJHCITP.2018040102
A. Steil, G. Dandolini, Joaoã Artur de Souza, Denise de Cuffa, R. Costa
Different reasons influence intentions of technical and scientific professionals to stay or leave their current jobs, impacting the ability of companies to retain these professionals. This paper identified the antecedents of intentions to leave, intentions to stay, and retention of such technical and scientific professionals in private research and development organizations from the Greater Florianópolis, Santa Catarina, Brazil. Data was collected via online questionnaires between December, 2014 and March, 2015. Job satisfaction and supervisory support were negatively related to the intention to leave the organization, and positively related to the intention to stay in the organization. Training and development opportunities and organizational culture presented negative relation only to the intention to leave the organization. The article discusses these results and presents suggestions for future studies.
{"title":"Behavioral Intentions and Retention of Technical and Scientific Staff in Research and Development Organizations","authors":"A. Steil, G. Dandolini, Joaoã Artur de Souza, Denise de Cuffa, R. Costa","doi":"10.4018/IJHCITP.2018040102","DOIUrl":"https://doi.org/10.4018/IJHCITP.2018040102","url":null,"abstract":"Different reasons influence intentions of technical and scientific professionals to stay or leave their current jobs, impacting the ability of companies to retain these professionals. This paper identified the antecedents of intentions to leave, intentions to stay, and retention of such technical and scientific professionals in private research and development organizations from the Greater Florianópolis, Santa Catarina, Brazil. Data was collected via online questionnaires between December, 2014 and March, 2015. Job satisfaction and supervisory support were negatively related to the intention to leave the organization, and positively related to the intention to stay in the organization. Training and development opportunities and organizational culture presented negative relation only to the intention to leave the organization. The article discusses these results and presents suggestions for future studies.","PeriodicalId":54025,"journal":{"name":"International Journal of Human Capital and Information Technology Professionals","volume":"16 1","pages":"16-31"},"PeriodicalIF":1.9,"publicationDate":"2018-04-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"84313518","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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