印度IT行业职业满意度:基于反事实推理的对比反应的中介作用

Sayoni Santra, V. N. Giri
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引用次数: 0

摘要

这项研究概念化了印度信息技术(IT)劳动力的职业最大化及其后果,这是一个全球重要的非西方人才库。本研究通过基于反事实推理的职业后悔(功能失调)和职业适应(功能失调)两种对比反应,考察了职业决策最大化倾向对职业满意度的调节作用。本研究由两部分组成。在研究1中,开发了MT-CD和职业后悔的量表,并使用172个受访者的数据集进行了初步验证。在研究2中,分析了来自434名受访者的数据,以进行心理测量评估和进一步验证量表,并确定假设的关系。我们确定了MT-CD的两个维度——“内部职业模糊状态”和“追求职业卓越”。这两种属性都会导致职业遗憾(“公司遗憾”、“职业选择遗憾”和“发展遗憾”维度的综合衡量标准),降低职业满意度。只有“追求职业卓越”才会导致职业适应性,从而提高职业满意度。总体而言,职业后悔与职业适应存在竞争,抑制了职业后悔对ITPs职业满意度最大化的间接正向影响。本研究将目前关于职业最大化的实证研究扩展到非西方背景下,为印度IT劳动力的职业文献增加了独特的知识。
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Career Satisfaction in Maximising Professionals of Indian IT Industry: Mediating Roles of Contrasting Responses Based on Counterfactual Reasoning
This study conceptualises career maximisation and its consequences in the Indian Information Technology (IT) workforce, a globally significant non-Western talent pool. It examined how maximising tendency in career decision-making (MT-CD) mediated career satisfaction through two contrasting responses based on counterfactual reasoning―career regret (dysfunctional) and career adaptability (functional). The study comprised of two parts. In Study 1, scales for MT-CD and career regret were developed and initially validated using a 172 respondents’ dataset. In Study 2, data from 434 respondents were analysed for psychometric evaluation and further validation of scales along with determining hypothesised relationships. Two dimensions of MT-CD were identified―‘state of internal career ambiguity’ and ‘striving for career excellence’. Both attributes produced career regret (an aggregated measure of ‘corporate regrets’, ‘career choice regrets’ and ‘developmental regrets’ dimensions), decreasing career satisfaction. Only ‘striving for career excellence’ led to career adaptability, which subsequently increased career satisfaction. Altogether, career regret competed with career adaptability, supressing its positive indirect effect on maximising ITPs’ career satisfaction. This study expands the current empirical research on career maximisation into non-Western contexts, adding unique knowledge to the Indian IT workforce’s vocational literature.
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来源期刊
CiteScore
2.30
自引率
23.50%
发文量
29
期刊介绍: South Asian Journal of Human Resources Management (SAJHRM) is a peer-reviewed scholarly outlet for publications on HRM in and out of South Asia. It includes countries that are members of the South Asian Association for Regional Cooperation (SAARC), namely, Afghanistan, Bangladesh, Bhutan, India, Maldives, Nepal, Pakistan, and Sri Lanka. In terms of the discipline focus, all articles broadly focusing on the theory and practice of managing human resources for the benefit of individuals, firms and community at large will be acceptable. In view of the contemporary focus on Strategic HRM, the journal coverage would also include comparative research and other related management disciplines as long as one of the key aims of the manuscript is on harnessing the potential of human capital. Considering the uneven economic development within the South Asian region, the journal encourages potential authors to explore broader implications of their scholarly views and findings on the region as a whole. A distinguishing feature of the journal is its focus on “HR in Practice”. Apart from theory, it will pay significant attention on how HRM is practiced in and out of South Asia. The journal features conceptual and empirical research papers, research notes, interviews, case studies and book reviews. In short, to be considered for publication, a manuscript should broadly focus on managing people and contextualised within one or more South Asian countries at the firm, regional, national and international levels.
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