{"title":"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","authors":"Sayoni Santra, V. N. Giri","doi":"10.1177/23220937221102738","DOIUrl":null,"url":null,"abstract":"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.","PeriodicalId":42119,"journal":{"name":"South Asian Journal of Human Resource Management","volume":" ","pages":""},"PeriodicalIF":1.4000,"publicationDate":"2022-06-23","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":"0","resultStr":"{\"title\":\"Career Satisfaction in Maximising Professionals of Indian IT Industry: Mediating Roles of Contrasting Responses Based on Counterfactual Reasoning\",\"authors\":\"Sayoni Santra, V. N. Giri\",\"doi\":\"10.1177/23220937221102738\",\"DOIUrl\":null,\"url\":null,\"abstract\":\"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.\",\"PeriodicalId\":42119,\"journal\":{\"name\":\"South Asian Journal of Human Resource Management\",\"volume\":\" \",\"pages\":\"\"},\"PeriodicalIF\":1.4000,\"publicationDate\":\"2022-06-23\",\"publicationTypes\":\"Journal Article\",\"fieldsOfStudy\":null,\"isOpenAccess\":false,\"openAccessPdf\":\"\",\"citationCount\":\"0\",\"resultStr\":null,\"platform\":\"Semanticscholar\",\"paperid\":null,\"PeriodicalName\":\"South Asian Journal of Human Resource Management\",\"FirstCategoryId\":\"1085\",\"ListUrlMain\":\"https://doi.org/10.1177/23220937221102738\",\"RegionNum\":0,\"RegionCategory\":null,\"ArticlePicture\":[],\"TitleCN\":null,\"AbstractTextCN\":null,\"PMCID\":null,\"EPubDate\":\"\",\"PubModel\":\"\",\"JCR\":\"Q3\",\"JCRName\":\"MANAGEMENT\",\"Score\":null,\"Total\":0}","platform":"Semanticscholar","paperid":null,"PeriodicalName":"South Asian Journal of Human Resource Management","FirstCategoryId":"1085","ListUrlMain":"https://doi.org/10.1177/23220937221102738","RegionNum":0,"RegionCategory":null,"ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":null,"EPubDate":"","PubModel":"","JCR":"Q3","JCRName":"MANAGEMENT","Score":null,"Total":0}
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.
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.