Globally, Millions of dollars were spent by the organizations for employing skilled Information Technology (IT) professionals. It is costly to replace unskilled employees with IT professionals possessing technical skills and competencies that aid in interconnecting the business processes. The organization’s employment tactics were forced to alter by globalization along with technological innovations as they consistently diminish to remain lean, outsource to concentrate on core competencies along with restructuring/reallocate personnel to gather efficiency. As other jobs, organizations or professions have become reasonably more appropriate in a shifting employment landscape, the above alterations trigger both involuntary as well as voluntary turnover. The employee view on jobs is also afflicted by the COVID-19 pandemic along with the employee-driven labour market. So, having effective strategies is necessary to tackle the withdrawal rate of employees. By associating Emotional Intelligence (EI) along with Talent Management (TM) in the IT industry, the rise in attrition rate was analyzed in this study. Only 303 respondents were collected out of 350 participants to whom questionnaires were distributed. From the employees of IT organizations located in Bangalore (India), the data were congregated. A simple random sampling methodology was employed to congregate data as of the respondents. Generating the hypothesis along with testing is eventuated. The effect of EI and TM along with regression analysis between TM and EI was analyzed. The outcomes indicated that employee and Organizational Performance (OP) were elevated by effective EI along with TM.
A STUDY ON EMPLOYEE RETENTION FACTORS INFLUENCING IT PROFESSIONALS – INDIAN P...IAEME Publication
Employee Retention is one of the key challenges faced by IT Organizations in India. It has been observed that there is a great demand for skilled IT professionals within India and abroad, which has resulted in technocrats leaving the Organization in search of greener pastures. The IT Organizations in today’s context cannot afford to lose their critical workforce due to uncertainty of changing economy, increasing competition and scarcity of skilled workforceas this would in turn affect their bottom lines drastically. This created the need for designing effective retention strategies. A holistic approach is essential to understand the factors controlling employee turnover in Indian IT and Multinational Companies by the HR Managers. The present study therefore not only aims at examining the reasons for employees leaving the Organization, staying back factors, their attitude towards work, work relationships and their prioritized basic expectations from the Organization but also aims at finding out if there is any significant difference in the response among IT professionals of Indian IT and Multinational Companies with respect to the above factors. Based on the analysis of responses of 30 IT professionals carried out, it was found that there was no significant difference among these companies. However, with respect to certain demographic factors considered like total experience, position and sponsored certification programs, it was found that there was significant difference between these companies. The outcome of the study is expected to help the HR Managers of these Organizations inminimizing the attrition rate by developing effective retention strategies specific to their Organization.
MODERATING EFFECT OF JOB SATISFACTION ON TURNOVER INTENTION AND STRESS BURNOU...IAEME Publication
Purpose: This study determined the relationship between turnover intention and stress burnout with the moderating effect of job satisfaction. Burnout the stress is the most important factor that leads to turnover intention. Especially in the Information technology sector, the employee faced these challenges nowadays. Methods: The study moves with the quantitative method with a simple random sampling technique. The sample of the study is 392 in Bangalore City. To collect the data, a structured measurement scale was used. Hypotheses were framed based on the conceptual framework of the study. The constructed hypotheses were tested by using statistical tools such as regression analysis to validate the purpose. Findings: The findings of the study explores that there is a positive relationship between turnover intention and stress burnout among the employees in the information technology sector. Conclusion: The turnover intention was initiated to fluctuate depending on working circumstances. There is insufficient research on burnout and turnover intention with moderating effect on job satisfaction
HUMAN CAPITAL MEASUREMENT & ITS IMPACT ON PERFORMANCE OF IT PROFESSIONAL IN P...IAEME Publication
Human Capital measurement is an important source in terms of suggesting and implementing polices regarding human resource. In this paper, researcher reviews human capital definition and previous researches which relates human capital measurement and employee performance in the organization. Some of the parameters for measuring human capital which influences their performance in an organization have been identified.
A Study on Impact of Internal Mobility on Organisational Performance: A Case ...IJLT EMAS
Over a time, manufacturing Industry in India is essentially an outstanding amongst the most well-known enterprises in Indian market. Manufacturing is the producing of goods and a service using labor and other machinery tools this helps to understand the organization performance directly or indirectly has an impact on internal mobility of an employee. Internal mobility mainly tells that relying upon worker's expertise skill and prerequisites with the toss of the employment with organizational commitment and the change in job structure, job design occurs with or without raise in the salary. Organization performance which has many factors which influence the performance but internal mobility is also a supporting factor which has an impact in achieving the vision of the company. This gives an understanding that apart from providing all the necessary facility and good working culture, healthy promotion and transfer employee exit rates are increasing. Thus, internal mobility is most preferable objective to success which implies observable career accomplishments such as promotion, transfer & hierarchical level held and salary. In future to achieve internal mobility, company should adapt the principle of succession management at all ranks, provide transparent discussion of skill and the potential, as well as organizational needs. The reason for this would the favoritism and lack of recognition which is making an employee dissatisfaction towards their organization by this I conclude that the unfair or unethical practices in organization with respect to the internal mobility in the future periods make employee unhappy this is one of the reason to leave an organization which creates a huge impact in the organization performance
International Journal of Business and Management Invention (IJBMI)inventionjournals
International Journal of Business and Management Invention (IJBMI) is an international journal intended for professionals and researchers in all fields of Business and Management. IJBMI publishes research articles and reviews within the whole field Business and Management, new teaching methods, assessment, validation and the impact of new technologies and it will continue to provide information on the latest trends and developments in this ever-expanding subject. The publications of papers are selected through double peer reviewed to ensure originality, relevance, and readability. The articles published in our journal can be accessed online.
The Journal will bring together leading researchers, engineers and scientists in the domain of interest from around the world. Topics of interest for submission include, but are not limited to
MEASURING THE INFLUENCE OF MOTIVATIONAL TECHNIQUES ON EMPLOYEE PERFORMANCE AN...IAEME Publication
The current study is titled “Measuring the influence of Motivational techniques on employee performance and level of satisfaction with reference to IT Sector in Chennai”. Selected staff from employees from selected information sector in Chennai, at various positions was used in order to examine and analyze the factors which contribute to employee performance levels. The independent variables in this case are motivation, perceived usefulness and perceived ease of use. The dependent variable is employee performance. Questionnaires were distributed among respondents who are employed in the information sector. The resulting data was processed through frequency analysis, reliability analysis, descriptive analysis, correlation analysis and regression analysis by using SPSS version 21. The findings reveal that there exists a positive significant relationship between all the independent variables and the dependent variable, which is employee performance. The Research hypothesis is supported.
A STUDY ON EMPLOYEE RETENTION FACTORS INFLUENCING IT PROFESSIONALS – INDIAN P...IAEME Publication
Employee Retention is one of the key challenges faced by IT Organizations in India. It has been observed that there is a great demand for skilled IT professionals within India and abroad, which has resulted in technocrats leaving the Organization in search of greener pastures. The IT Organizations in today’s context cannot afford to lose their critical workforce due to uncertainty of changing economy, increasing competition and scarcity of skilled workforceas this would in turn affect their bottom lines drastically. This created the need for designing effective retention strategies. A holistic approach is essential to understand the factors controlling employee turnover in Indian IT and Multinational Companies by the HR Managers. The present study therefore not only aims at examining the reasons for employees leaving the Organization, staying back factors, their attitude towards work, work relationships and their prioritized basic expectations from the Organization but also aims at finding out if there is any significant difference in the response among IT professionals of Indian IT and Multinational Companies with respect to the above factors. Based on the analysis of responses of 30 IT professionals carried out, it was found that there was no significant difference among these companies. However, with respect to certain demographic factors considered like total experience, position and sponsored certification programs, it was found that there was significant difference between these companies. The outcome of the study is expected to help the HR Managers of these Organizations inminimizing the attrition rate by developing effective retention strategies specific to their Organization.
MODERATING EFFECT OF JOB SATISFACTION ON TURNOVER INTENTION AND STRESS BURNOU...IAEME Publication
Purpose: This study determined the relationship between turnover intention and stress burnout with the moderating effect of job satisfaction. Burnout the stress is the most important factor that leads to turnover intention. Especially in the Information technology sector, the employee faced these challenges nowadays. Methods: The study moves with the quantitative method with a simple random sampling technique. The sample of the study is 392 in Bangalore City. To collect the data, a structured measurement scale was used. Hypotheses were framed based on the conceptual framework of the study. The constructed hypotheses were tested by using statistical tools such as regression analysis to validate the purpose. Findings: The findings of the study explores that there is a positive relationship between turnover intention and stress burnout among the employees in the information technology sector. Conclusion: The turnover intention was initiated to fluctuate depending on working circumstances. There is insufficient research on burnout and turnover intention with moderating effect on job satisfaction
HUMAN CAPITAL MEASUREMENT & ITS IMPACT ON PERFORMANCE OF IT PROFESSIONAL IN P...IAEME Publication
Human Capital measurement is an important source in terms of suggesting and implementing polices regarding human resource. In this paper, researcher reviews human capital definition and previous researches which relates human capital measurement and employee performance in the organization. Some of the parameters for measuring human capital which influences their performance in an organization have been identified.
A Study on Impact of Internal Mobility on Organisational Performance: A Case ...IJLT EMAS
Over a time, manufacturing Industry in India is essentially an outstanding amongst the most well-known enterprises in Indian market. Manufacturing is the producing of goods and a service using labor and other machinery tools this helps to understand the organization performance directly or indirectly has an impact on internal mobility of an employee. Internal mobility mainly tells that relying upon worker's expertise skill and prerequisites with the toss of the employment with organizational commitment and the change in job structure, job design occurs with or without raise in the salary. Organization performance which has many factors which influence the performance but internal mobility is also a supporting factor which has an impact in achieving the vision of the company. This gives an understanding that apart from providing all the necessary facility and good working culture, healthy promotion and transfer employee exit rates are increasing. Thus, internal mobility is most preferable objective to success which implies observable career accomplishments such as promotion, transfer & hierarchical level held and salary. In future to achieve internal mobility, company should adapt the principle of succession management at all ranks, provide transparent discussion of skill and the potential, as well as organizational needs. The reason for this would the favoritism and lack of recognition which is making an employee dissatisfaction towards their organization by this I conclude that the unfair or unethical practices in organization with respect to the internal mobility in the future periods make employee unhappy this is one of the reason to leave an organization which creates a huge impact in the organization performance
International Journal of Business and Management Invention (IJBMI)inventionjournals
International Journal of Business and Management Invention (IJBMI) is an international journal intended for professionals and researchers in all fields of Business and Management. IJBMI publishes research articles and reviews within the whole field Business and Management, new teaching methods, assessment, validation and the impact of new technologies and it will continue to provide information on the latest trends and developments in this ever-expanding subject. The publications of papers are selected through double peer reviewed to ensure originality, relevance, and readability. The articles published in our journal can be accessed online.
The Journal will bring together leading researchers, engineers and scientists in the domain of interest from around the world. Topics of interest for submission include, but are not limited to
MEASURING THE INFLUENCE OF MOTIVATIONAL TECHNIQUES ON EMPLOYEE PERFORMANCE AN...IAEME Publication
The current study is titled “Measuring the influence of Motivational techniques on employee performance and level of satisfaction with reference to IT Sector in Chennai”. Selected staff from employees from selected information sector in Chennai, at various positions was used in order to examine and analyze the factors which contribute to employee performance levels. The independent variables in this case are motivation, perceived usefulness and perceived ease of use. The dependent variable is employee performance. Questionnaires were distributed among respondents who are employed in the information sector. The resulting data was processed through frequency analysis, reliability analysis, descriptive analysis, correlation analysis and regression analysis by using SPSS version 21. The findings reveal that there exists a positive significant relationship between all the independent variables and the dependent variable, which is employee performance. The Research hypothesis is supported.
COVID IMPACT ON EMPLOYEE ENGAGEMENT IN AN IT INDUSTRY AND THE REMEDIATION PLANIAEME Publication
The need for the study of COVID Impact among the Employee of IT Industry had been considered as very critical at this moment. Any IT industry believes in the principle of 4Ps namely PROCESS, PEOPLE, PARTNERS and PRODUCTS. The Process deals with the flow of business in way of operating to meet the client needs. The PRODUCTS deals with the outcome of the PROCESS to satisfy the need of the Customer. The PARTNERS are the souls of winning the business who are the customers / clients who would purchase our products and in turn pays for our income. The PEOPLE are the highly critical component who are the hearts of the EMPLOYEE who work out the requirements at all levels and converts the expectation into realized benefits to organization and to us. Hence this study deals with how the COVID had impacted the employees of IT Industry and the recommended a remediation plan to act upon the critical situations wisely well in advance.
Modelling turn away intention of information technology professionals in Bang...IJECEIAES
Despite, Bangladesh produces many IT graduates each year but only one tenth of total graduates contribute in IT development sector. In order to keep the contribution to economy through IT development, it is crucial for IT industry to know the factors that influence turn away of IT graduates. In this paper, building upon role stress theory, we develop a research model to explore the influence of workplace exhaustion and threat of professional obsolescence (TPO). Data were gathered from 185 IT professionals from 15 different IT companies through survey questionnaire. The structural equation modelling technique was used to test the paths. The results suggests that strong influence of TPO on turn-away intentions. Result also suggests significant roles of work overload, family-career conflict and control over career and workplace exhaustion on turn away intention. This paper contributes to the body of work dedicated to helping us better understand the turn away behaviour from the workplace exhaustion and TPO perspectives. From the viewpoint of practice, this research sheds light on some of the challenges that the IT industry might face when making strategy and policy to control turn away from IT profession in Bangladesh.
Factors Influencing Non-Teaching Employees’ Performance in Kenya: A Case Stud...paperpublications3
Abstract: The study aimed at analyzing the factors influencing non-teaching employees’ performance in Kitale National Polytechnic. Non-teaching employees play a significant role in achieving the goals of an institution. The study was guided by the following research objectives: -to examine the effect of training on non-teaching employee’s performance at Kitale National Polytechnic, to analyze the effect of organization culture on non-teaching employee’s performance at Kitale National Polytechnic, to determine the effect of working environment on non-teaching employee’s performance at Kitale National Polytechnic and to evaluate the effect of motivation on non-teaching employee’s performance at Kitale National Polytechnic. The study was conducted through a descriptive research design. Sixty one non-teaching employees of Kitale National Polytechnic were the target population. The whole population formed the sample size. A questionnaire was the main tool for primary data collection. Descriptive and inferential statistics and regression analysis were used in interpreting the collected data. The study will be able to answer the hurdles that non-teaching employees face while performing their tasks. The findings established in this study will create a path to improved performance of non-teaching employees not only in Kitale National Polytechnic but all the national polytechnics in Kenya.
A Study on Employee Perception towards Organisational Climate and HR Practice...ijtsrd
Organization climate refers to the quality of working environment. Organizational climate is determined by member characteristics i.e., age, qualifications, experience, gender etc. Apart from this there are several other organizational variables which also influence organizational climate namely communication, support system, reward system, conflict resolution, participation in decision making. Human resource management plays an important role and largely determines a firm’s success and failure. HRM is broadly defined as the area of professional practice and organizational activities. This study reveals significant differences in employees’ perception of organizational climate and HR practices across demographic and organizational variables. This survey was passed in IT companies in Chennai. The research design used for this study is descriptive in nature. Sampling technique adopted for this study is Convince sampling, non probability sampling. Data collection is made with primary data and secondary data in this study. The primary data were collected through questionnaire by means of mailing with the employees. The source of secondary data was website, journals, and research paper. The tool used for analysing and interpreting the variables is percentage analysis, chi square test in SPSS, and regression analysis in SPSS. Dr. G. Balamurugan | K. Parthasarathi "A Study on Employee Perception towards Organisational Climate and HR Practices in it Companies at Chennai" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-6 | Issue-5 , August 2022, URL: https://www.ijtsrd.com/papers/ijtsrd50425.pdf Paper URL: https://www.ijtsrd.com/management/business-administration/50425/a-study-on-employee-perception-towards-organisational-climate-and-hr-practices-in-it-companies-at-chennai/dr-g-balamurugan
A STUDY TO REDUCE EMPLOYEE ATTRITION IN IT INDUSTRIESIAEME Publication
The research project entitled ‘Reduction of Employee Attrition’ is an attempt to understand the opinion and attitudes of the various categories of employees of IT sector towards the reduction of employee attrition in the organisations. Employee attrition is a serious issue, especially in today’s knowledge-driven marketplace where employees are the most important human capital assets, attrition directly or indirectly impacts on organization’s competitive advantage.
A STUDY ON EMPLOYEE PERCEPTION TOWARDS ORGANISATIONAL COMMITMENT AND ITS IMPA...IAEME Publication
The organizations in both public and private sectors have been putting their efforts toward creating performance culture, which is characterized by a search for strategies to improve the contribution of both individuals and organizations to enhance the performance. The Organizational Commitment is found to be one of the factors associated with enhancing Job Performance. Higher affective Commitment towards an organisation is considered an important determinant of dedication and loyalty. Affectively committed employees considered to be having a sense of belonging and identification exhibit their increased involvement in organisation’s activities and their desire to perform well in the organisation. The perception that organisation values their wellbeing evidently led employees’ to identify the organization’s wellbeing with their own. This study portrait the behavioral aspects of the employees of the firm, exhibiting their commitment to the organization.
The greater challenges of work and personal aspects of life have intensified the
work life balance scenario. Employee engagement and retention has emerged as an
important as well as critical tool in today’s business. So in order to maintain a
equilibrium between personal and professional life, organizations should formulate
policies that manage better; any work related stress, tensions or conflict arising at the
workplace. The study is based on Literature Review and Secondary data collected from
selected papers analyzed and a conceptual framework has been established depicting
the reason behind work-life imbalance. This study investigates the factors responsible
for work life balance and what are the challenges involved in the manufacturing sector.
It was suggested that the employers must consider work life balance programs on the
basis of policies they formulate, benefits they provide and services they render.
Additionally policies and strategies must be constituted such that it can modify an
employee’s perception about his employer and they tend to stay in the organization for a
longer period of time. It provides a scope for future direction to various researchers,
policy makers and also academicians in this field
DETERMINE THE IMPACT OF MOTIVATION ON EMPLOYEE PERFORMANCE AND SATISFACTION W...IAEME Publication
This research aim is to study the impact of training on performance of employees. There are various factors like training, motivation, technology, management behavior, working environment, where each factor contributes to overall employee performance. Highly contributing factors are those having relative importance given by employees. This study concludes that training contributes greatly to employee’s performance in comparison with other factors like motivation, technology, management behavior, working environment. There is positive relationship between the employee’s performance and training and motivation. The study shows that training and motivation has positive impact on performance of employees. This study concludes that organization having good training plans for employees can enhance the performance of employees with references to Information sector in selected employees in Chennai.
A comprehensive study of Employee Engagement: Contemplating 7-D model in view...IJAEMSJORNAL
The study has been initiated to unfold the conceptual reality of a commonly used terminology in organization behavior study- employee engagement. The engagement of employees towards an organization is determined by their affective, cognitive and behavioural attributes which are in turn linked with various internal and external factors. These factors are identified and presented in various models with specific focus areas. The employee engagement index, the measuring indicator, is a reflection of multiple self-determining factors. This study unveiled the factors while analyzing the annual reports for FY 2018-19 of NIFTY 50 companies. The key focus areas have been identified and an all-encompassing 7-Dimensional model has been proposed to determine the objective-oriented factors to prepare relevant questionnaires for ascertaining Employee Engagement Index.
Today, in the rapidly emerging globalization process, increasing the competitiveness of enterprises
depends on increasing of their firm performance. Although there are many methods and techniques affecting
firm performance, Information technology (IT) capabilities has become one of the most widely used method,
especially in dealing with supply chain matters of a firm. The aim of our study is to express whether innovation
and organization learning is effective as intermediate variable to the effects of IT capabilities at firm’s
performance. The opinion which claim
ASSESSING THE ROLE OF ATTRITION IN A DIVERSE WORKPLACE ENVIRONMENTIAEME Publication
The world of work is shifting from an agriculture-centered to an Industrial one,
from self-employed workers to salaried employees and our modern economies are
slowly transitioning towards collaboration and competition. Today, the boundaries of
contemporary organizations are blurring; information technologies are allowing
individuals and companies to set base away from cities; shared working spaces are
triggering new forms of collaborations between individuals and corporations. The
main purpose of this research is to find out the main causes which increase the
employee turnover in BPO companies and to find out the way to control attrition. The
study is descriptive in nature. The study was carried out in BPO companies. Mixed
methodology was used in this study. For analysis purpose chi-square, Rank
correlation and percentage method has been used.
Information System Success Framework based on Interpersonal Conflict Factors IJECEIAES
Information system success (ISS) has received considerable attention from researchers as it plays an important role in improving the efficiency and productivity of an organization. Several researchers have conducted empirical studies using numerous factors (e.g. organizational, technological, and individual factors) which affect the information system success. However, there are several factors which are related to interpersonal conflict which may affect information system success. The interpersonal conflict is a critical dimension which can greatly influence information system success in a competitive environment such as the financial sector. Therefore, this study introduces a framework to investigate the influence of interpersonal conflict factors on information system success in the Ministry of Finance, Yemen. The study employed a quantitative method which consists of the following steps: survey design, data collection and data analysis. A sample size comprising 130 employees were distributed in the Ministry of Finance, Yemen. Questionnaires were used to collect data from this sample. Data analysis (reliability, validity, correlation and factor analysis) has been carried out using SPSS. In addition, structural equation modelling (SEM) has been used for evaluation the research model. Based on the experimental results, the findings in this study revealed that the interpersonal factors (interference, disagreement and instability) significantly negatively (at 0.05 level of significance) influence user satisfaction of information system success.
Investigating the influence of service training reward system and empowerment...csandit
The current study focuses on the investigation of the relationship between variables training,
reward, empowerment and job satisfaction of the employees and the influence of job satisfaction
on the organizational commitment. In so doing, the relationship between super pattern variables
was considered on the basis of some theoretical principles. This is a correlative study in which
the path analysis model is used, because it is possible to investigate direct and indirect paths
through such model. Population included all employees of Ilam’s telecommunications company
among whom 190 ones were selected as the sample by use of randomized sampling model. Data
was gathered using five standard questionnaires. The reliability and admissibility of the
questionnaires was evaluated by use of Coronbach’s and explorative factor analysis. In order
to test the available pattern, the path analysis technique was used. Results show that there is a
meaningful relationship between the above mentioned variables.
Submission Deadline: 30th September 2022
Acceptance Notification: Within Three Days’ time period
Online Publication: Within 24 Hrs. time Period
Expected Date of Dispatch of Printed Journal: 5th October 2022
MODELING AND ANALYSIS OF SURFACE ROUGHNESS AND WHITE LATER THICKNESS IN WIRE-...IAEME Publication
White layer thickness (WLT) formed and surface roughness in wire electric discharge turning (WEDT) of tungsten carbide composite has been made to model through response surface methodology (RSM). A Taguchi’s standard Design of experiments involving five input variables with three levels has been employed to establish a mathematical model between input parameters and responses. Percentage of cobalt content, spindle speed, Pulse on-time, wire feed and pulse off-time were changed during the experimental tests based on the Taguchi’s orthogonal array L27 (3^13). Analysis of variance (ANOVA) revealed that the mathematical models obtained can adequately describe performance within the parameters of the factors considered. There was a good agreement between the experimental and predicted values in this study.
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The need for the study of COVID Impact among the Employee of IT Industry had been considered as very critical at this moment. Any IT industry believes in the principle of 4Ps namely PROCESS, PEOPLE, PARTNERS and PRODUCTS. The Process deals with the flow of business in way of operating to meet the client needs. The PRODUCTS deals with the outcome of the PROCESS to satisfy the need of the Customer. The PARTNERS are the souls of winning the business who are the customers / clients who would purchase our products and in turn pays for our income. The PEOPLE are the highly critical component who are the hearts of the EMPLOYEE who work out the requirements at all levels and converts the expectation into realized benefits to organization and to us. Hence this study deals with how the COVID had impacted the employees of IT Industry and the recommended a remediation plan to act upon the critical situations wisely well in advance.
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Despite, Bangladesh produces many IT graduates each year but only one tenth of total graduates contribute in IT development sector. In order to keep the contribution to economy through IT development, it is crucial for IT industry to know the factors that influence turn away of IT graduates. In this paper, building upon role stress theory, we develop a research model to explore the influence of workplace exhaustion and threat of professional obsolescence (TPO). Data were gathered from 185 IT professionals from 15 different IT companies through survey questionnaire. The structural equation modelling technique was used to test the paths. The results suggests that strong influence of TPO on turn-away intentions. Result also suggests significant roles of work overload, family-career conflict and control over career and workplace exhaustion on turn away intention. This paper contributes to the body of work dedicated to helping us better understand the turn away behaviour from the workplace exhaustion and TPO perspectives. From the viewpoint of practice, this research sheds light on some of the challenges that the IT industry might face when making strategy and policy to control turn away from IT profession in Bangladesh.
Factors Influencing Non-Teaching Employees’ Performance in Kenya: A Case Stud...paperpublications3
Abstract: The study aimed at analyzing the factors influencing non-teaching employees’ performance in Kitale National Polytechnic. Non-teaching employees play a significant role in achieving the goals of an institution. The study was guided by the following research objectives: -to examine the effect of training on non-teaching employee’s performance at Kitale National Polytechnic, to analyze the effect of organization culture on non-teaching employee’s performance at Kitale National Polytechnic, to determine the effect of working environment on non-teaching employee’s performance at Kitale National Polytechnic and to evaluate the effect of motivation on non-teaching employee’s performance at Kitale National Polytechnic. The study was conducted through a descriptive research design. Sixty one non-teaching employees of Kitale National Polytechnic were the target population. The whole population formed the sample size. A questionnaire was the main tool for primary data collection. Descriptive and inferential statistics and regression analysis were used in interpreting the collected data. The study will be able to answer the hurdles that non-teaching employees face while performing their tasks. The findings established in this study will create a path to improved performance of non-teaching employees not only in Kitale National Polytechnic but all the national polytechnics in Kenya.
A Study on Employee Perception towards Organisational Climate and HR Practice...ijtsrd
Organization climate refers to the quality of working environment. Organizational climate is determined by member characteristics i.e., age, qualifications, experience, gender etc. Apart from this there are several other organizational variables which also influence organizational climate namely communication, support system, reward system, conflict resolution, participation in decision making. Human resource management plays an important role and largely determines a firm’s success and failure. HRM is broadly defined as the area of professional practice and organizational activities. This study reveals significant differences in employees’ perception of organizational climate and HR practices across demographic and organizational variables. This survey was passed in IT companies in Chennai. The research design used for this study is descriptive in nature. Sampling technique adopted for this study is Convince sampling, non probability sampling. Data collection is made with primary data and secondary data in this study. The primary data were collected through questionnaire by means of mailing with the employees. The source of secondary data was website, journals, and research paper. The tool used for analysing and interpreting the variables is percentage analysis, chi square test in SPSS, and regression analysis in SPSS. Dr. G. Balamurugan | K. Parthasarathi "A Study on Employee Perception towards Organisational Climate and HR Practices in it Companies at Chennai" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-6 | Issue-5 , August 2022, URL: https://www.ijtsrd.com/papers/ijtsrd50425.pdf Paper URL: https://www.ijtsrd.com/management/business-administration/50425/a-study-on-employee-perception-towards-organisational-climate-and-hr-practices-in-it-companies-at-chennai/dr-g-balamurugan
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The research project entitled ‘Reduction of Employee Attrition’ is an attempt to understand the opinion and attitudes of the various categories of employees of IT sector towards the reduction of employee attrition in the organisations. Employee attrition is a serious issue, especially in today’s knowledge-driven marketplace where employees are the most important human capital assets, attrition directly or indirectly impacts on organization’s competitive advantage.
A STUDY ON EMPLOYEE PERCEPTION TOWARDS ORGANISATIONAL COMMITMENT AND ITS IMPA...IAEME Publication
The organizations in both public and private sectors have been putting their efforts toward creating performance culture, which is characterized by a search for strategies to improve the contribution of both individuals and organizations to enhance the performance. The Organizational Commitment is found to be one of the factors associated with enhancing Job Performance. Higher affective Commitment towards an organisation is considered an important determinant of dedication and loyalty. Affectively committed employees considered to be having a sense of belonging and identification exhibit their increased involvement in organisation’s activities and their desire to perform well in the organisation. The perception that organisation values their wellbeing evidently led employees’ to identify the organization’s wellbeing with their own. This study portrait the behavioral aspects of the employees of the firm, exhibiting their commitment to the organization.
The greater challenges of work and personal aspects of life have intensified the
work life balance scenario. Employee engagement and retention has emerged as an
important as well as critical tool in today’s business. So in order to maintain a
equilibrium between personal and professional life, organizations should formulate
policies that manage better; any work related stress, tensions or conflict arising at the
workplace. The study is based on Literature Review and Secondary data collected from
selected papers analyzed and a conceptual framework has been established depicting
the reason behind work-life imbalance. This study investigates the factors responsible
for work life balance and what are the challenges involved in the manufacturing sector.
It was suggested that the employers must consider work life balance programs on the
basis of policies they formulate, benefits they provide and services they render.
Additionally policies and strategies must be constituted such that it can modify an
employee’s perception about his employer and they tend to stay in the organization for a
longer period of time. It provides a scope for future direction to various researchers,
policy makers and also academicians in this field
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This research aim is to study the impact of training on performance of employees. There are various factors like training, motivation, technology, management behavior, working environment, where each factor contributes to overall employee performance. Highly contributing factors are those having relative importance given by employees. This study concludes that training contributes greatly to employee’s performance in comparison with other factors like motivation, technology, management behavior, working environment. There is positive relationship between the employee’s performance and training and motivation. The study shows that training and motivation has positive impact on performance of employees. This study concludes that organization having good training plans for employees can enhance the performance of employees with references to Information sector in selected employees in Chennai.
A comprehensive study of Employee Engagement: Contemplating 7-D model in view...IJAEMSJORNAL
The study has been initiated to unfold the conceptual reality of a commonly used terminology in organization behavior study- employee engagement. The engagement of employees towards an organization is determined by their affective, cognitive and behavioural attributes which are in turn linked with various internal and external factors. These factors are identified and presented in various models with specific focus areas. The employee engagement index, the measuring indicator, is a reflection of multiple self-determining factors. This study unveiled the factors while analyzing the annual reports for FY 2018-19 of NIFTY 50 companies. The key focus areas have been identified and an all-encompassing 7-Dimensional model has been proposed to determine the objective-oriented factors to prepare relevant questionnaires for ascertaining Employee Engagement Index.
Today, in the rapidly emerging globalization process, increasing the competitiveness of enterprises
depends on increasing of their firm performance. Although there are many methods and techniques affecting
firm performance, Information technology (IT) capabilities has become one of the most widely used method,
especially in dealing with supply chain matters of a firm. The aim of our study is to express whether innovation
and organization learning is effective as intermediate variable to the effects of IT capabilities at firm’s
performance. The opinion which claim
ASSESSING THE ROLE OF ATTRITION IN A DIVERSE WORKPLACE ENVIRONMENTIAEME Publication
The world of work is shifting from an agriculture-centered to an Industrial one,
from self-employed workers to salaried employees and our modern economies are
slowly transitioning towards collaboration and competition. Today, the boundaries of
contemporary organizations are blurring; information technologies are allowing
individuals and companies to set base away from cities; shared working spaces are
triggering new forms of collaborations between individuals and corporations. The
main purpose of this research is to find out the main causes which increase the
employee turnover in BPO companies and to find out the way to control attrition. The
study is descriptive in nature. The study was carried out in BPO companies. Mixed
methodology was used in this study. For analysis purpose chi-square, Rank
correlation and percentage method has been used.
Information System Success Framework based on Interpersonal Conflict Factors IJECEIAES
Information system success (ISS) has received considerable attention from researchers as it plays an important role in improving the efficiency and productivity of an organization. Several researchers have conducted empirical studies using numerous factors (e.g. organizational, technological, and individual factors) which affect the information system success. However, there are several factors which are related to interpersonal conflict which may affect information system success. The interpersonal conflict is a critical dimension which can greatly influence information system success in a competitive environment such as the financial sector. Therefore, this study introduces a framework to investigate the influence of interpersonal conflict factors on information system success in the Ministry of Finance, Yemen. The study employed a quantitative method which consists of the following steps: survey design, data collection and data analysis. A sample size comprising 130 employees were distributed in the Ministry of Finance, Yemen. Questionnaires were used to collect data from this sample. Data analysis (reliability, validity, correlation and factor analysis) has been carried out using SPSS. In addition, structural equation modelling (SEM) has been used for evaluation the research model. Based on the experimental results, the findings in this study revealed that the interpersonal factors (interference, disagreement and instability) significantly negatively (at 0.05 level of significance) influence user satisfaction of information system success.
Investigating the influence of service training reward system and empowerment...csandit
The current study focuses on the investigation of the relationship between variables training,
reward, empowerment and job satisfaction of the employees and the influence of job satisfaction
on the organizational commitment. In so doing, the relationship between super pattern variables
was considered on the basis of some theoretical principles. This is a correlative study in which
the path analysis model is used, because it is possible to investigate direct and indirect paths
through such model. Population included all employees of Ilam’s telecommunications company
among whom 190 ones were selected as the sample by use of randomized sampling model. Data
was gathered using five standard questionnaires. The reliability and admissibility of the
questionnaires was evaluated by use of Coronbach’s and explorative factor analysis. In order
to test the available pattern, the path analysis technique was used. Results show that there is a
meaningful relationship between the above mentioned variables.
Similar to ATTRITION IN THE IT INDUSTRY DURING COVID-19 PANDEMIC: LINKING EMOTIONAL INTELLIGENCE AND TALENT MANAGEMENT PROCESSES (20)
Submission Deadline: 30th September 2022
Acceptance Notification: Within Three Days’ time period
Online Publication: Within 24 Hrs. time Period
Expected Date of Dispatch of Printed Journal: 5th October 2022
MODELING AND ANALYSIS OF SURFACE ROUGHNESS AND WHITE LATER THICKNESS IN WIRE-...IAEME Publication
White layer thickness (WLT) formed and surface roughness in wire electric discharge turning (WEDT) of tungsten carbide composite has been made to model through response surface methodology (RSM). A Taguchi’s standard Design of experiments involving five input variables with three levels has been employed to establish a mathematical model between input parameters and responses. Percentage of cobalt content, spindle speed, Pulse on-time, wire feed and pulse off-time were changed during the experimental tests based on the Taguchi’s orthogonal array L27 (3^13). Analysis of variance (ANOVA) revealed that the mathematical models obtained can adequately describe performance within the parameters of the factors considered. There was a good agreement between the experimental and predicted values in this study.
A STUDY ON THE REASONS FOR TRANSGENDER TO BECOME ENTREPRENEURSIAEME Publication
The study explores the reasons for a transgender to become entrepreneurs. In this study transgender entrepreneur was taken as independent variable and reasons to become as dependent variable. Data were collected through a structured questionnaire containing a five point Likert Scale. The study examined the data of 30 transgender entrepreneurs in Salem Municipal Corporation of Tamil Nadu State, India. Simple Random sampling technique was used. Garrett Ranking Technique (Percentile Position, Mean Scores) was used as the analysis for the present study to identify the top 13 stimulus factors for establishment of trans entrepreneurial venture. Economic advancement of a nation is governed upon the upshot of a resolute entrepreneurial doings. The conception of entrepreneurship has stretched and materialized to the socially deflated uncharted sections of transgender community. Presently transgenders have smashed their stereotypes and are making recent headlines of achievements in various fields of our Indian society. The trans-community is gradually being observed in a new light and has been trying to achieve prospective growth in entrepreneurship. The findings of the research revealed that the optimistic changes are taking place to change affirmative societal outlook of the transgender for entrepreneurial ventureship. It also laid emphasis on other transgenders to renovate their traditional living. The paper also highlights that legislators, supervisory body should endorse an impartial canons and reforms in Tamil Nadu Transgender Welfare Board Association.
BROAD UNEXPOSED SKILLS OF TRANSGENDER ENTREPRENEURSIAEME Publication
Since ages gender difference is always a debatable theme whether caused by nature, evolution or environment. The birth of a transgender is dreadful not only for the child but also for their parents. The pain of living in the wrong physique and treated as second class victimized citizen is outrageous and fully harboured with vicious baseless negative scruples. For so long, social exclusion had perpetuated inequality and deprivation experiencing ingrained malign stigma and besieged victims of crime or violence across their life spans. They are pushed into the murky way of life with a source of eternal disgust, bereft sexual potency and perennial fear. Although they are highly visible but very little is known about them. The common public needs to comprehend the ravaged arrogance on these insensitive souls and assist in integrating them into the mainstream by offering equal opportunity, treat with humanity and respect their dignity. Entrepreneurship in the current age is endorsing the gender fairness movement. Unstable careers and economic inadequacy had inclined one of the gender variant people called Transgender to become entrepreneurs. These tiny budding entrepreneurs resulted in economic transition by means of employment, free from the clutches of stereotype jobs, raised standard of living and handful of financial empowerment. Besides all these inhibitions, they were able to witness a platform for skill set development that ignited them to enter into entrepreneurial domain. This paper epitomizes skill sets involved in trans-entrepreneurs of Thoothukudi Municipal Corporation of Tamil Nadu State and is a groundbreaking determination to sightsee various skills incorporated and the impact on entrepreneurship.
DETERMINANTS AFFECTING THE USER'S INTENTION TO USE MOBILE BANKING APPLICATIONSIAEME Publication
The banking and financial services industries are experiencing increased technology penetration. Among them, the banking industry has made technological advancements to better serve the general populace. The economy focused on transforming the banking sector's system into a cashless, paperless, and faceless one. The researcher wants to evaluate the user's intention for utilising a mobile banking application. The study also examines the variables affecting the user's behaviour intention when selecting specific applications for financial transactions. The researcher employed a well-structured questionnaire and a descriptive study methodology to gather the respondents' primary data utilising the snowball sampling technique. The study includes variables like performance expectations, effort expectations, social impact, enabling circumstances, and perceived risk. Each of the aforementioned variables has a major impact on how users utilise mobile banking applications. The outcome will assist the service provider in comprehending the user's history with mobile banking applications.
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Technology upgradation in banking sector took the economy to view that payment mode towards online transactions using mobile applications. This system enabled connectivity between banks, Merchant and user in a convenient mode. there are various applications used for online transactions such as Google pay, Paytm, freecharge, mobikiwi, oxygen, phonepe and so on and it also includes mobile banking applications. The study aimed at evaluating the predilection of the user in adopting digital transaction. The study is descriptive in nature. The researcher used random sample techniques to collect the data. The findings reveal that mobile applications differ with the quality of service rendered by Gpay and Phonepe. The researcher suggest the Phonepe application should focus on implementing the application should be user friendly interface and Gpay on motivating the users to feel the importance of request for money and modes of payments in the application.
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The prototype of a voice-based ATM for visually impaired using Arduino is to help people who are blind. This uses RFID cards which contain users fingerprint encrypted on it and interacts with the users through voice commands. ATM operates when sensor detects the presence of one person in the cabin. After scanning the RFID card, it will ask to select the mode like –normal or blind. User can select the respective mode through voice input, if blind mode is selected the balance check or cash withdraw can be done through voice input. Normal mode procedure is same as the existing ATM.
IMPACT OF EMOTIONAL INTELLIGENCE ON HUMAN RESOURCE MANAGEMENT PRACTICES AMONG...IAEME Publication
There is increasing acceptability of emotional intelligence as a major factor in personality assessment and effective human resource management. Emotional intelligence as the ability to build capacity, empathize, co-operate, motivate and develop others cannot be divorced from both effective performance and human resource management systems. The human person is crucial in defining organizational leadership and fortunes in terms of challenges and opportunities and walking across both multinational and bilateral relationships. The growing complexity of the business world requires a great deal of self-confidence, integrity, communication, conflict and diversity management to keep the global enterprise within the paths of productivity and sustainability. Using the exploratory research design and 255 participants the result of this original study indicates strong positive correlation between emotional intelligence and effective human resource management. The paper offers suggestions on further studies between emotional intelligence and human capital development and recommends for conflict management as an integral part of effective human resource management.
VISUALISING AGING PARENTS & THEIR CLOSE CARERS LIFE JOURNEY IN AGING ECONOMYIAEME Publication
Our life journey, in general, is closely defined by the way we understand the meaning of why we coexist and deal with its challenges. As we develop the "inspiration economy", we could say that nearly all of the challenges we have faced are opportunities that help us to discover the rest of our journey. In this note paper, we explore how being faced with the opportunity of being a close carer for an aging parent with dementia brought intangible discoveries that changed our insight of the meaning of the rest of our life journey.
A STUDY ON THE IMPACT OF ORGANIZATIONAL CULTURE ON THE EFFECTIVENESS OF PERFO...IAEME Publication
The main objective of this study is to analyze the impact of aspects of Organizational Culture on the Effectiveness of the Performance Management System (PMS) in the Health Care Organization at Thanjavur. Organizational Culture and PMS play a crucial role in present-day organizations in achieving their objectives. PMS needs employees’ cooperation to achieve its intended objectives. Employees' cooperation depends upon the organization’s culture. The present study uses exploratory research to examine the relationship between the Organization's culture and the Effectiveness of the Performance Management System. The study uses a Structured Questionnaire to collect the primary data. For this study, Thirty-six non-clinical employees were selected from twelve randomly selected Health Care organizations at Thanjavur. Thirty-two fully completed questionnaires were received.
Living in 21st century in itself reminds all of us the necessity of police and its administration. As more and more we are entering into the modern society and culture, the more we require the services of the so called ‘Khaki Worthy’ men i.e., the police personnel. Whether we talk of Indian police or the other nation’s police, they all have the same recognition as they have in India. But as already mentioned, their services and requirements are different after the like 26th November, 2008 incidents, where they without saving their own lives has sacrificed themselves without any hitch and without caring about their respective family members and wards. In other words, they are like our heroes and mentors who can guide us from the darkness of fear, militancy, corruption and other dark sides of life and so on. Now the question arises, if Gandhi would have been alive today, what would have been his reaction/opinion to the police and its functioning? Would he have some thing different in his mind now what he had been in his mind before the partition or would he be going to start some Satyagraha in the form of some improvement in the functioning of the police administration? Really these questions or rather night mares can come to any one’s mind, when there is too much confusion is prevailing in our minds, when there is too much corruption in the society and when the polices working is also in the questioning because of one or the other case throughout the India. It is matter of great concern that we have to thing over our administration and our practical approach because the police personals are also like us, they are part and parcel of our society and among one of us, so why we all are pin pointing towards them.
A STUDY ON TALENT MANAGEMENT AND ITS IMPACT ON EMPLOYEE RETENTION IN SELECTED...IAEME Publication
The goal of this study was to see how talent management affected employee retention in the selected IT organizations in Chennai. The fundamental issue was the difficulty to attract, hire, and retain talented personnel who perform well and the gap between supply and demand of talent acquisition and retaining them within the firms. The study's main goals were to determine the impact of talent management on employee retention in IT companies in Chennai, investigate talent management strategies that IT companies could use to improve talent acquisition, performance management, career planning and formulate retention strategies that the IT firms could use. The respondents were given a structured close-ended questionnaire with the 5 Point Likert Scale as part of the study's quantitative research design. The target population consisted of 289 IT professionals. The questionnaires were distributed and collected by the researcher directly. The Statistical Package for Social Sciences (SPSS) was used to collect and analyse the questionnaire responses. Hypotheses that were formulated for the various areas of the study were tested using a variety of statistical tests. The key findings of the study suggested that talent management had an impact on employee retention. The studies also found that there is a clear link between the implementation of talent management and retention measures. Management should provide enough training and development for employees, clarify job responsibilities, provide adequate remuneration packages, and recognise employees for exceptional performance.
INFLUENCE OF TALENT MANAGEMENT PRACTICES ON ORGANIZATIONAL PERFORMANCE A STUD...IAEME Publication
By implementing talent management strategy, organizations would have the option to retain their skilled professionals while additionally working on their overall performance. It is the course of appropriately utilizing the ideal individuals, setting them up for future top positions, exploring and dealing with their performance, and holding them back from leaving the organization. It is employee performance that determines the success of every organization. The firm quickly obtains an upper hand over its rivals in the event that its employees having particular skills that cannot be duplicated by the competitors. Thus, firms are centred on creating successful talent management practices and processes to deal with the unique human resources. Firms are additionally endeavouring to keep their top/key staff since on the off chance that they leave; the whole store of information leaves the firm's hands. The study's objective was to determine the impact of talent management on organizational performance among the selected IT organizations in Chennai. The study recommends that talent management limitedly affects performance. On the off chance that this talent is appropriately management and implemented properly, organizations might benefit as much as possible from their maintained assets to support development and productivity, both monetarily and non-monetarily.
A STUDY OF VARIOUS TYPES OF LOANS OF SELECTED PUBLIC AND PRIVATE SECTOR BANKS...IAEME Publication
Banking regulations act of India, 1949 defines banking as “acceptance of deposits for the purpose of lending or investment from the public, repayment on demand or otherwise and withdrawable through cheques, drafts order or otherwise”, the major participants of the Indian financial system are commercial banks, the financial institution encompassing term lending institutions. Investments institutions, specialized financial institution and the state level development banks, non banking financial companies (NBFC) and other market intermediaries such has the stock brokers and money lenders are among the oldest of the certain variants of NBFC and the oldest market participants. The asset quality of banks is one of the most important indicators of their financial health. The Indian banking sector has been facing severe problems of increasing Non- Performing Assets (NPAs). The NPAs growth directly and indirectly affects the quality of assets and profitability of banks. It also shows the efficiency of banks credit risk management and the recovery effectiveness. NPA do not generate any income, whereas, the bank is required to make provisions for such as assets that why is a double edge weapon. This paper outlines the concept of quality of bank loans of different types like Housing, Agriculture and MSME loans in state Haryana of selected public and private sector banks. This study is highlighting problems associated with the role of commercial bank in financing Small and Medium Scale Enterprises (SME). The overall objective of the research was to assess the effect of the financing provisions existing for the setting up and operations of MSMEs in the country and to generate recommendations for more robust financing mechanisms for successful operation of the MSMEs, in turn understanding the impact of MSME loans on financial institutions due to NPA. There are many research conducted on the topic of Non- Performing Assets (NPA) Management, concerning particular bank, comparative study of public and private banks etc. In this paper the researcher is considering the aggregate data of selected public sector and private sector banks and attempts to compare the NPA of Housing, Agriculture and MSME loans in state Haryana of public and private sector banks. The tools used in the study are average and Anova test and variance. The findings reveal that NPA is common problem for both public and private sector banks and is associated with all types of loans either that is housing loans, agriculture loans and loans to SMES. NPAs of both public and private sector banks show the increasing trend. In 2010-11 GNPA of public and private sector were at same level it was 2% but after 2010-11 it increased in many fold and at present there is GNPA in some more than 15%. It shows the dark area of Indian banking sector.
EXPERIMENTAL STUDY OF MECHANICAL AND TRIBOLOGICAL RELATION OF NYLON/BaSO4 POL...IAEME Publication
An experiment conducted in this study found that BaSO4 changed Nylon 6's mechanical properties. By changing the weight ratios, BaSO4 was used to make Nylon 6. This Researcher looked into how hard Nylon-6/BaSO4 composites are and how well they wear. Experiments were done based on Taguchi design L9. Nylon-6/BaSO4 composites can be tested for their hardness number using a Rockwell hardness testing apparatus. On Nylon/BaSO4, the wear behavior was measured by a wear monitor, pinon-disc friction by varying reinforcement, sliding speed, and sliding distance, and the microstructure of the crack surfaces was observed by SEM. This study provides significant contributions to ultimate strength by increasing BaSO4 content up to 16% in the composites, and sliding speed contributes 72.45% to the wear rate
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https://bit.ly/BabeSideDoll4u Babeside is a company that specializes in creating handcrafted reborn dolls. These dolls are designed to be incredibly lifelike, with realistic skin tones and hair, and they have become increasingly popular among collectors and those who use them for therapeutic purposes. At Babeside, we believe that our reborn dolls can provide comfort and healing to anyone who needs it.
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In addition to their physical benefits, reborn dolls can also offer emotional support. For many people, having something to care for and nurture can bring a sense of purpose and fulfillment. Reborn dolls can also serve as a reminder of happy memories or loved ones who have passed away.
Welcome to the Program Your Destiny course. In this course, we will be learning the technology of personal transformation, neuroassociative conditioning (NAC) as pioneered by Tony Robbins. NAC is used to deprogram negative neuroassociations that are causing approach avoidance and instead reprogram yourself with positive neuroassociations that lead to being approach automatic. In doing so, you change your destiny, moving towards unlocking the hypersocial self within, the true self free from fear and operating from a place of personal power and love.
2. Attrition in the IT Industry During Covid-19 Pandemic: Linking Emotional Intelligence and
Talent Management Processes
https://iaeme.com/Home/journal/IJM 3874 editor@iaeme.com
Cite this Article: S. Vidhya and P. Kothai, Attrition in the IT Industry During Covid-
19 Pandemic: Linking Emotional Intelligence and Talent Management Processes,
International Journal of Management (IJM), 11(11), 2020, pp. 3873-3887.
https://iaeme.com/Home/issue/IJM?Volume=11&Issue=11
1. INTRODUCTION
Employee retention and resignation are more crucial as like two sides of the same coin. An
adverse effect was generated by the effectiveness of employees’ resignations on the
organization [1]. Owing to COVID-19, a great disruption was witnessed recently in the working
environment. The apparent change in employee attitude along with the exponential elevation
of mass resignation cases was initiated that left businesses struggling to acquire and retaining
talent. And, another major reason for this increase in resignation rate is the change in workplace
culture. Job insecurity and lack of reorganization, failure to recognize employees, and high
levels of innovation are the other factors driving the resignation rate. Huge attrition was
witnessed by India in the last 20 years. 48% of U.S. workers from all job types were not
engaged or actively disengaged in the month of May 2020 leading to 3.6 million resignations.
And, higher levels of resignation were faced by the organization that was not ready to offer
better employee benefits, flexible work schedules. The IT industry employees containing a
higher percentage of engineering along with technical employees are mainly affected. The
increase in attrition rate was combated by the EI along with TM process. The skills and abilities
enabling awareness of the emotional states of oneself and others along with the capacity to
regulate or utilized emotions to influence the role performance positively by utilizing emotions
of his/her own or others are referred to as an EI [2, 3]. Four connected emotional skills
encompassing EI [4,and 5] are
Perception
Absorption
Recognition and management of self
Others emotion
Anger, fear, jealousy, anxiety, and other negative emotions were experienced by the
employees along with others who were low on EI when confronted with issues. Same negative
emotions were less experienced by the people high on EI. But, these potentially disruptive
feelings were successfully handled by their ability to regulate their emotions. The emotions are
regulated by people high on EI to excel at work as well as in life. They also execute empathic
prosocial behaviors [6, 7, and 8]. The people skilled in signifying personal together with social
capabilities, like resilience, empathy, together with self-awareness in their dealings with
management, colleagues, along with customers are employed to generate beneficial outcomes,
which was appreciated by many organizations [9, 10]. A critical success factor increasingly
identified within organizations is the TM in the 21st century decade. It becomes vital
managerial preoccupation in this greatly dynamic along with the frequently vague market
environment. New innovative approaches to the development along with the deployment of
human resources were requisite in the contemporary business environment that was largely
driven by TM [11, 12]. By linking EI along with TM processes within the IT industry, the
effects of increase in attrition rate are analyzed in the presented research model. The increasing
resignation rate and EI and TM in the IT industry were analyzed by conducting a well-structured
questionnaire survey. Figure 1 shows the graphical representation of EI along with TM.
3. S. Vidhya and P. Kothai
https://iaeme.com/Home/journal/IJM 3875 editor@iaeme.com
Figure 1 A key to successful organization by emotional intelligence and talent management
The presented research’s structure is signified as follows, in section 2 the existing research
is given, in section 3 the proposed research methodology is described, in section 4 the
methodology’s result values are explained, and the work is concluded in section 5 along with
future enhancement.
2. RELATED WORKS
Muhammad Asrar-ul-Haq et al. [13] examined the EI’s impact on teachers' Job Performance
(JP) in Pakistan’s education sector. From universities’ 166 teachers, the sample was gathered
here. The EI relationship between the teacher’s JP was examined . The reliability along with
the validity of variables was tested by utilizing a measurement scheme of Partial Least Square
in Structural Equation Modelling (PLS-SEM). The outcomes exhibited that significant
importance was made by EI on the teacher’s JP. Also, the outcomes revealed that a positive
along with noteworthy relationship was made by self-confidence, emotional self-awareness,
achievement, and conflict management with the teacher’s JP. But, variation in outcomes was
found in other sectors as this approach only concentrated on the educational sector of Pakistan.
Ji Wen et al. [14] intended to analyze the EI and Emotional Labour (EL) on Job Satisfaction
(JSF) in a Moderated Mediation Model (MMM). The EI strategies are propounded by MMM
as a mediator between the JSF along with EI and organization support. 279 Chinese hotel
employees from seven hotels in South China were utilized for data collection. The outcomes
suggest that EI partially mediated the deep acting on JSF while surface acting did not mediate.
The mediation of EI, JSF, and deep acting was effectively moderated by organizational support.
The averaging item technique was utilized to combine the items in the same factor; however,
some variance along with information was removed by this technique.
Chao Miao et al. [15] investigated the influences of leader emotions on subordinating task
performance along with Organizational Citizenship Behavior (OCB). A multiple regression
analysis was utilized to assess the EI incremental validity. After regulating the cognitive ability
and Big Five, the outcomes exhibits that leader's EI incremental validity was demonstrated by
meta-analysis along with predicting the subordinate's task performance and OCB. With higher
power distance, better uncertainty avoidance, restraint cultures, and a long-term orientation, the
relationship between the leader's EI and subordinates' OCB was stronger. However, low sample
size was contained in a few moderator subgroups in the meta-analysis without ruling out the
reverse causality's possibility.
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Buket Karatop et al. [16] intended to analyze the employee’s competency level along with
acquiring a yield as of the employee's optimal level. A fuzzy logic approach was utilized to
handle uncertainty along with vagueness in the TM assessment. Job-ability match and level of
perception were distinct for each employee. In crisp logic like black and white, the TM purposes
were usually evaluated. The outcomes suggest that an effective pairing of evaluation methods
and objective assessment along with more suitable candidates occurs with the right positions
that diminished employee turnover.
Abhishek Shukla and Rajeev Srivastava [17] explored the relationship between EI, Job
Stressors (JS), and socio-demographic variables. The EI moderating effect was examined on
the relationship between JS and social demographic variables. 564 retail employees in New
Delhi were used for data collection. The data was collected by descriptive statistics, hierarchical
multiple regression, and Pearson correlations along with testing the outcomes. The outcomes
indicated that the noteworthy influencing factor for JS than gender, age, education, marital
status, annual income, along with work experience was the trait EI. The employees with high
EI are elevated along with diminishing external stressors. However, the sample collected was
grounded in North India along with restricted by its cross-sectional design was the limitation
occurred.
Ye Hoon Lee and Packianathan Chelladurai [18] examined the relationships between EI,
JSF, coach burnout, and Turnover Intentions (TI) amongst high school athletic coaches. From
322 high school coaches in the United States, data was gathered. Confirmatory factor analysis
along with structural equation modeling was utilized to check the presented hypothesis. The
outcomes exhibited that a noteworthy impact on ‘3’ forms of EL was made by EI. A negative
association was shown by deep acting and genuine expression with coach burnt along with a
positive association with JSF. Furthermore, a positive association was exhibited by surface
acting with coach burnout, and a negative association was shown with JSF. The TI was
positively allied with coach burnout along with negatively linked with JSF. However, a low
response rate could limit the generalizability.
3. RESEARCH METHODOLOGY
The effects of increase in attrition rate were evaluated by conducting this study. The EI impacts
and the TM process were examined along with an understanding of the link between the EI and
TM within the IT industry. Here, a simple random sampling grounded on a well-structured
questionnaire and quantitative research was adopted by this methodology. The IT
organization’s employees located in Bangalore (India) were the source from which the data was
collected. As Bangalore is the residence of many national as well as international IT companies,
it is chosen as the study area. It is also named the 'silicon valley of India'. The chosen
respondents were provided with a total of 350 questionnaires. By utilizing the 5-point Likert
scale, the questionnaire is prepared. Only 303 respondents out of 350 respondents completed
the survey. The structured questions were not properly replied by the remaining 47 respondents.
Owing to incomplete along with biased responses, the remaining was discarded. Table 1
presented the questionnaire distribution and collection counts in the table format.
Table 1 Analysis of questionnaire distribution and the respondent collection count
Questionnaire distribution
count
Accepted response count Rejected response count
350 303 47
The team leaders at these firms were the prime source for the collected data. After that,
some informal questions concerning their work, satisfaction, along with intention to continue
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or turnover was enquired by approaching the employees through online Questioner form.
Complete anonymity combined with confidentiality was assured to them. Also, the details of
their colleagues who have quit their jobs in the last year or either working as a freelancer or an
entrepreneur are gathered. From papers, journals, books and reviews, and websites, secondary
data was collected. Then, analyzing the relationship between EI and TM variables occurs
Understanding the link between the EI and TM within the IT industry along with the impact
of EI on the TM process, and the impact of increase in attrition rate on employees' EI by
measuring the changes in competence levels and effective Human Resource Planning (HRP)
and overcoming the higher attrition rate is the main objective pondered in this research
methodology. Figure 2 exhibits the resignation of an employee’s graphical representation.
Figure 2 Analysis of self-reliance of employee resignation
Since the respondents diverged as of every age group, gender, education, work experience,
marital status, etc., the data was gathered as of the respondents by the simple random sampling
technique. The demographic variable encompassing respondents' age, education, gender, and
work experience are tapped by intricately designing the questionnaire. To elevate the
employee's performance along with the organization of an IT industry, information about the
factors is gathered. Table 2 shows selected respondents of demographic characteristics analysis.
Table 2 Demographic characteristics of the respondents
(a)
Age Count Percentage
21-30 114 37.62
31-40 126 41.58
41-50 43 14.19
Above 50 20 6.60
(b)
Gender Count Percentage
Male 179 59.07
Female 124 40.92
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(c)
Education Count Percentage
Post graduate 140 46.20
Under graduate 163 53.79
(d)
Work experience Count Percentage
Less than 2 years 55 18.15
3-5 years 142 46.86
Above 5 years 106 34.98
Regarding age, gender, education, and work experience, the respondent’s details were
shown in the above table.
Age: In table 2 (a), the respondent’s age details are given. The respondents' majority are
presented under 31-40 age groups (i.e., 41.58 %) followed by 21-30 age groups (37.62 %), 41-
50 age groups(14.19 %), and a low percentage of 6.60 % were obtained by above 50 age groups.
Gender: The respondent’s gender is given in table 2 (b). Male and female are the gender
classification. The male respondent’s percentage is 59.07 and the female respondent’s
percentage is 40.92.
Education: The education detail of participants’ respondents was shown in table 2 (c). The
post-graduate and undergraduate education qualification is given. Here, 53.79 % of the
respondents were qualified under graduated along with the 112 respondents were qualified as
post-graduate (i.e. 43.57%).
Work experience: The respondent employees' working experience is shown in Table 2 (d).
The respondents below 2 years of experience are 55, which is 18.15 %. 142 respondents have
3-5 years experience which constitutes 46.86 % and the respondents above 5 years experience
are 106, which is 34.98%. The respondents' working experience is majorly about 3 to 5 years.
Figure 3 exhibits the graphical representation,
(a)
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(b)
(c)
(d)
Figure 3 Graphical representation of (a) ages (b) Gender (c) Education (d) Work experience
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3.1 Emotional Intelligence and Job Stressors of IT Employees
Table 3 Analysis of the measure for EI and job stressors
Measure Mean SD Α
EI measure
Use of emotion 12.54 2.68 .912
Self emotion appraisal 12.25 2.83 .927
Regulation of emotion 13.18 2.45 .917
Other emotion appraisals 12.50 2.61 .926
Job stressors
Role expectation conflict 13.63 4.67 .919
Anxiety stress 13.41 3.23 .854
Time stress 10.60 3.41 .872
Work life balance 10.73 3.20 .869
Co-worker support 11.99 1.97 .882
By computing the mean, Standard Deviation (SD) along with reliability coefficient for the
EI measures as well as JS, Table 3 provides the measure of EI and JS. To investigate the
relationships between diverse variables, all variable’s means, SDs, and reliabilities were
determined. Emotion, self-emotion appraisal, emotion control, and other emotion appraisals are
the measures taken for EI. Role expectation conflict, anxiety stress, time stress, work-life
balance, and coworkers' support are the measures taken for the JS. A high mean score of 13.18
is attained by the regulation of emotion in the EI measure followed by the use of emotion
(12.54), other emotion appraisals (12.50), and self-emotion appraisal (12.25), which had the
lowest mean score when analogized to other EI measures. A high mean value of 13.63 was
attained by the Role expectation conflict, which outperformed the other JS measures, while
anxiety stress came in second with a mean value of 13.41, followed by coworkers' support
(11.99), work-life balance (10.73), and time stress (10.60).
3.2. Chi-Square Analysis of Factors of The Challenges Faced by The Employee
Table 4 Chi-square analysis for the employment status
Predictor variables Resigned employee (%) Current employee (%) p
Increased workload
demands
20 23 .32
Lack of personnel
protective equipment
17 15 .35
Managing personal needs
and family demands
22 29 .21
Lack of guidance to take
care of residents
6 7 .86
Understaffing 33 31 .45
Perceived stress level 34 30 .41
Lack of childcare 5 11 .02*
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Mean Mean p
Number of a non-work-
specific challenge
.93 .98 .38
Number of work-specific
challenges
1.11 1.11 .59
Perceived level of
preparedness
3.97 4.23 .00*
*p<.05
The chi-square analysis’ frequencies and p-values for difficulties specifically related to the
work are shown in Table 4 by employment status. For both the resigned and existing employees,
the analysis was computed. The two most often cited stressful work issues are understaffing
and elevated workload demands. Additionally, employees' difficult work-specific challenges
included managing personal requirements along with family demands. There was just one
statistically significant outcome from the Chi-square analysis of the stressful work-related
issues grounded on resignation status. The employees, who left their jobs by mentioning
childcare lack as a problem, were very less. The number of obstacles ranged from 0 to 5; Also,
the average number of stressful work-related together with non-work stress-related challenges
was 1. Grounded on the resignation status, no statistically noteworthy differences were
identified by the independent t-tests in the number of stressful non-work-specific difficulties,
stressful work-related issues, or the overall stress level. However, the independent-samples t-
test's findings exposed that a higher mean score on the preparation rating together with the two
communication quality indicators were attained by the current employees when compared to
the resigned employees.
3.3. Factor loadings and significant figures of questions for Attrition rate Analysis
Table 5 Confirmatory factor analysis
Statement Emotional
intelligence
Coefficients
(factor loadings)
Explained
variance
Significant
(t – value)
S1.
Overcoming emotions
and anger while
disagreement with
other colleagues
0.83 0.65 14.62
S2.
Respecting the ideas
of other colleagues
even if it’s not true
0.78 0.56 13.47
S3.
Describing my
emotions and feelings
to colleagues
0.78 0.56 13.23
S4.
Understanding the
feelings of other
colleagues
0.74 0.55 13.13
Statement Job satisfaction
Coefficients
(factor loadings)
Explained
variance
Significant efforts
b(t – value)
S5.
Satisfaction with the
salaries along with
benefits
0.84 0.65 14.05
S6.
Feeling valuable by
performing duties
0.88 0.78 17.33
S7. JSS 0.76 0.62 14.15
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Statement TI
Coefficients
(factor loadings)
Explained
variance
Significant
(t – value)
S8.
Searching for a new
job, next year
0.94 0.87 18.30
S9.
Possibility of job
desertion in case of
finding a new job
0.89 0.80 17.63
S10.
I think about my job
desertion
0.95 0.89 18.93
The confirmatory factor for EI, JSF, and turnover intentions are analyzed in Table 5. When
it comes to EI, the highest coefficient factor loading (0.83) was scored by statement S1 followed
by expressing my emotions and feelings to colleagues (0.78), respecting other co-workers' ideas
even if they are untrue (0.78), and understanding other co-workers' feelings (0.74). Identical
coefficient factors were obtained S2 and S3 here. When analogized to the other statement of
satisfaction with salaries and benefits and Job Security Satisfaction (JSS), high coefficient
factors (0.88) were attained by the feeling valuable by performing duties in JSF. Here, the JSS
was 0.76, and the coefficient factor for salary satisfaction was 0.84. Searching for a new job
next year, the possibility of job desertion in case of finding a new job, I think about my job
desertion are the statements analyzed in the turnover intention. Here, a large t-value of 18.93
and a high coefficient factor of 0.95 were attained by the statement “I think about my job”. And
the second-highest coefficient (0.94) was attained by the searching for a new job next year along
with a significant t-value of 18.30 followed by the statement desertion in case of finding a new
job attained 0.89 and the significant t-value is 17.63.
3.4. Effective Human Resource Planning and Reduce Employee’s Attrition Rate
Table 6 Analyze the factors to reduce employee’s attrition rate
Factors Factor loading
Organizational culture .838
Better Remuneration and Career Prospects .879
Perceptions of training & resources .786
Shift Timings & Week-offs .549
The factor loading with various factors is analyzed in the table above. Better remuneration
along with career opportunities have the largest factor loading, as per the result's analysis, which
indicates that salaries are the most crucial factors for any firm. When analogized with
organizational culture, perceptions of training and resources, shift timings, and weekdays off,
the highest factor loading (.879) was attained for better remuneration and career prospects. The
organization's further development might benefit from executing periodic appraisal programs.
And, the second-highest ranking was attained by the organizational culture with a factor loading
of .838. Importance for the employees affiliated with the organization was always provided by
it. That indicates the company will grow readily along with controlling the attrition if the culture
or working environment is good. A factor loading of.786 was achieved by the factor of
perceptions of resources and training. The organization should schedule periodic training for
the staff's betterment. If an employee has strong knowledge, they always perform better, and
they can be able to earn a favorable appraisal through this kind of activity. Week-offs and shift
times are additional significant aspects that can be easily managed. The week off and shift
timings loading factor is .549.
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4. RESULT AND DISCUSSION
Using descriptive analyses of the mean, SD, and correlation, this part analyses and discusses
the gathered respondents' data. The correlation coefficient between EI and psychological
distress was examined here. Additionally, a regression approach was used to construct and test
the hypothesis. And, to determine the competence level of an organization, Cronbach's alpha
was examined for the variables of organizational performance, EI, and TM.
4.1. Emotional Intelligence and Psychological Distress
Table 7: Analyzes of the correlation coefficient
1 2 3 4 5
Social skills 1 - - - -0.245***
Empathy 0.592***
1 0.642***
- -0.118*
Creative use of
emotions
0.591***
- 1 - -0.223***
Self-management of
emotions
0.482***
0.425***
0.486***
1 -0.358***
Psychological distress -
- - - 1
Mean 20.72 3.64 3.81 3.65 3.82
Standard deviation 6.53 0.71 0.65 0.62 0.63
***P < 0.001; **P < 0.01; *P < 0.05
The correlation coefficient for EI and psychological distress was analyzed in the above
table. The coefficient correlation of social skills, empathy, creative use of emotions, self-
management of emotions, and psychological distress was analyzed. The mean and SD for EI
and psychological distress were computed. A negative correlation was exhibited by social skills
with psychological distress -0.245***
. A positive relationship between social skills (0.592***
)
and creative use of emotions (0.642***
) was made by empathy and a negative correlation was
exhibited with psychological distress (-0.118*
). A positive relationship with social skills
(0.591***
) along with a negative relationship with psychological distress (-0.223***
) was made
by creative utilization of emotions. Social skills (0.482***
), empathy (0.425***
), creative use of
emotions (0.486***
) were positively correlated with self-management along with negatively
correlated with psychological distress (-0.358***). A high mean value of 20.72 was attained by
the social skills followed by psychological distress (3.82), creative use of emotions (3.81), self-
management of emotions (3.65), and empathy (3.64). 6.53 is the high SD attained by the social
skills along with attaining a low SD of 0.62 for self-management of emotions.
4.2. Testing of Hypothesis
The hypotheses are generated and tested to analyze the OP for effective HRP and overcoming
the higher attrition rate. The hypotheses are,
Hypothesis 1: There is a positive relationship between TM and EI.
Hypothesis 2: There is a positive relationship between TM and OP.
Hypothesis 3: There is a positive relationship between EI and OP.
Hypothesis 4: The relationship between TM and OP were mediated by the EI.
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Table 8 Analyzing Cronbach’s alpha for the variables for the impact of emotional intelligence on the
talent management process
Variables Mean SD Cronbach’s alpha
Strategies of TM 4.11 0.705 0.947
TD 4.05 0.736 0.885
TA 3.99 0.673 0.841
Talent development and
succession planning
3.82 0.797 0.876
TR 3.76 0.775 0.913
EI 3.94 0.832 0.897
Social awareness 3.66 0.875 0.796
Self-awareness 3.71 0.725 0.731
Self-management 3.69 0.683 0.899
RM 4.13 0.706 0.803
OP 4.57 0.828 0.915
Financial performance 4.13 0.825 0.899
Technical performance 3.91 0.762 0.943
Operational performance 3.86 0.693 0.782
A positive along with significant relationship was expressed by the relationship between
TM with EI, TM with OP, and EI with OP. The Cronbach's alpha was utilized to analyze the
talent of TM, EI, and OP strategies. The Cronbach's alpha values range from 0-1.0. The
acceptable coefficient value should range from 0.60 to 0.70 and at least 0.70 or higher. Talent
Development (TD), Talent Attraction (TA), TD and succession planning, and Talent Retention
(TR) are the strategies in TM. A high mean value of 4.05 is attained by the TD followed by TA
(3.99), TD and succession planning (3.82), and TR (3.76). Social awareness, self-awareness,
self-management, and Relationship Management (RM) are the strategies in EI. A high mean
value (4.13) was attained by the RM than the other strategies. The second highest mean value
was attained by the self-management strategies which are 3.71 followed by self-management
(3.69) and social awareness (3.71). Financial performance, technical performance, and
operational performance are the strategies in OP. The highest mean value of 4.13 along with
the Cronbach's value of 0.899 was attained by the financial performance followed by the
technical performance having a mean value of 3.91 and the Cronbach's value of 0.943. The
operational performance's mean value is 3.86 and the Cronbach's alpha is 0.782.
4.3. Regression analysis for understanding link between the talent management
and emotional intelligence in organizational performance
Table 9 Analysis of the link between the effect of TM and EI
Variables OP (Step 1) EI
(Step 2)
OP (Step 3) OP (Step 4)
Constant 4.286***
3.597***
4.075***
4.634**
TM 0.625***
0.499***
- 0.583***
EI - - 0.508***
0.313***
R 0.625 0.499 0.508 0.615
R2
0.384 0.249 0.255 0.376
Adj. R2
0.382 0.243 0.251 0.367
F-value 110.185***
92.471***
97.736***
90.225***
*** p≤ 0.01
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Several regression analyses were utilized to analyze and examine the variables and
coefficients. An analysis of a simple regression step was utilized to predict the dependent
variable, supporting the independent variables. Additionally, the mediator should be recognized
by the independent variable in the second stage. In the third phase, the dependent variable
should be recognized by the mediator. The independent variable along with the mediator is
supported by a multiple regression analysis that was utilized to predict the dependent variables
in the final phase. As seen in step 1, there was a significant correlation between the independent
variable TM and the dependent variable OP. The second hypothesis is therefore supported by
these observations. The null hypothesis was thus rejected. In the second step, the outcome
suggested a significant correlation between the independent variable of TM and mediator EI
(β=0.49, p< 0.001) that assisted the first hypothesis. The third step's outcome indicated a
significant correlation between the EI’s mediator and dependent variable OP (β=0.508,
p<0.001) that aids the 3rd
hypothesis. The OP’s dependent variable was predicted by the
multiple regression analysis finally along with regressing the independent variable of TM and
the mediator of EI together. In the first regression step, the outcomes indicated the direct effect
of TM on OP (β=0.625, p<0.001) that was diminished in the 4th
regression step and was still
substantial (β=0.583, p<0.001). The succeeding table exhibits the outcome’s analysis for the
hypothesis. 0.493***
was the path’s effect between TM and EI, 0.625***
was the path’s effect
between TM and OP, 0.508***
was the path’s effect between EI and OP along with 0.256***
was the path’s effect between TM, EI, and OP.
Table 10 Analyses the result of the hypothesis
Hypothesis Path Effect Result
H1 TM→EI 0.493***
Accepted
H2 TM→OP 0.625***
Accepted
H3 EI→OP 0.508***
Accepted
H4 TM→EI→OP 0.256***
Accepted
*** p≤0.001
5. CONCLUSION
Companies must have qualified managers and employees in today's competitive business
environment if they hope to survive. Companies also make an effort to retain these employees.
Important metrics that frequently cause an employee to resign are the organization's workforce
planning and strategy. In addition to having a significant impact on future employee retention
rates among current staff, JSF, employee engagement, and the company's capacity to recruit
outstanding individuals, the employees leave their existing roles. New heights were continually
reached by employee resignation rates without showing a sign of abating. This study links EI
to TM procedures within the IT sector to examine the employees resignation rate effects. The
questionnaire distribution and collection is the concept on which the research investigation
relies. 350 participants were given the questionnaire, and 303 of their responses were pondered
in the study. All of the parameters were required by the descriptive statistics that encompassed
mean, SD, and correlation. Simple statistical tools like percentage analysis together with Chi-
square analysis were employed to examine the data interpretation. The findings of this study
demonstrate that employee performance and OP were elevated by the TM and EI. By pondering
more populations for examining the attrition rate, the effect of EI on the TM process, along with
elevating the item count, this study can be extended in the future. This study recommends
conflict management as a crucial component of efficient human resource management and aids
management to forge stronger working relationships and offers some recommendations for
integrating EI into TM for effective HRP and overcoming the higher attrition rate.
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