Performance management is considered to be a most significant HR process and has gained significant attention from both researchers and practitioners owing to its complexities and perceived problems. This research focuses on the satisfaction of employees with their employer’s performance management system in the context of the IT industry of India. IT companies represent a challenge for managers and employees, as knowledge workers are often asked to address multiple goals and projects simultaneously. Since managing the performance of knowledge workers has unique complexities, this research work is intended to shed light on the satisfaction of IT professionals related to the major dimensions of the performance management process: performance planning, feedback and coaching, performance review and outcomes (or consequences). Also, the article aims to explore the challenges faced by employees during the implementation of a performance management system. The findings of this study have implications for the working of IT organizations to improve the effectiveness of efforts to manage knowledge workers.
PurposeAlthough existing literature abounds with actual diversity research, there is scant work on perceived diversity. This research aims to investigate the impact of employees' perception of workplace diversity on job satisfaction and turnover intentions. Further, the research analyses the gender-moderating effect between the hypothesized connection.Design/methodology/approachCurrent research work uses a structural equation modeling (SEM) approach to analyze the hypothesized connection with 222 full-time employees working in the Indian service sector.FindingsStudy results showed that employees' perception of workplace diversity has a significant negative impact on job satisfaction, while having a significant positive effect on employees' turnover intentions. Moreover, employees' perception of workplace diversity does not vary across gender.Originality/valueThough research work on perceived diversity is scant and growing at a slow pace, the current study adds to the diversity studies by assessing diversity through employees' perceptions instead of gleaning the actual diversity index.
Women are under-represented at top-level positions despite increasing women empowerment and participation, and decelerating gender discrimination in India. Women must go through various obstacles in order to reach to senior- or top-level positions in their professional life. Since there are many impediments that a woman must overcome to get career success, however, this study focuses on the impediments that women face due to organizational and family impediment. The current research article aims to evaluate whether lack of mentoring, perceived organizational support (POS), and family responsibilities impact the perceived career success (PCS) of women in the Indian Information Technology (IT) sector. Data in this regard have been collected using a structured questionnaire and a total of 292 respondents have been analysed. In order to examine the impact of these impediments on the perceived career success of women, the method of structural equation modelling (SEM), has been used. Findings of the study reveal that each of the independent variables significantly impacts the perceived career success of women which works as a wake-up call for women executives that they must overcome these impediments to advance their career smoothly.
Ever since there have been a lot of challenges that a woman has to go through to make her career a success. The study focuses on the challenges that women face as a resultant of organizational and family barriers. The current study aims to test whether mentoring, Perceived Organizational Support (POS), and Family Responsibilities (FR) have an impact on Perceived Career Success (PCS) and career advancement of women working in the Indian IT industry. 307 respondents have been analyzed and the reliability and validity of constructs have been checked using Exploratory Factor Analysis (EFA) and Confirmatory Factor Analysis (CFA). For hypotheses testing, path analysis has been employed. Results reveal that mentoring, POS and FR significantly impact PCS and career advancement of women working in the Indian IT industry. The results offer insights for organizations to implement leadership strategies and activities to promote gender equality.
Ever-increasing competitive markets, changing business dynamics, technological advancements and specialization have made the traditional supervisor-employee feedback largely obsolete. To better compete globally, organizations have started to move from traditional hierarchical structures to team-based, flattened structures. Rating sources both inside and outside the organization provide key information that can help companies to be more adaptive. The practice of gathering performance feedback from multiple sources i.e 360-degree feedbackhas evolved from an innovative technique to a must-have tool in the overall performance and human resource management strategy. This article aims to explore the implementation of 360-degree feedback mechanisms in select IT organizations. Also, the article aims to explore the problems and challenges faced by employees in the implementation of multisource feedback. The article also provides suggestions for the improvement of 360-degree feedback process in IT industry.
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