Is diversity debate farfetched? Psychological contract expectations, performance and intention to stay

Pant, Jyoti Joshi; Venkateswaran, Vijaya

doi:10.1108/edi-09-2018-0158

Cited by 9 publications

(8 citation statements)

References 82 publications

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“…Intention to stay has also been studied in relation to job satisfaction and demographic variables. As such, in the study of the generation Y employees working within the information technology and business process management (IT/BPM) industry, it was revealed that there was no significant relationship found between gender and intention to stay (Pant and Venkateswaran, 2020). On the contrary, Sokmen and Ekmekcioglu (2016) found that there was a significant relationship between gender and intention to stay.…”

Section: Literature Reviewmentioning

confidence: 99%

Job satisfaction in telecommunications industry: empirical study in Uzbekistan

Inoyatova

Isakov

2022

IJSE

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PurposeThe purpose of this study is to investigate the level of job satisfaction among employees in the telecommunications company in Uzbekistan and assess the effects of demographic and work-related variables on job satisfaction.Design/methodology/approachA survey questionnaire method was used to obtain the data from 403 employees working in the telecommunications company in Uzbekistan. The data were collected using the Minnesota Satisfaction Questionnaire short-form.FindingsThe results of the study indicated a significant effect of age and tenure on the job satisfaction. Age was found to be positively associated with the job satisfaction and intention to stay. The older employees are more likely to be satisfied and stay with the current company for the next 5 years. The tenure was also found to be positively correlated with the overall job satisfaction and intrinsic job satisfaction. It also has been revealed that male employees are less likely than female employees to stay in the company for the next 5 years ceteris paribus. According to the survey results, there was no significant impact of education level, gender, marital status or job field on the job satisfaction of the employees.Originality/valueThe results of the study demonstrate interesting job satisfaction findings of employees working in the telecommunications company in Uzbekistan, which can draw attention of the senior management and human resource departments to increase the level of job satisfaction levels among employees and start implementing the job satisfaction measures within the companies in Uzbekistan in order to create effective human resource management systems and retain qualified employees.

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Section: Literature Reviewmentioning

confidence: 99%

Job satisfaction in telecommunications industry: empirical study in Uzbekistan

Inoyatova

Isakov

2022

IJSE

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“…With the surge in the Indian economy since 2005, Indian women are entering the workforce in large numbers but face multiple workplace challenges. Women constitute 48.5% of India's population but still have the lowest representation in the workforce among the Asia–Pacific regions (Pant and Venkateswaran, 2020; Singh and Pandey, 2019). Deeply entrenched patriarchal value systems, safety considerations, the primary burden of household work, encouragement to leave jobs after marriage or childbirth and exclusion from informal networks exert covert pressure on women professionals in the industry (Chakraborty and Chatterjee, 2020; Singh and Pandey, 2019).…”

Section: Gender Representation At the Indian Workplacementioning

confidence: 99%

“…Deeply entrenched patriarchal value systems, safety considerations, the primary burden of household work, encouragement to leave jobs after marriage or childbirth and exclusion from informal networks exert covert pressure on women professionals in the industry (Chakraborty and Chatterjee, 2020; Singh and Pandey, 2019). The Indian social norms “condition women to believe that they cannot be a good wife, mother, and manager all at the same time” (Pant and Venkateswaran, 2020, p. 644).…”

Section: Gender Representation At the Indian Workplacementioning

confidence: 99%

“…These challenges have led to a significant decrease in the female employment rate from 35 to 27% from 1990 to 2017. Nearly 48% of women leave the workforce by the age of 30 years (Pant and Venkateswaran, 2020). Even the Information Technology and Information Technology Enabled Services (IT/ITeS) industry, deemed to offer a promising career for women, faces a talent crunch.…”

Section: Gender Representation At the Indian Workplacementioning

confidence: 99%

“…Scholars have attempted to identify the reasons for such underrepresentation (Broadbridge and Simpson, 2011; Kaushiva and Joshi, 2020; Pant and Venkateswaran, 2020; Singh and Pandey, 2019). It is relevant in an emerging market such as India experiencing high economic growth rates and emerging talent shortages.…”

Section: Introductionmentioning

confidence: 99%

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Are women from Venus? A mixed-method study determining important predictors of job pursuit intention across gender groups

Dutta

Mishra

2021

EDI

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PurposeDespite studies claiming gender inclusion is beneficial for organizations, the under-representation of females in the workforce is a reality. As recruitment practices impact employees' entry into organizations, examining the salient predictors of job pursuit intention might foster gender inclusivity.Design/methodology/approachBased on a mixed-method study conducted in two phases (Phase 1: a sample of 2,084 professionals; Phase 2: interviews of 20 senior human resource (HR) professionals and interviews with 26 women professionals), we examine the key predictors of job pursuit intention of women. We employed a qualitative study as Phase 2 employed a qualitative study to understand why some of the proposed hypotheses were not supported.FindingsWe found that work–life balance, perceived job security and perceived ethical behavior of organizations were more important for female than the male applicants in influencing their job pursuit intention. Also, the type of work and person–organization (P–O) fit were found to be equally important for both the gender groups. The implications of the study to theory and practice were discussed.Research limitations/implicationsOur study extends the existing literature by identifying salient factors (such as work–life balance, perceived job security and ethical citizenship) that are found to be more important for female applicants compared to their male counterparts while pursuing a job. Also, females were found to worry more about losing or not finding a job than males. Our results further indicate that type of work and P–O fit have a significant effect on job pursuit intention for both male and female applicants. The study addresses the need for research on targeted recruitment to increase gender inclusion.Practical implicationsThe contribution of this paper lies in identifying critical factors relevant to the female applicants in India who potentially constitute a large talent pool waiting to be leveraged. It adds to the body of knowledge on enabling inclusivity and affirmative action for increasing gender diversity through recruitment. By highlighting the factors that should be given prominence in job promotions to attract more female candidates and emphasizing the gender-focused HR policies and practices and through internal and external communication, it helps practitioners attract and retain female applicants in an emerging economy like India.Originality/valueOur study contributes in three ways. First, it attempts to plug the gap by investigating gendered preferences in job pursuit intentions between male and female applicants, especially in different cultural environments and in emerging markets such as India. Second, existing studies on job pursuit intentions were based mostly on inputs from student respondents. Our study has collected data from professionals working in organizations who have worked and experienced gender-related HR practices in organizations. Third, our study used a mixed-method approach to get a nuanced understanding of female talent expectations and preferences during the job-seeking behavior.

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Voice of Intersectional Minorities in the Psychological Contract for Business Competitiveness

Pant

Venkateswaran

2023

JGBC

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Is diversity debate farfetched? Psychological contract expectations, performance and intention to stay

Cited by 9 publications

References 82 publications

Job satisfaction in telecommunications industry: empirical study in Uzbekistan

Job satisfaction in telecommunications industry: empirical study in Uzbekistan

Are women from Venus? A mixed-method study determining important predictors of job pursuit intention across gender groups

Voice of Intersectional Minorities in the Psychological Contract for Business Competitiveness

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