Purpose The purpose of this paper is to examine the relationship between proactive personality (PP), goal orientation (GO), meta-skills and the underlying dimensions of protean (self-directed and value-driven) and boundaryless (boundaryless mobility and mobility preference) career attitudes among Indian IT professionals. Design/methodology/approach Data were collected from 600 IT professionals working in six IT companies in the Delhi-NCR (National Capital Region) in India. Structural equation modeling was used to validate the measures of the selected constructs and for testing the hypothesis. Findings The results of the study revealed that PP significantly affects individuals’ protean and boundaryless career attitudes. Moreover, GO significantly affects protean career attitudes, and meta-skill significantly affects boundaryless mobility, respectively. Practical implications The study serves as a guide for the HR managers to devise the company’s strategies keeping in mind the employees’ requirements in parallel with the policies for IT industries in India. Originality/value The study enriches the protean and boundaryless career literature by identifying and empirically establishing the relationship between various personality traits and career patterns opted in the context of the Indian IT industry.

Protean and boundaryless careers have emerged as new ways of handling careers in organizations. This concept is gaining a significant place in career studies. In line with this, the current study examines the relationship between the underlying dimensions of protean (self-direction and value-driven), boundaryless (boundaryless mindset (BM)) and mobility preference (MP) career attitudes and organizational commitment (OC) (affective, normative and continuance). Organizational commitment is important for all kinds of organizations. For data collection, 600 IT professionals employed in different organizations in the Delhi-NCR region of India were approached. Descriptive statistics, correlation and structural equation modeling (SEM) were utilized to validate the research outcomes and test hypotheses. Prior literature studies focusing on the effects of protean and boundaryless career attitudes on organizational commitment have not been much explored. The current study suggests that mobility preference has a significant contribution towards individuals’ continued commitment to the employing organization. Other variables assert an insignificant relationship with organizational commitment. These results demonstrate how decision-makers and managers should proceed to design a blueprint for the education of employees in conjunction with the underlying dimensions of protean, boundaryless and mobility preferences, career attitudes and organizational commitment (OC).

The present study is laid out to know the impact of independent variable education on the dependent variables of customer satisfaction in mobile banking and factors responsible for such risks in the selected banks and to suggest measures for improving risk solutions. ANOVA are used to test the hypotheses and validate the results. The analysis is in conformity with the objectives of the study and the hypotheses formulated. The collected data are analyzed through SPSS 22 version. Findings include there is a significant difference in average agreement on customer satisfaction in mobile banking in mobile banking among the different edification. It is also observed that graduate respondents have greater agreement on infrastructure risk than post graduate. Graduates can be used to teach mobile banking to the society. Further mobile banking is suggested to be a part of graduate level course curriculum.

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The objective of this study is to identify the issues affiliated institutions faced during the effective implementation of outcome-based education (OBE). The literature from both empirical and conceptual papers has been taken in order to derive out the challenges before and during the implementation phase of OBE. Evident gaps in the initial phase of implementation were identified. Affiliated institutions faced many challenges in the way of OBE implementation. Lack of resources and inability to adopt change have become major hurdles on the way to OBE implementation. The present study is conducted on Affiliated Management Institute. The same can be replicated for other disciplines as well. The structured projected in the study will guide the management institutions in elevating their quality level.