Social Context of Turnover-Mixed Methods Study of Indian IT Professionals

Abstract

This paper examines the social context of turnover, defined by the influence of supervisors, peers, and family. Using a mixed-methods research design, data were collected by two rounds of semi-structured interviews with 75 IT professionals working in the IT outsourcing industry in India. After a span of 10 months, the respondents were contacted again to longitudinally measure actual turnover behavior. Using structured equation modeling, the study shows that family and supervisory justice play a critical part in the turnover process. The model has sufficient explanatory power and explains 37% of the variance in turnover intentions and 27% of the variance in actual turnover behavior. In addition, we used logistic regression to show the effect of various antecedents on the dependent variable. The detailed qualitative analysis offers insights into the dichotomy between intentions and behavior. Finally, implications for practice and research are discussed.

Addressing attrition in the Indian IT industry: Evaluating the efficacy of a motivation and engagement model

“…March and Simon created one of the first turnover models in 1958 (Haran & Niederman, 2022). They defined equilibrium as the situation in which the employee's contribution and the pay it offers are equal.…”

“…Perceived opportunities outside of the organization influence one's perception of mobility ease. Using this model, Haran & Niederman (2022) demonstrated how job satisfaction, which is directly impacted by supervisory justice, determines attrition. They did, however, overlook a number of other organisational elements, such as engagement, work environment, and rewards, which can influence job satisfaction and forecast turnover.…”

All's (not) fair in motherhood and work? Post-partum psychological contract breach experiences of Indian first-time mothers

“…Despite researchers (Haran and Niederman, 2022;Lathabhavan and Balasubramanian, 2017;Shankar and Bhatnagar, 2010) questioning the turnover of working Indian women due to gendered expectations, absence of diversity-sensitive initiatives and prevailing family role salience, there is a shortage of studies on returning first-time mothers in Indian organisations and their post-partum career tribulations. First-time parents also have it relatively more rigid and are more prone to the challenges of juggling parenthood and work (Molina, 2021;Harwood et al, 2007).…”