Journal of Strategic Human Resource Management

Open Access Open Access  Restricted Access Subscription Access
Open Access Open Access Open Access  Restricted Access Restricted Access Subscription Access

Job Attitudes and Attrition: An Empirical Study of it and Ites Employees in India


Affiliations
1 Assistant Professer, Pondicherry University Community College, Lawspet, Puducherry, India
2 Emeritus Professor and Research Supervisor, Department of Corporate Secretaryship, Islamiah College, Vaniyambadi, Tamilnadu, India
     

   Subscribe/Renew Journal


Attrition becoming an area of growing concern in the Information Technology and Information Technology Enabled Services sector, the purpose of this paper is to investigate Job Attitudes and its relationship to IT and ITES employees' attrition in India. 610 samples were chosen by convenience sampling method through questionnaire. Data was analyzed using multiple regression and factor analysis. Multiple regressions (Multiple R value: 0.724, R Square value: 0.525 and Adjusted R Square: 0.520) have proved the main hypothesis that there is relationship between job attitudes and attrition. The result is strengthened by confirmatory factor analysis. The fit of general model is high (Goodness of Fit Index (GFI)) =0.993, Adjusted Goodness of Fit Index (AGFI) =0.976 and Root Mean Square Residual (RMR) =0.060.Non-Significant χ2 and Goodness of fit Indices is the 0.993 accompanied by Confirmatory/comparative Fit Index=.998 and Root Mean Square Error of Approximation (RMSEA) is 0.027. The value of GFI, AGFI, CFI close to 1 indicate, it is a very good fit model to predict attrition by job attitudes and an RMSEA of 0.01 indicates the close fit of model and that value up to 0.027 represents the reasonable errors of approximation for a model.

Keywords

Employees in IT Sector, Job Attitude, Job Attrition
Subscription Login to verify subscription
User
Notifications
Font Size


  • Allen, S. (1967). Application Blank and Intelligence as Predictors of Turnover. Personnel Psychology, Issue, 20, pp. 59-63.

  • Argyle, M., Gardner, G. & Cioffi, F. (1958). Supervisory Methods Related to Productivity, Absenteeism, and Labor Turnover, Human Relations, 11, pp. 23-40.

  • Arnold, H. J. & Feldman, D. C. (1982). A Multivariable Analysis of the Determinants of Job Turnover. Journal of Applied Psychology, 67(3), pp. 350-360.

  • Adhkari, A. (2009). Factors Affecting Employee Attrition: A Multiple Regression Approach. The Icfaian Journal of Management Research, 3(5), pp. 16-22.

  • Bhatnagar, J. (2007). Talent Management Strategy of Employee Engagement in Indian ITES Employees: Key to Retention. Emerald Group Publishing Limited, 29(6), pp. 640-663.

  • Brummet, R. L., Pyle, W. C. & Flamholtz, E. G. (1969). Human Resource Accounting in Industry. Personnel Administration, July-August, (32), pp. 34-46.

  • Carlson, Robert and Eugene Mayfield (1967). Evaluating Interview and Employment Application Data. Personnel Psychology, 20 (winter), pp. 441-460.

  • Dalton, D. & Todor, W. D. (1981). Turnover, Transfer, Absenteeism: An Interdependent Perspective. Journal of Management, 19(2), pp. 193-220.

  • Elaine Appleton Grant (2008). How to Retain Talent in India. Journal of Human Resource Management and Industrial Relations, October, 1.

  • Gaudet, F. J. (1960). Labor Turnover: Calculation and Cost. American Management Association Research Study, 39.

  • Hong, W. C. & Chao, R. M. (2007). A Comparative Test of Two Employees Turnover Prediction Models. International Journal of Management, 24(2), pp. 216-229.

  • Hom, P. W. & Griffeth, R. W. (1991). A Structural Equation Model of the Process of Employee Turnover: Cross-Sectional and Longitudinal Tests. Journal of Applied Psychology, 77, pp. 890-909.

  • Khosla, A. (2007). HR Issues in the KPO/BPO Industry. Retrieved March 31 from http:/ www.bpoindia.org/research/attritionrate-big-challenge.shtml

  • Kahn, R. L. (1960). Aging and Social Support. In M. W. Riley (Ed), Aging from Birth To Death: Aging and Social Support. Interdisciplinary Perspectives pp. 77-91.

  • March, J. & Simon, H. A. (1958). Organizations. New York: Wiley.

  • Mobley, W. H., Griffith, R. W., Hand, H. H. & Meglino, B. M. (1979). Review and Conceptual Analysis of Employee Turnover. Psychological Bulletin, 86(3), pp. 493-522.

  • Mobley, W. H. (1977). Intermediate Linkages in the Relationship between Job Attitudes and Employee Turnover. Academy of Management Psychology, 62, pp. 237-240.

  • Raman, R. (2007). Strategies to Retain Human Capital in Business Process Outsourcing (BPO) Industry. NASSCOM News line: (59). Retrieved March 1, 2007 from http://www.nasscom.in/Nasscom/templates/ Normal Page.aspx? Id=50205

  • Srivastava, P. & Bhatnagar, J. (2008). Talent Acquisition due Diligence Leading to High Employee Engagement: Case of Motorola India MDB. Journal of Industrial and Commercial Training, 40, (5), pp. 253-260.

  • Schuh, A. (1967). Application Blank and Intelligence as Predictors of Turnover. Personnel Psychology, Spring, 20, pp. 59-63.

  • Taylor, K. E. & Weiss, D. J. (1972). Prediction of Individual Job Termination from Measured Job Attitudes and Biographical Data. Academic Press, pp. 123-132.

  • Zdep, S. M. & Weaver, H. B. (1967). The Graph Analytic Approach to Selecting Life Insurance Salesmen. Journal of Applied Psychology, June, 21, pp. 295-299.


Abstract Views: 365

PDF Views: 2




  • Job Attitudes and Attrition: An Empirical Study of it and Ites Employees in India

Abstract Views: 365  |  PDF Views: 2

Authors

A Pandu
Assistant Professer, Pondicherry University Community College, Lawspet, Puducherry, India
Mohammed Galib Hussain
Emeritus Professor and Research Supervisor, Department of Corporate Secretaryship, Islamiah College, Vaniyambadi, Tamilnadu, India

Abstract


Attrition becoming an area of growing concern in the Information Technology and Information Technology Enabled Services sector, the purpose of this paper is to investigate Job Attitudes and its relationship to IT and ITES employees' attrition in India. 610 samples were chosen by convenience sampling method through questionnaire. Data was analyzed using multiple regression and factor analysis. Multiple regressions (Multiple R value: 0.724, R Square value: 0.525 and Adjusted R Square: 0.520) have proved the main hypothesis that there is relationship between job attitudes and attrition. The result is strengthened by confirmatory factor analysis. The fit of general model is high (Goodness of Fit Index (GFI)) =0.993, Adjusted Goodness of Fit Index (AGFI) =0.976 and Root Mean Square Residual (RMR) =0.060.Non-Significant χ2 and Goodness of fit Indices is the 0.993 accompanied by Confirmatory/comparative Fit Index=.998 and Root Mean Square Error of Approximation (RMSEA) is 0.027. The value of GFI, AGFI, CFI close to 1 indicate, it is a very good fit model to predict attrition by job attitudes and an RMSEA of 0.01 indicates the close fit of model and that value up to 0.027 represents the reasonable errors of approximation for a model.

Keywords


Employees in IT Sector, Job Attitude, Job Attrition

References