IT-expert retention through organizational commitment: A study of public sector information technology professionals in Pakistan

Organizational commitment has been studied extensively world over and hundreds of research articles are available however a few studies address organizational commitment in IT sector high technology employees. In Pakistan insufficient research is available specific to IT sector employees. The present study is an attempt to better describe these factors which can induce organizational commitment in Pakistani IT sector high technology employees. Previous studies in different countries validate that compensation; training and development and supervisor support induce organizational commitment in high technology employees, which increases employee retention. These factors were tested in IT sector organizations in Pakistan, findings of present study established that in Pakistan for IT professional’s compensation, training and development and supervisor support is significantly correlated with organizational commitment. The findings of present research will be useful for human resource managers in IT sector organizations through out Pakistan and it will help them in retaining this scarce human capital

Leader instigated task conflict and its effects on employee job crafting; the mediating role of employee attributions.

The role of leaders in conflict management remains the favorite area of researchers. This study aims to introduce a unique role of leaders in conflict named as leader instigated task conflict. We proposed that leader instigated task conflict promotes job crafting behaviors of employees by considering attributions regarding leader instigated conflict as mechanism for this relationship. Data were collected from 247 employees working in teams in marketing departments of different organizations across Pakistan. Data analyses was conducted through multilevel structural equation modeling. Findings revealed that leader instigated task conflict is positively related to promotion-focused job crafting and negatively related to prevention-focused job crafting via the mediating role of constructive conflict instigation attribution and destructive conflict instigation attribution respectively. The current study contributes to the literature on conflict by suggesting that leaders can be a source of task based conflict to achieve its positive outcomes. However, employee attributions play a vital role in achieving the positive outcomes of leader instigated task conflict, hence leaders must be careful about shaping constructive attributions of followers regarding their conflict instigation behavior in order to promote constructive behavioral responses of employees

Employee voice behavior as a critical factor for organizational sustainability in the telecommunications industry.

Organizational effectiveness is contingent upon employees' contributions; however, the role of employee voice behavior as a critical component of employees' contribution to the organization has not been sufficiently acknowledged. Based on proactive behavior theory, we present a model to investigate employee voice behavior as an underlying mechanism in the relationship between supervisor delegation and perceived workplace inclusion. Using the SEM (structural equation modeling) method, we test our model's hypotheses with data from 271 employee-supervisor questionnaires administered in state-owned enterprises in the telecommunications industry. The results show that supervisor delegation is positively related to employees' promotive and prohibitive voice behavior. Promotive voice significantly influences perceived workplace inclusion, but prohibitive voice behavior was not found to have any impact on perceived workplace inclusion. Moreover, both dimensions of voice behavior, i.e., promotive and prohibitive voice behavior, significantly mediate the relationship between supervisor delegation and perceived workplace inclusion

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Path coefficients in the baseline model.

Path coefficients in the baseline model.</p