Newcomer retention – an investigation on Indian IT industry

Deshpande, Amruta and Gupta, Ritu Newcomer retention – an investigation on Indian IT industry. Management Decision. ISSN 0025-1747

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Purpose – Understanding attrition in this VUCA world has become imperative for organizations to ensure they are able to sustain themselves. While focus on understanding attrition is important, it is equally importanttoretainacquiredtalent,atthesametimeaddvaluetothehumansideofbusiness.Thepurposeof this paper is to explore the factors which play crucial role in retention of newly hired employees working in IndianITindustry.Thestudyhasconsideredfactors,namely,supervisorsupportbehavior,feedback-seeking behavior (FSB), affective commitment (AC) and empirically verified their impact on new recruit’s intention to quit (IQ). Design/methodology/approach – The survey was conducted among 524 newly hired employees working in58different companieslistedinNationalAssociationof SoftwareServicesCompaniesmemberdirectoryin Indian IT industry. All the scales used in the study are reliable and validated. Confirmatory factor analysis was carried out to test the validation of scales. The data were analyzed to test the proposed structural model using structural equation modeling. Findings – The present study has successfully blended and verified the effect of supportive behavior of supervisor and new recruit’s FSB on the AC and IQ of newly hired employees. The study highlighted that supportive supervisors can encourage the newly hired employees to seeking feedback and enhance their commitment toward the organization. Further, this reduces the turnover intention of employees. Research limitations/implications – The theoretical contribution of the study is in successful amalgamation of two major streams of studies on new recruits by assessing the effect of supervisors’ supportive behaviors and new recruits’ proactive FSB on their IQ. The study has also looked at the newly hired employees’ behavioral reactions during uncertain entry period and throughout the adjustment process. Thelimitationsofthestudyareinthefocusononeindustryandcross-sectionaldata.Inthefutureresearchers can explore the relationships in a longitudinal study. Also, other variables like perceived organizational support and job satisfaction can be considered. Practical implications – The present study demonstrates that supportive supervisors can motivate newly hiredemployeestoseekfeedback,andhelpthemto“fitin”theorganization.Thisstudyverifiesthatsupervisorsare considered as an important source of information for new recruits and the new recruits’ FSB positively influences theircommitmenttowardtheorganization.Basedontheseresultsitisimperativeformanagerstobeapproachable andavailabletoofferfeedbacktothenewrecruitsintheirinitialdaystoensuretheiradjustment,commitmentand retention in the organization. This adds to sustaining the business and social well-being of the employees. Originality/value – Thepresentstudyoffersacriticalinsightabouttheretentionofnewlyhiredemployees in the organization. In the quickly changing VUCA world, these newly hired employees can be an asset for companiestobuildcompetitiveadvantage.However,toconstructastrongfutureteamfortheorganization,it isimperativethatcompaniesfocusonaugmentationofcommitmentamongnewlyhiredemployeestofurther retain them. The present study proposes the path of empowerment among the new recruits to make them committed to the organization and to make sure that they stay with the organization in long run.

Item Type: Article
Uncontrolled Keywords: India; Affective commitment; Intention to quit; Feedback-seeking behaviour;
Subjects: Human Resource Management
Divisions: Human Resource Management
Depositing User: Mr. Muralidhara D
Date Deposited: 14 Jan 2020 04:53
Last Modified: 14 Jan 2020 04:55

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