Papers by Dr. Saumya Goyal
Information technology (IT) organizations are global in nature and participation of a diverse wor... more Information technology (IT) organizations are global in nature and participation of a diverse workforce is seen as a critical enabling factor for this sector’s continued growth. Diversity has emerged as an issue in this industry because of imbalanced representation of heterogeneous groups in the workforce. The present study assesses overall organizational diversity climate of Indian Information Technology sector and examines how it differs across various diversity dimensions (employee groups) viz. gender, age group, career stage, marital status, parental status, and disability. A questionnaire on organizational diversity climate was completed by 500 IT professionals from across the country and data was analyzed using descriptive statistics, t –test, and one-way ANOVA. Results revealed that organizational diversity climate perception varied significantly among various employee groups (gender, age group, career stage, marital status, and parental status). However, no difference in per...
Workforce diversity is one of the cornerstones of Indian Information Technology (IT) sector’s suc... more Workforce diversity is one of the cornerstones of Indian Information Technology (IT) sector’s success as companies need to leverage the skills and talent of a diverse pool of employees. Diversity initiatives and programs in organizations are essentially implemented in order to improve the overall organizational diversity climate. Studies undertaken on diversity climate have revealed that a healthy organizational diversity mostly has a positive effect on individual and organizational variables. The present study determines the relationship of perceived organizational diversity climate with overall employee satisfaction, and intent to leave of employees working in the Indian IT sector. It also attempts to answer whether employees perceiving low and high organizational diversity climate differ in regard to their satisfaction level and intent to leave. The results based on a web based survey of 500 Indian IT professionals reveal that organizational diversity climate is positively correl...
European Review of Applied Psychology, 2022
International Journal of Nursing Sciences, 2021
Objectives This study aimed to determine the relationship between emotional reflexivity and work-... more Objectives This study aimed to determine the relationship between emotional reflexivity and work-life integration through the mechanism of moral courage and enhance our understanding of the importance of these nursing concepts to enable the nurses to develop better coping strategies for work-life integration. Methods A cross-sectional survey was performed with 249 nurses, including staff nurses, ICU and critical care nurses, operation theatre nurses, pediatric nurses from 17 hospitals. Emotional Reflexivity, work-life integration, and courage were measured using a demographic information questionnaire, Life Project Reflexivity Scale (LPRS), Nurse’s Moral Courage Scale (NMCS), and Work-Life Boundary Enactment (WLBE) scale. A series of multiple regressions analyzed the mediating effect. Results Emotional Reflexivity was positively correlated with work-life integration (β = 0.66, P < 0.01). There was a positive correlation between emotional reflexivity and moral courage. But the pat...
ZENITH International Journal of Multidisciplinary Research, 2016
The present study aimed to determine the role of psychological hardiness in employee engagement o... more The present study aimed to determine the role of psychological hardiness in employee engagement of male and female information technology professionals. It was hypothesized that female IT professionals and those with high hardiness would exhibit higher employee engagement than male IT professionals and those with low hardiness, respectively. Psychological hardiness scale (PHS) and employee engagement scale (EES) were administered to 4000 IT professionals. Thereafter, on the basis of Q1 and Q3 statistics on the obtained hardiness scores, 160 professionals with high hardiness and 160 subjects with low hardiness were selected randomly. Care was taken to maintain male-female ratio as 1: 1. The present study revealed that female IT professionals and those with high hardiness had higher employee engagement as compared to male IT professionals, and those with low hardiness, respectively. However, no joint role of gender and hardiness in employee engagement level of IT professionals was obs...
The purpose of this study is to compare the emotional intelligence of successful and unsuccessful... more The purpose of this study is to compare the emotional intelligence of successful and unsuccessful IT professionals. For this purpose 80 IT professionals belonging to the same work group of a leading IT company in Hyderabad were selected and Emotional Intelligence Scale by Ajawani et al. (2002) was administered to them. The findings confirmed the hypothesis that successful and unsuccessful IT professionals differed in regard to their emotional intelligence with successful IT professionals having higher emotional intelligence. INTRODUCTION Little over a decade ago, Daniel Goleman (1996) published his highly successful book Emotional Intelligence: Why it can matter more than IQ? Ever since numerous books and hundreds of research papers have tried to explore different dimensions of this field. However, the quest to understand this interesting area has only increased over time. Emotional intelligence refers to a set of abilities that involve the way in which people perceive, express, und...
Information technology (IT) organizations are global in nature and participation of a diverse wor... more Information technology (IT) organizations are global in nature and participation of a diverse workforce is seen as a critical enabling factor for this sector’s continued growth. Diversity has emerged as an issue in this industry because of imbalanced representation of heterogeneous groups in the workforce. The present study assesses overall organizational diversity climate of Indian Information Technology sector and examines how it differs across various diversity dimensions (employee groups) viz. gender, age group, career stage, marital status, parental status, and disability. A questionnaire on organizational diversity climate was completed by 500 IT professionals from across the country and data was analyzed using descriptive statistics, t –test, and one-way ANOVA. Results revealed that organizational diversity climate perception varied significantly among various employee groups (gender, age group, career stage, marital status, and parental status). However, no difference in per...
International Journal of Research, 2017
Job satisfaction is one of the most heavily studied topics in organizational psychology. In the s... more Job satisfaction is one of the most heavily studied topics in organizational psychology. In the simplest of terms, it is an employee’s attitude toward his or her job. There are various theories and systems which have been developed to understand human personality. Type A/B theory is once such which was used in the purview for the current research. The study examined job satisfaction in Information Technology professionals as a function of Personality Type (A/B). The sample comprised of 120 IT professionals (60 Type A and 60 Type B) randomly selected from a leading IT organization in Hyderabad. Respondents were given Type A/B Behavioural Pattern Scale (ABBPS) (Dhar & Jain, 2002) and Job Satisfaction Survey (JSS) (Spector, 1985) to measure the respective facets. The analysis revealed significant difference in favour of Type B IT professionals as was hypothesized.
Workforce diversity is one of the cornerstones of Indian Information Technology (IT) sector’s suc... more Workforce diversity is one of the cornerstones of Indian Information Technology (IT) sector’s success as companies need to leverage the skills and talent of a diverse pool of employees. Diversity initiatives and programs in organizations are essentially implemented in order to improve the overall organizational diversity climate. Studies undertaken on diversity climate have revealed that a healthy organizational diversity mostly has a positive effect on individual and organizational variables. The present study determines the relationship of perceived organizational diversity climate with overall employee satisfaction, and intent to leave of employees working in the Indian IT sector. It also attempts to answer whether employees perceiving low and high organizational diversity climate differ in regard to their satisfaction level and intent to leave. The results based on a web based survey of 500 Indian IT professionals reveal that organizational diversity climate is positively correl...
Asian Journal of Research in Social Sciences and Humanities, 2016
This study examined employee engagement in Information Technology professionals as a function of ... more This study examined employee engagement in Information Technology professionals as a function of gender. The sample comprised 320 IT professionals (160 males and 160 females) randomly selected from a larger population of IT professionals. Respondents were administered Employee Engagement Scale (EES) (Ajawani & Goyal, 2015) to measure their employee engagement level. The analysis revealed significant difference in favour of female IT professionals, as it was hypothesized.
Journal of Business Management Social Sciences Research, May 15, 2013
As organizational climate represents the culture of an organization, similarly diversity climate ... more As organizational climate represents the culture of an organization, similarly diversity climate represents the 'culture' of diversity and inclusion of an organization. Every best practice in diversity management and diversity initiatives and programs are essentially implemented in order to improve the overall organizational diversity climate. Various models exist in literature which illustrates how diversity climate of a company impacts various employee and organizational measures. Over the years, several measurement scales have been developed in order to capture the true picture of an organization's diversity climate. An attempt has been made in this paper to capture some of these models as well as measurement scales.
Journal of Business Management Social Sciences Research, May 15, 2013
As organizational climate represents the culture of an organization, similarly diversity climate ... more As organizational climate represents the culture of an organization, similarly diversity climate represents the 'culture' of diversity and inclusion of an organization. Every best practice in diversity management and diversity initiatives and programs are essentially implemented in order to improve the overall organizational diversity climate. Various models exist in literature which illustrates how diversity climate of a company impacts various employee and organizational measures. Over the years, several measurement scales have been developed in order to capture the true picture of an organization's diversity climate. An attempt has been made in this paper to capture some of these models as well as measurement scales.
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Papers by Dr. Saumya Goyal