Human Resource Practices as Drivers of Employee Attitudes-Evidence from the Indian it Sector

Abstract

This study investigates the impact of Human Resource Management (HRM) practices on employee attitudes within the Indian Information Technology (IT) sector, with particular emphasis on gender-based differences. The research explores five key HR practices—Recruitment and Selection, Compensation and Rewards, Work-Life Balance Initiatives, Employee Involvement in Decision-Making and Information Sharing, and Extensive Training, Learning and Development—as independent variables. The dependent variables representing employee attitudes include Job Satisfaction, Organizational Commitment, Employee Engagement, and Organizational Citizenship Behavior. A structured questionnaire was administered using a convenience sampling method. Out of 424 distributed questionnaires, 344 responses were deemed valid and used for analysis. The study employed various statistical techniques to examine the relationships between HR practices and employee attitudes, as well as to identify any significant gender differences. Findings indicate a statistically significant and positive impact of HRM practices on all four employee attitude dimensions. Notably, Work-Life Balance Initiatives and Employee Involvement showed strong influence on Organizational Commitment and Employee Engagement. Furthermore, gender-based analysis revealed minor but noteworthy differences in perception and response to specific HR practices, particularly in the areas of Work-Life Balance and Compensation. The study underscores the critical role of well-structured HRM practices in shaping positive employee attitudes, enhancing organizational effectiveness, and retaining talent in a highly competitive industry. The implications of this research suggest that IT firms should adopt inclusive and adaptive HR strategies tailored to employee demographics to optimize workforce engagement and satisfaction.