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Although previous studies have linked occupational future to several individual and organizational variables (Martin, Eddleston & Veiga, 2002; Powell and Mainerio, 1992), recent literature has begun to link with work-family conflict (Kumari & Devi, 2021). There are many studies which identified that work\family conflict (WFC) is the crucial determinant that impact on occupational future (OF) (Powell & Butterfield, 2013) in Information Technology (IT) organizations (Kumari & Devi, (2021). In fact it is one of the growing research interests among managers, researchers, academicians, and policymakers in India (Budhwar and Varma, 2010).
The booming Indian economy has increased opportunities in service sectors (Shruthi, Pranak & Jha, 2017) especially in IT sector (Pattanaik and Nayak, 2011). Indian IT sector has been spread over the country thereby creating a wide spread of employment and opportunities (Pattanaik & Nayak, 2011). Like every organization, IT industry also look upon their employee’s monetary benefits and higher level of growth in occupation (Dai & Song, 2016). All these activities had increased the participation of IT employees to focus on progress (Caliser and Iskin, 2011). As a result, IT employee’s job analysis is identified to be occupied with most of the time with potential clients and encourages them to voyage regularly within and outside the country (Rustagi, 2010). Besides, in IT companies, employees are working in groups or projects which are separated from each other. Moreover, high workload of the IT employees also prevents them to perform family responsibilities even though they need to perform (Pham, Nguyen, Mishra & Damasevicius, 2020). These tasks had increased the participation in work which created force on their work and family roles (Ruppanner & Huffman, 2014). With the increase of professional responsibility (Alhassan, Abba, Misra, Ahuja, Damasevicius & Maskeliunas, 2020) in IT workforce, there is a rise of conflict between the work and family roles (Kumari & Devi, 2021). Moreover there is a high concentration on the consequences of WFC in IT industry (Lu, Lu, Du & Brough, 2016). One among the consequences that arise with WFC is OF (Ugwu, Mary, Oluchi, 2018).
As understood, employees play different roles at work and home. Many companies were involved with management of individuals WFC and OF (Gutteridge, Leibowitz, Shore, 1993). For many employees OF is a victory between work and family (Ballout, 2008). Therefore it is understood that an employee is successful if they are able to manage their work and family roles. In case if the employee bias with any of the role then WFC would increase and it might limit their OF. In another it can be said as higher the WFC, lower will be OF (Ballout, 2008).
However, there are many studies which explained about decrease of WFC with environmental support (Karatepe & Bekteshi, 2008). But there were only few studies which explained about environmental support as moderator with WFC and OF (Nasurdin & O’Driscoll, 2011). The environmental support that come from organization (supervisors and co-workers) (Parasuraman, Greenhaus & Granrose, 1992), and from family support (parental and spouse support) (Michel, Mitchelson, Pichler & Cullen, 2009) would reduce WFC (Allen, 2001) and improve OF (Ballout, 2008).