| Pub. Date | : April, 2022 |
|---|---|
| Product Name | : The IUP Journal of Organizational Behavior |
| Product Type | : Article |
| Product Code | : IJOB030422 |
| Author Name | : Amruta Deshpande* and Achyut Telang** |
| Availability | : YES |
| Subject/Domain | : Arts & Humanities |
| Download Format | : PDF Format |
| No. of Pages | : 21 |
The purpose of the paper is to identify the need for supervisory mentorship, factors affecting it, and its impact on the outcomes of new recruits in the Indian IT industry. The study uses thematic analysis to gain insights into why supervisory mentorship is important and how it can influence the outcomes of new recruits. Semi-structured interviews were conducted with 43 new recruits from six different reputed IT companies in India. The analysis of collected qualitative data resulted in nine themes which highlighted the importance and influence of supervisory mentorship among new recruits. The results show that supervisory mentorship has a positive influence on the attitudinal, behavioral and career-related outcomes of the new recruits. The paper provides wider information about the various aspects of supervisory mentorship. As reported by the respondents, supervisory mentoring is the need of the hour for the Indian IT industry to reduce uncertainty, ensure role clarity and task mastery, and to direct the social behavior, besides introducing a proper understanding about organizational culture among the new recruits.
The Indian IT industry, which is growing rapidly, needs to support its young and talented human resources. In order to continue the growth and meet client requirements, it is essential for the Indian IT industry to retain employees. As per a report of NASSCOM (2019-2020), the Indian IT industry has generated revenue of $97 bn, and has been is steadily growing since 2011. The industry continues to generate job opportunities for young minds in India; the hiring rate for freshers (band 0-3 years) saw the highest growth at 14% in last two years (2018-2019) (BW Online Bureau, 2019). Post pandemic, as