IIT Madras is a public technical and research university located in Chennai, Tamil Nadu. Founded in 1959, it is recognised as an Institute of National Importance.

IIT Madras has been ranked as the top engineering institute in India for four years in a row by the National Institutional Ranking Framework of the MHRD

It currently offers undergraduate, postgraduate and research degrees across 16 disciplines in Engineering, Sciences, Humanities and Management. About 596 faculty belonging to science and engineering departments and centres of the Institute are engaged in teaching, research and industrial consultancy.

IIT Madras

India has witnessed increased participation of women in all sectors of the labour market. However, the career path of Indian women is not a continuous one. Despite the overflowing career prospects, women continue to quit their jobs. Some re-enter after taking a break, while others are forever lost to the labour markets. Those women, who re-enter the workforce find difficulty in gaining back their career momentum because of the demands they face at work and home. Organizations are increasingly valuing these re-entry women’s talent and are therefore taking initiatives to bring them back to workforce and retain them by providing several workplace support systems such as flexible timings and work-from-home options. Consequently, a number of studies have empirically examined the relationships between such organizational supports and job attitudes of employees. But, there are very few studies that have analysed the moderating role of perceived work and family demands in these relationships particularly for re-entry women. Although there are a few studies on re-entry women in other socio-cultural contexts, hardly any study is found in the Indian context. Barely anything is known about the main reasons for career exit and career re-entry and the factors, challenges, barriers, and opportunities at the individual, family, and organizational levels for women who decide to join back employment after a career break. Further, lack of qualitative research prevents the emergence of new ideas regarding re-entry women. Studies on examining the jobrelated attitudes of re-entry women are also limited. The current study aims at examining the effect of organizational factors like policy support, diversity climate, work-family culture, and organizational justice on the attitudes of re-entry women like career satisfaction, job satisfaction, organizational commitment, and career commitment. Responses were collected from the re-entry women in Indian IT organizations through a survey questionnaire. Findings indicate that the career outcomes and attitudes of Indian re-entry women are directly related to organizational factors. Organizations are therefore suggested to provide the right kind of support to these women by revising their policies and making the workplace environment and culture more supportive and inclusive for women returners. © 2014, SAGE Publications Ltd. All rights reserved.

Department of Management Studies

Vikalpa

Factors affecting the work attitudes of Indian re-entry women in the IT sector

Enterprise Resource Planning or ERP integrates the data of all business areas within the organization. It is a complex technology involving different type of end users and implementing it in developing countries like India makes it even more difficult owing to the cultural and social differences. Effective usage of ERP leads to its success. However, degree of usage depends on many individual, organizational and technological factors. The post-ERP implementation is found to have impact on the user behavior and hence it is also essential to understand the impacts of the acceptance on the individual. This paper identifies the factors that affect the usage of ERP. A conceptual research framework is proposed to find the combined effect of the individual, organizational and technological factors on the ERP usage using the Technology Acceptance Model (TAM). The model also seeks to find out the impact of usage of ERP on panoptic empowerment, job satisfaction and individual performance. © Springer India 2014.

Organisational Flexibility and Competitiveness

Factors affecting the user acceptance of erp and the impact on the individuals: A conceptual model

Purpose The purpose of this paper is to evaluate the role of family support, co‐worker support, supervisor support, work‐life balance policies (WLBPs), work‐family culture and job characteristics, as the predictors of work‐to‐family (WFE) and family‐to‐work (FWE) enrichment. In addition, it explored whether such effects were gender specific by examining the moderating effect of gender.Design/methodology/approach Data were obtained from a sample of 485 managers in India. Analysis was done using multiple regressions.Findings Analyses revealed that family support, co‐worker support, supervisor support, WLBPs, work‐family culture and job characteristics predicted WFE while family support and job characteristics predicted FWE. Little moderating influence of gender was found. Gender moderated the relationship between WLBPs and WFE such that the relationship between the two was stronger for women as compared to men. Similarly, gender moderated the link between job characteristics and WFE such that the relationship between the two was stronger for men than women.Research limitations/implications The cross‐sectional design of the study constrains inferring conclusions regarding causality.Practical implications WLBPs have to be offered to women executives and organizations do have to make jobs more enriching in order to increase the level of WFE among women and men, respectively.Originality/value The construct work‐family enrichment examined in this paper reflects an understanding of work‐family interface from a newer lens in a novel socio‐cultural context and demonstrates the moderating role of gender.

World University root node

Gender in Management

Examining the moderating influence of gender on the relationships between work‐family antecedents and work‐family enrichment

Purpose – The purpose of this paper is to examine core self-evaluations (CSEs), family support, co-worker support, supervisor support, job characteristics, work-life balance policies (WLBPs) and work-family culture as the predictors of work-to-family enrichment (WFE) and family-to-work enrichment (FWE) and explore the moderating effect of CSEs. Design/methodology/approach – Data were collected through a questionnaire survey from 485 employees from six organizations in India representing manufacturing, telecommunications and information technology sectors and were analyzed using hierarchical multiple regressions. Findings – Supervisor support, job characteristics, WLBPs and work-family culture predicted WFE. CSEs, family support and job characteristics predicted FWE. Little moderating influence of CSEs was found. It moderated the relationship between supervisor support and WFE. Research limitations/implications – The cross-sectional design of the study constrains inferring conclusions regarding causality. Practical implications – This study indicates that from an organizational perspective, involvement in family roles should not be viewed as a hindrance, since it can also benefit employees at work. Employee assistance programs may be introduced to help employees develop the necessary skills and adaptability to increase their work-family enrichment experience. Originality/value – The construct work-family enrichment examined in this paper reflects an understanding of work-family interface from a newer lens in a novel socio-cultural context and demonstrates the moderating role of CSEs. © 2011, Emerald Group Publishing Limited.

Journal of Indian Business Research

Predictors of work-family enrichment: Moderating effect of core self-evaluations

Purpose This paper aims to examine the role of work‐family enrichment in the relationships between organizational interventions for work‐life balance (job characteristics, work‐life benefits and policies, supervisor support and work‐family culture) and job outcomes (job satisfaction, affective commitment and organizational citizenship behaviour). It is hypothesized that organizational interventions for work‐life balance will be positively related to job outcomes and work‐to‐family enrichment will mediate these relationships.Design/methodology/approach Data were collected from 216 managerial employees through a structured questionnaire from four organizations in India representing manufacturing and information technology (IT) sectors. Analysis was done using multiple regressions.Findings Job characteristics were positively related to all the measures of job outcomes. Supervisor support and work‐family culture were positively related to job satisfaction and affective commitment. No significant association was found between work‐life benefits and policies (WLBPs) and any of the job outcome measures. Job characteristics and supervisor support were positively related to work‐to‐family enrichment. Work‐to‐family enrichment mediated the relationships between job characteristics and all job outcomes and between supervisor support and affective commitment.Research limitations/implications The correlational design prevents conclusions about causality.Practical implications The findings have implications for designing jobs, developing supportive work‐family culture and managing employee work‐family interface for maximizing individual and organizational outcomes.Originality/value The study reflected on the work‐family domain relationships in a novel socio‐cultural context and demonstrated the mediating role of work‐family enrichment in the relationships between organizational interventions for work‐life balance and job outcomes.

Journal of Managerial Psychology

Work‐family enrichment as a mediator between organizational interventions for work‐life balance and job outcomes

The present study identifies core self-evaluations, family support, supervisor support and job characteristics as the antecedents of work-to-family enrichment and family satisfaction, job satisfaction, affective commitment and organizational citizenship behavior (OCB) as its outcomes. The participants (n= 245) were employees from four organizations in India from manufacturing and information technology sectors. The results show that job characteristics and supervisor support were the predictors of work-to-family enrichment and core self-evaluations, family support and supervisor support emerged as the predictors of family-to-work enrichment. On outcomes, work-to-family enrichment are the predicator of job satisfaction, affective commitment and OCB and family-to-work enrichment as the predictor of family satisfaction, job satisfaction, affective commitment and OCB. The implications of the findings are discussed. © National Academy of Psychology (NAOP) India.