Mental Health and Work Attitude of People on Post-COVID-19 in the IT Sector in Bangalore

This investigation aims to identify how psychosocial attributes influence the work attitude of Information technology employees on post-COVID-19 in the IT sector in Bangalore. The study includes a literature review, research methodology, and results. The findings suggest that psychosocial attributes are associated with employees' mental health and impact their work attitude. Desklib offers study material, solved assignments, essays, and dissertations related to this topic.

MENTAL HEALTH AND WORK ATTITUDE OF PEOPLE
ON POST-COVID-19 IN THE IT SECTOR IN
BANGALORE
……………………………………………
(Signature, date)
Chairman of the Defence Committee: / to be added only in graduation thesis /
Permitted to the defence
…………………………………
(Name, signature, date)

TABLE OF CONTENTS
ABSTRACT.....................................................................................................................................4
INTRODUCTION...........................................................................................................................5
1.1 Overview of research........................................................................................................5
1.2 Background of research.....................................................................................................5
1.3 Rationale of research.........................................................................................................6
1.4 Research aim.....................................................................................................................6
1.5 Research objectives...........................................................................................................6
1.6 Research question..............................................................................................................7
1.7 Chapter structure...............................................................................................................7
2. LITERATURE REVIEW............................................................................................................9
2.1 Psychosocial attributes associate with the mental health of employees concerning the
Information technology sector................................................................................................9
2.2 Relationship between psychosocial attributes and work attitude of employees.............12
2.3 Impact of psychosocial attributes on the work attitude of employees............................14
3. RESEARCH METHODOLOGY..............................................................................................17
3.1 Research Philosophy.......................................................................................................17
3.2 Research approach..........................................................................................................18
3.3 Research design...............................................................................................................18
3.4 Research choice...............................................................................................................19
3.5 Research strategy............................................................................................................20
3.6 Data collection tools........................................................................................................20
3.7 Data sampling tool..........................................................................................................21
3.8 Ethical consideration.......................................................................................................22
4. RESULTS..................................................................................................................................23
4.1 On a primary basis..........................................................................................................23
CONCLUSION..............................................................................................................................41
REFERENCES..............................................................................................................................43
APPENDIX....................................................................................................................................46
Appendix 1............................................................................................................................46

ABSTRACT
The aim of the present investigation is "To identify how psychosocial attributes influence
the work attitude of Information technology employees on post-COVID." A study on the IT
sector in Banglore. The COVID-19 develops the impact on mental health as well as the work
attributes of staff members. In conducting the present investigation, a literature review has been
conducted by considering secondary sources. In the literature review, there has been studied
about the psychosocial attributes associated with employees' mental health concerning the
Information technology sector. In this, positivism research philosophy and deductive research
approach have been used. There has been quantitative research method considered as they
provided the proper facts and figures regarding how psychosocial attributes influence the work
attitude of Information technology employees post-COVID-19. There has been the primary
method of data collection for collecting information by using the questionnaire. This
questionnaire has been developed to collect the information from many respondents as it is time
and cost-saving. The discussion has been based on a literature review in which research
objectives are linked. The main results were that psychosocial attributes are associated with
employees' mental health concerning the Information technology sector. The working
environment is one of the main factors affecting the job satisfaction level of staff members. At
last, the conclusion has been developed as it was based on the entire investigation information. It
stated that depression is the main psychosocial attribute that impacts the working attitude of staff
members post COVID-19 pandemic.
Keywords: Mental health, work attitudes, psychosocial attributes, Covid-19, Information
Technology

INTRODUCTION
1.1 Overview of research
The unprecedented outbreak of COVID-19 Disease 2019 caused an economic downturn and
enhanced the unemployment rate. From these issues, staff members face health as well as socio-
economic stressors. The pandemic of COVID-19 means that several people stay at their home
and do minimum activities in context to exercise and social interactions, which can negatively
impact mental and physical health. Loss of income, bereavement, and isolation are triggering the
mental health situation. Several people may face an enhanced level of drug use, anxiety, and
alcohol—stress and anxiety impact staff members' attitudes towards management (Aduloju and
Adedoyin, 2020). In regards to this, COVID-19 pandemic mitigation needs coordinated and mass
behavioural change to succeed. People returned to their offices, adapted to social distance, and
worked from home to bring new concerns. The unconscious reactions to the conditions seemed
normal and harmless. Significance of the business contribution by pandemic situation makes this
incumbent on managers to reshape the workplace to make the employees feel more comfortable
and do jobs effectively. The managers have prioritised the wellness of staff members consisting
the mental health. Several managers are initiating the workplace assessment to determine where
the physical changes can assist the mitigate germs. If the people go one step to evaluate issues
from the user perspective-taking COVID-19 account concerned with behavioural and attitude
shifts, they will develop a powerful support tool for worker morale (Anastasiou and Duquenne,
2019).
1.2 Background of research
Bangalore accounted for more than half of the office space that surrounded top property markets
during the first half of 2020. IT sector minimised space take-up in the city by 65% from the last
year (Brown, 2017). From arisen the issue of COVID-19, IT firms in Bangalore have been
extended their policy related to work from home to prevent the spread of the COVID-19
pandemic situation. Other than this, the continuing crisis of the COVID-19 pandemic situation

has changed lives, imposing requirements for different changes for the company and people to
deal up in this time. Impact of the COVID-19 on the behaviour of the people and also unravelled
the psychological impact. Stress is known to harm the performance level of staff members,
satisfaction, and productivity level. It may make individuals susceptible to vulnerable pandemic
virus infection; it must tackle urgent occupational health-related issues (Anjum and et al., 2020).
1.3 Rationale of research
The present investigation is related to determining how psychosocial attributes influence
information technology employees' attitudes post-COVID-19. COVID-19 pandemic has forced
several staff members to face distress psychologically. Optimism and psychological strengths are
necessary for staff members who should motivate each person to develop resources to adapt to
change and demanding circumstances. The reason to conduct present investigation is all about
determine the issue. In the situation of COVID-19, companies do not allow the employee to
come to office they all provide work from home. Fro the COVID-19, employees are not able to
perform in better manner and this investigation is all about identify the issues which impact on
workimg attitude of empliyees in IT sector. The present investigation is mainly conducted in the
professional and personal context. In the personal context, understanding of learner about the
influence of COVID-19 on the employees' psychological attributes and work attitude in the IT
sector (Ashcroft and et al., 2019). Other than this, in a professional context, the research and the
analytical skills of an investigator can be improved as it is effective in providing detailed
information to conduct an investigation. With this investigation's help, the learner can determine
the issues employees in the IT sector faced in the COVID-19 situation. By conducting this
investigation, the researcher can conduct similar research in the future and focus on getting
positive research outcomes within a given period.
1.4 Research aim
The study aim is “To identify how psychosocial attributes influence the work attitude of
Information technology employees on post-COVID-19.” A study on the IT sector in Bangalore.

1.5 Research objectives
 To find out the psychosocial attributes associate with the mental health of employees
concerning the Information technology sector.
 To find out the relationship between psychosocial attributes and the work attitude of
employees.
 To identify the impact of psychosocial attributes on the work attitude of employees.
1.6 Research question
The research question in the present investigation is “How much impact does
psychosocial attributes on the work attitude of employees”?
1.7 Chapter structure
The dissertation is a long piece of academic writing based on the original investigation. The
chapter structure in the dissertation provides an overview of all the necessary chapters required
to complete the dissertation (Banerjee and Nair, 2020). The different chapters include in the
dissertation mention below:
Introduction- The introductory chapter of an investigation consists of an investigation,
background, rationale, research aim, research objectives, and research questions; this explains
the existing investigation on the topic and shows the relevance of work to a broader issue. It is
necessary to ensure that research questions should be clear and specific.
Literature review- It is the second dissertation chapter. It reviews what has been written already
in the area of the research topic. It should support the theoretical argument that is being
demonstrated that the author has a grasp of the main finds and ideas that pertain to the research
topic. The primary purpose of conducting the literature review is to attain the research objectives
using secondary methods. The secondary method consists of books, scholars, journals, internet
sources, and others (Bathmaker, 2021).

Methodology- It provides sufficient detail regarding the methodology used that study could be
simulated. It explains how to conduct an investigation and allowing the reader to assess validity.
The research methodology section provides consists of the research onion. The research onion
includes different layers, for instance, research philosophy, research approaches, research
strategy, research choices, data collection methods, sampling, data analysis, and time horizons.
Results- It is the fourth chapter in this dissertation. It presents the results of the analysis by using
research questions. The results should be presented without any interpretations and reserved for
the discussion chapter (Bell, 2020).
Chapter summary
This was the first chapter in research project as this consists background of the research,
rationale behind choosing the research area, research aim, ojectives, questions and the chapter
structure. Present research is all about mental health and work attitude of people on post-covid-
19 in the it sector in Bangalore. The ratrionale stated about the reason how psychosocial
attributes associate with the mental health of employees concerning the Information technology
sector. The aim of this research is “To identify how psychosocial attributes influence the work
attitude of Information technology employees on post-COVID-19.” Objectives has been
developed on the basis of research aim and attained in next chapter i.e literature review by
considering the secondary sources.

2. LITERATURE REVIEW
A literature review is related to discussing and analysing the published information in a specific
subject area, which has an organisational pattern that combines synthesis and summary, giving a
new interpretation of the old material or combining with the old interpretations. A literature
review may be examining sources and advise the reader to provide the relevant information. The
focus of the academic research paper is to support own argument. The main focus of the
literature review is to summarise another idea. A literature review is mainly designed to give an
overview of the relevant sources explored as many approaches could adapt based on the type of
analysis underpinning the study (Boomaars, Yorks, and Shetty, 2018). The literature review's
primary focus is to attain the set objectives based on the research subject area, i.e. Mental Health
and Work Attitude of People on Post-COVID-19 in Bangalore's IT sector. The secondary
sources used to attain the research objectives consist of articles, internet sources, scholars, and
others. This helps provide the relevant information and get positive research outcomes.
2.1 Psychosocial attributes associate with the mental health of employees
concerning the Information technology sector
According to the viewpoint of Nur Pratiwi Noviati (2021), psychosocial support is essential in
the workplace, because, from the perspective of the information technology sector, employees
are enthusiastic about their work. It shows how much they are dedicated to their profession. To
start any work, people have to develop a mindset for that particular work in an organisation
where subordinates, supervisors support employees, psychological and mental health concerns
and respond modifier as needed. For some companies, psychological support may be essential to
protest against traumatic stressors at work (Buheji and Buheji, 2020). In psychiatric care
environments, there is lot of concern in the work environment and the well-being of the workers.
The psychosocial work environment and its components have been defined in a variety of
ways and often involve a variety of factors for an instance organizational environment and
culture, job demands, work regulation, leadership motivation and support and co - worker

support. The organisation must support employees in psychological aspects because they are
committed to their job attachment, involvement, positive works moods, and desire to remain
with the company—organisation citizenship behaviours of personal choice that benefit the
organisation and job performance. If individuals do not have a good mindset, they cannot do
work, and lacking happens such as with drawl behaviours, enhanced absenteeism, conflict,
greater risk of accidents, incidents and injuries, increased cost, loss of productivity, and turnover.
These all things give a disadvantage to the organisation if employees are not psychologically fit.
At some time, the organisation also responsible for maintaining the culture, a workplace
characterised by trust, honesty, and fairness (Buheji and Buheji, 2020). This is the basic
assumption held by a particular group. There is a combination of values, beliefs, meanings, and
expectations, that group members are held in similar and that they use as cues to what is
considered acceptable behaviour and how to cope with the difficulties and challenges. It is
essential for company trust for any positive and productive social processes in any workplace.
By varying between "organisational level" interventions, which seek to change the psychosocial
environment, and "person level" interventions, that concentrate on how people act and manage in
the environment, occupational psychosocial interventions may be more effective. Since
organizational approaches discussed the roots of unsafe workplace conditions, they were
preferred as preventative steps. Workplace psychosocial stressors and job environments, are
often long-standing, either they arise on a regular basis or as a result of a series of events f rom
time to time. In several ways people are prepared to deal with these circumstances, the pressures
placed on them continue to grow may outstrip human resources, leaving them unable to
deal or in the worst-case circumstance in the long run, it will lead to new issues. Let us move
forward to another aspect that is important to discuss concerning the employee psychological
aspect. COVID-19, this pandemic destroys all the social and working environment in different
ways (Fernández-Ballesteros and Sánchez-Izquierdo, 2021). In context to Wipro, Bangalore,
there were few rules and regulations countries had to follow, such as social distancing policies,
mandatory lockdowns, isolation periods, the anxiety of getting sick, along with the suspension of
productive activity, loss of income, and fear of the future and jointly influence the mental health
of citizens and workers. Due to this, people faced many challenges because all things would be
closed organisation did not have monetary value to give their employees. The company has
decided to lay off, termination activity for the employees that cause the big issue in a human
psychological factor. People have their loans, install EMI's that have to pay, and do not have
money. Youths have experienced several pandemic-related consequences, such as universities'
closure (Fernández-Ballesteros and Sánchez-Izquierdo, 2021).

As contrary to this, Sharan Poovanna and Madhurima Nandy (2021) Organization faced the loss
of income that may contribute to poor mental health. If discuss about IT sectors, the economy
has got a downturn that shows job loss is associated with enhancement of depression, anxiety,
distress, and low self-esteem; this thing direct to higher rates of substance use disorder or suicide
that directly affect the human psychological aspect. This thing created higher rates of symptoms
of mental illness, those who have without a job. Many essential workers faced many issues,
including a greater risk of contracting the COVID than other workers (Buheji and Buheji, 2020).
Compared to the non-essential workforce, they are majorly affected through depressive disorder,
symptoms of anxiety, starting and enhancing substance use of and suicidal thoughts due to this
pandemic. In context to Infosys, Bangalore, psychological factors cover the interaction between
and among work environment, job content, organisational conditions and worker's capacities,
need culture, personal extra job consideration that may, by the prospective and previous aspect
that influence health, work performance, and job satisfaction (Gedro and et al., 2020). A
workplace required psychological competencies and requirements; there is a good fit between
employees' interpersonal and emotional competencies, their job quality, and the designation they
hold. The excellent fit defines an employee familiar with technical skills and knowing a
particular position and the psychological and emotional intelligence skills that include self-
awareness, impulse control, persistence, self-motivation, empathy, and social deftness to perform
the job well. A good fit is essential, and it is associated with fewer health complaints, lower level
of depression, greater self-esteem, a more positive self-concept, increased performance,
employee retention, and job satisfaction. If an employee is not mentally fit, it can affect social
life and personal life, which stops growth and development. In an organisation, employees are
received encouragement to support and develop interpersonal, job, and emotional skills, which
provides internal or external opportunities for the employee to improve their repertoire of
competencies. It assists human resources with their current jobs as well as prepares them for
future positions. As per the growth and development perspective, it is mandatory to do because it
increases goal commitment, organisational commitment, and job satisfaction. This thing keeps
motivated or happy to the employee. It also gives skill acquisition on career development
directly increase employee well-being (Gill, 2020). It assures that opportunities go beyond
learning specific technical skills and involve opportunities to seek personal and interpersonal
skills critical to caring for oneself and relating to others.

Psychological attributes encompass the mental, emotional, social, and spiritual dimensions that
support the employee in every aspect. If organisations give appraisals and keep motivated to
them, they feel happy and encourage towards their work. In the IT sector, there is much
competition because it is a vast and wide corporate sector so, employees have to be mentally fit
to cope with various kinds of difficulties to manage or give their best result to the organisation
(Fernández-Ballesteros and Sánchez-Izquierdo, 2021). Suppose they are mentally week they
unable to survive. In another aspect, there is continuous work in front of monitor and laptop
screens in the IT sector. This thing creates pressure on the mind, and it will affect human
psychology, such as anxiety, palpitation, or various issues which is not suitable for health. This
thing will have a harmful impact like overthinking issues, lack of happiness that push toward the
negativity (Hill, Bennett, and Hunter, 2021).
2.2 Relationship between psychosocial attributes and work attitude of
employees.
As per the Salima Hamouche (2020) viewpoint, psychosocial factors at employees' work can be
defined as the relationship between and among job specification, workplace environment,
company's conditions, and worker’s capacities, needs, and culture. Through perceptions and
experience of employee’s influences health, work performance, and job contentment (Jakovljevic
and et al., 2020). There are some psychosocial risk factors in the workplace. It includes
Psychological support, company culture, clear leadership & expectations, growth &
development, recognition & reward, engagement, balance, workload management, involvement
& safety protection of physical safety (Gill, R. 2020). On the other hand, it's essential to
understand whether employee attitudes influence organizational engagement. In most situations,
a positive attitude leads to positive habits and a negative attitude leads to negative behaviors.
Employees who trust in the company's products are more likely to communicate directly with
consumers. (Meyers, G.L., Jacobsen, M. and Henderson, E., 2018).
Under psychological support, supervisors and co-workers positively support the employee not to
create psychological pressure on the organisation's employees. Due to psychological support,
employees have greater job attachment, job commitment and can give their best performance to
the company. Concerning the company's culture, it should be trustworthy, honest, and fair. It is
imperative to have organisational trust within any work to achieve any favourable and social
processes. Clear leadership also clarifies the employees what they need to do and how their work
contributes to the organisation. In the case of growth & development, employees receive

encouragement and support in developing their interpersonal and job skills in an organisation.
This type of company helps the employee in providing internal and external opportunities for
building their competencies. In context to Accenture, Bangalore, recognition & reward also
positively build the work attitude (Kang and et al., 2020). A workplace where proper
acknowledgement and appreciation has been given to the employee in a timely and fair manner.
Employees always remain in a motivated phase, have a desire to excel, build self-esteem, and
enhance team success (Yu and et al., 2018). When employees are engaged or connected to their
work, they feel committed, relate to their work, and see overall success. Engagement with work
increases the company's profitability; greater customer satisfaction, enhanced task performance,
and more excellent morale are also there.
Staff members carry a range of variations at work. They have multitude of traits, beliefs and
attitudes. Their constant or transient traits influence how they interact and function as they enter
organizations. Furthermore, employers require employees to possess specific talents, expertise,
capacities, attitudes, and beliefs. While working in an organisation, an employee has to play
multiple roles: parents, employees, partners. So employee has to balance in every relationship.
These multiple roles help the employee realise individual strengths and responsibilities, but
conflicting responsibilities can lead to role conflict or overload. Having balance in perspective
then leads to employee’s happiness both at work and at home, reduces stress, and allows staff to
maintain their concentration. Under workload management, it is about the amount of work and
the extent to which employees have the resources to do the work well (Kaye-Kauderer and et al.,
2021). A workplace where employees discuss how their work is done and how important
decisions are made. Then opportunities of involvement of employees’ job specification, activities
of team or department have been increased. When employees feel that they are giving
meaningful input to their work, they start making an extra effort in their work, leading to higher
morale and taking pride in their organisation. Under the protection of physical safety factor, it
includes the work environment itself. Examples include policies, training, and a demonstrated
concern for employee’s physical safety. All these measures taken by the organisation can
positively impact employees' work attitude (Yadav, 2020).
As contrary to this, Sharan Poovanna (2021), in context to Capgemini, Banglore, the work
environment is so good that it comes up with every aspect of psychosocial factors of employees,
due to which the employees work attitude towards their organisation is in a positive and effective
manner. The company provides team spirit, friendly but disciplined environment, which is
necessary for its growth. It provides an environment for personal growth, sharing their ideas, and

learning activities. Continuous learning programs are also vital for employees and the company's
growth. The company's culture is charming in that they celebrate different festivals, which will
reduce employees' stress level and give a break from their work duration. In context to
Cognizant, Bangalore, this kind of celebration helps enhance employees' hidden skills and gives
a chance to build a healthy relationship among employees in the organisation (Kim, Lee, and
Cho, 2020). Due to the COVID-19 situation, all the IT companies and their employees have to
face psychosocial factors that will somehow impact employees' work attitudes. Due to this
challenging situation, employees have to start their work from home, impacting their working
hours and working patterns. Through digitalisation, they are consistently connected with their
online platforms, video calls, phone calls. By doing work from their home, employees lost their
social connection and social life, due to which stress has increased to some extent. COVID-19
situation has made a difficult situation for everyone because they cannot hang out with their
colleagues during lunch hours.
Moreover, now employees have to spend most of the hours with their family. Work from home
also becomes difficult for some people because they do not have their professional environment;
some disturbances were always there (Update and et al., 2020). Due to these reasons, the
percentage of employees' work attitude remaining positive has decreased, and employees cannot
give their full potential into their work. When work from home has started due to this COVID-19
situation, there were no fixed working hours for employees. The companies have extended work
and working hours to fulfil their targets because this problematic situation has given the
challenge to every company for sustaining in the market. In this way, pressure has been
increased on the employees, and it affects their mental health. COVID-19 situation has also
swallowed the jobs of the employees of many sectors, which has impacted many people's social
and psychological health. Organisational psychology has a long controversial history related to
the study and understanding of employee attitudes and job satisfaction. The relationship between
employee attitudes and psychosocial factors will assist HR professionals as they strive to
enhance the essential people side of the business in a highly competitive area (Levin, Benish-
Weisman, and Savaya, 2020).
2.3 Impact of psychosocial attributes on the work attitude of employees.
According to the opinion of Indulekha Aravind (2021), The concept of psychosocial factors
refers to the interplay between and among job requirements, work content, organisational

conditions, and worker’s capacities, needs, culture, personal extra-job contemplation that may,
through intelligence and experience, influence health, work performance, and job satisfaction.
Workers' response depends on their abilities, requirements, expectations, culture, and private life.
A negative interaction between job-related conditions and human factors may lead to emotional
disturbances, behavioural problems, and added risks of mental and physical problems. Emotional
disorders, psychological issues and metabolic and neurohormonal changes can result from a
negative interaction between workplace conditions and human factors, increasing the risk of
mental and physical disease. It's also possible that negative impacts on worker satisfaction and
success may occur. When given an excessive workload, people can alter their behavior by
ignoring minor issues and focusing solely on the main task. The ability to implement a given
technique to control overload and minimize tension in the organizational environment, as well as
the worker's skills, determines its efficacy. A proper balance between occupational conditions
and human factors would positively influence the worker's psychological situation (Luca and et
al., 2020). It can be stated that work should respect workers, health, and lives and leave them free
time for relaxation and convenience and give a chance to serve society and self-fulfilment by
developing their capabilities. The job design should be in such a manner that it impacts the
employees' psychosocial factors. In context to TCS, Bangalore, it includes the employee should
be able to learn the things and continue its learning process. The job should be demanding in
nature, and the job should comprise so that he or she can take his or her decision on the
workplace, there should be social support and recognition also be given on their best
performance. The employee should feel that they have a bright future that the worker should
relate to social life. In numerous studies, various negative potentially health-related psychosocial
factors have been identified in the working environment. In context to Oracle, Bangalore, this
includes the underutilisation of abilities, lack of control, work overload, role conflict, and lack of
job security, inequity of pay, shift work, physical danger, and problems in relationships at work
(McGuire, Germain, and Reynolds, 2020). Through surveys, it comes to the notice that workers
often complain about noise and temperature. The most harmful perceived stressors include
vibration and chemical exposures. Numerous studies also confirm that physical health is also
affected by the dehumanising combination of mental and physical hazards in the work
environment. For example, work in the factories where continuously machines are running due
to which a minimum amount of social interaction can happen between the workers. There is
some occupation that has been identified under high risk in terms of physical danger. If the
employee feels adequately trained and has some expertise in dealing with emergencies, then they
feel less stress in their risky jobs. The majority of the workforce can be seen in IT companies

where the hygienic conditions are also not good, and chances of exposure to accidents and
disease are higher cause a constant threat to health (Nair and Banerjee, 2021).
As contrary to this, Rajashekara S (2021) Work overload can be characterised as qualitative and
quantitative. Various types of behavioural breakdown and distinguished symptoms have been
related to job overload. Due to excessive workload, workers start doing smoking and drinking,
leading to their degradation of health. Workload also tends to shift their behavioural pattern,
including that they do not have high motivation power towards their work, enthusiasm, and
lowered self-esteem. The analysis also suggests that qualitative and quantitative workload
produces different psychological and physical stress (Nicholas, Michael, and Anandan, 2020). In
context to IBM, Bangalore, this stress leads to job dissatisfaction in employees, job tension,
feelings of threat and embarrassment, high cholesterol levels, an increased rate of heart
problems. The same repetitive work pattern in the organisation also increases stress for workers
because those patterns become old to achieve the company's target. Also, everyone cannot cope
up with those patterns.
Young minds always come with their new ideas and innovation, and they do not get the direct
chance of contributing to the company's growth, due to which stress has been increased. Workers
cannot explore themselves in the manner they have expected from the organisation and follow
the same old working patterns. During the outbreak of COVID-19, the working patterns all over
the world have been changed (Hill, Bennett and Hunter, 2021). Most of the sectors have to shift
towards the digitalisation process due to a considerable scale; the change in attitude towards
work among employees has been observed in psychological and social factors. Through data
collection, it has been observed that 51% of people left home to work at the office, and 25%
worked alternately at home or office (Spagnoli and Molinaro, 2020). Due to the COVID-19
situation, the stress level has been increased at a breakneck pace worldwide; because most
people lost their jobs, some facing pay cuts from their salaries, some people were fired from their
jobs due to the workforce's reduction from their organisations (Rudolph and et al., 2020).
Due to less social interaction, effects can be seen in the performance of workers. The main
reason of happening such type of scenario is all because of psychosocial stress on them.
Unemployment was a significant risk for anxiety, depression, and insomnia. They are
unemployed mean that there has been no source of income and no security, due to which mental
pressure has been continuously increasing on the people. All the research, findings, and analysis

shed light on the need for organisation administrators to be aware of the status and factors related
to mental health and work attitudes among people returning to work during the COVID-19
pandemic. People worldwide have been affected to some extent, and their work attitude changes
due to this COVID-19 situation. Now people are satisfied with their job and less focused on
turnover intention, they realised that their psychosocial health should be their top priority.
Because when they are mentally healthy, then they can give their best performance to the
organisation. Results show that they were not so engaged in work as compared to their pre-
COVID-19 situation. Worrying about unemployment is significant risk factors for mental health
and work attitudes, but a resilience, positive attitude, optimism are the main protective factors
(Shevchuk, Strebkov, and Davis, 2018).
As contrary to this T. I. J. van den Berg and S. M. Alavinia (2021) stated that the psychological
attributes directly develops the negative impact on attitude of staff members. Employees engage
with their job environments in ways that are dictated by both the work environment and human
capabilities and needs. The mission, the physical and social work environment, management
activities and working opportunities are all important job considerations in this relationship. Job
ability of employees in the IT sector was closely linked to workplace psychosocial factors such
as teamwork, tension management and self-development as well as difficult life experiences,
lack of physical exercise and obesity, to lesser degree. When it comes to job capacity, impact of
an unhealthy lifestyle seems to be greater for older employees than for their younger counterparts
(Spagnoli and Molinaro, 2020). Many groups of employees are more vulnerable to economic
instability and workplace insecurity, which may have negative effects for their mental health or
well being. People with disabilities and young people are among those who are still experiencing
higher levels of absenteeism and joblessness.

3. RESEARCH METHODOLOGY
This is the most imperative aspect of an investigation as it is defined as the procedure or tool
which is implemented to identify, select, process, and evaluate the information concerning a
specified subject area. Within the context of an investigation, the methodology mainly
contributes to providing an allowance to the reader to analyse a study's overall reliability and
validity critically. In this present investigation work based on identifying how psychosocial
attributes influence information technology employees' work attitude on post-COVID-19,
research methodology plays an imperative role in assisting the right direction to the investigation
to aid relevant results (Naepi,2019). In this specific research, for appropriately aiding the
research, the researcher considers research onion as it effectively assists the researcher in the
right direction to aid valuable outcome. The investigation onion was established by Saunders et
al. (2007) regarding describing the stages via that the investigator must pass when articulating an
effective investigation methodology. Thus, the suitable methodologies that are imperative in this
specific area are associated as under:
3.1 Research Philosophy
This is the most crucial aspect of research methodology as it is mainly defined as the set of
beliefs and opinions concerning the nature of the reality analysed in a study area. Therefore, it is
an underling the description of the nature of idea and knowledge. This section of research
methodology mainly encompasses two aspects, i.e. positivism and interpretivism research
philosophy. The positivism philosophy mainly adheres to the view that is mainly based on fact
full knowledge and is attained explicitly via observation involving measurement,
trustworthiness. In contrast, interpretivism research is recognised as a framework and practice
within social science investigation devoted to thoughtful social reality's philosophical and
methodological manner (Haydon and van der Riet, 2017).

Justification: In the context of this present investigation work, positivism research philosophy is
implemented by the researcher as it is effective in providing descriptive evaluation as this
philosophy is imperative in rendering factual knowledge and ideas that are concerning with
identify how psychosocial attributes influence the work attitude of Information technology
employees on post-COVID-19. Therefore, another reason behind selecting positivism philosophy
is that it effectively executes quantitative analysis, and the study into consideration is based on
quantitative aspects.
Advanatges and disadvanatges of using positivism research philosophy
Advanatges Disadvanatges
 The benefit of using positivism
philosophy is that it relies on the
quantitative data aand gives the
objective information.
 This follows the well explained
structure at the time of discussion.
 This philosophy is inflexible in nature.
 The positivism research philosophy
encourage investigators to disregard
human behaviour.
3.2 Research approach
The investigation approach is mainly defined as the plan and process, consisting of broad
assumptions, detailed information accumulation tools, evaluation, and interpretation. The
investigation approach is mainly categorised among two approaches like deductive and inductive
research approach. Inductive research mainly begins through observation, and theories are
implemented in the direction to the end of the investigation as an observation outcome. On the
contrary, the deductive approach to investigation is an individual mainly associated with
scientific research (Lübbeke, 2018).
Justification: About the chosen investigation area, the deductive research approach has been
implemented by the researcher as it is effective in explaining the causal interconnection among
the concepts and variables, which are relay over the aspect regarding psychosocial attributes
influence the work attitude of Information technology employees on post-COVID-19. The
another reason behind choosing deductive approach is that it needs testing the hypothesis on the
basis of specific area. Therefore, these influential theories and concepts and associated with

enhancing knowledge regarding a similar subject. The deductive approach is also imperative in
executing quantitative analysis as it is well suited to effectively executing quantitative analysis.
Another reason for executing the deductive approach is that it is less time-consuming than the
inductive approach, and it mainly begins with the appearance of a rule and is followed through
examples in that the rule is applied (Sovacool, Del Rio, and Griffiths, 2020).
Advanatges and disadvanatges of using deductive research approach
Advanatges Disadvanatges
 This research objectives provides the
clear explaination about issue.
 It takes less time period to complete
study.
 In this approach, there is less scarcity
of the sources.
 It is accused of making the assumptions
related to research area.
3.3 Research design
Research design is explained as an overall strategy used to carry out the investigation that
explains the logical plane to tackle research questions. The method incorporated in the design of
an investigation study will have based on an investigator's standpoint over beliefs like
knowledge. There are different types of research design, for instance, exploratory, experimental
and descriptive. The experimental research design is related to constructing an investigation that
is high casual validity. The descriptive research aim is to systematically and accurately define the
situation and population. The exploratory research design is mainly used to investigate an issue
that is not clearly defined, mainly conducted to understand the current issue in a better manner
but will not give conclusive outcomes (Budianto, 2020).
Justification: In conducting the present investigation, there has been a descriptive research
design used. The main focus of using the descriptive research design is to explain people's
mental health and work attitude post-COVID-19 in Bangalore's IT sector that can include a
collection of quantitative information that can tabulate along a continuum in the numerical form.

3.4 Research choice
The investigation's choices mainly outlined in the research methodology involve the mono
method, the mixed method, and the multi-method. Therefore, these are the three imperative
grounds on which the entire investigation is based. Therefore, the mono method includes
applying one investigation approach for the study, whereas the mixed method needs two or more
tools as in this qualitative and quantitative investigations are executed. On the other hand, multi-
method is based on the broader selection of methods (Halaweh, 2018).
Justification: In the context to this present investigation area based on the aspect of identifying
how psychosocial attributes influence the work attitude of Information technology employees on
post-COVID-19, the mono method is implemented by the researcher as in this quantitative study
is considered and it is imperative in conducting descriptive evaluation and renders detailed
analysis within actual observation and fact complete data. However, in the quantitative analysis,
information mainly relies on statistical aspects and figures that rely on the chosen study area.
3.5 Research strategy
It is explaining as the action plan that provides the direction to efforts and thoughts. It helps in
conducting an investigation systematically and schedules to develop quality outcomes. The
research strategies are survey, action research, interview, observation, and others (Whicher,
Philbin, and Aronson, 2018).
Justification: In this present investigation, there has been a survey research strategy considered.
Using this research strategy provides a clear understanding of the research area and collects
information from many respondents; the main benefit of using the survey method is that it is
convenient for collecting the data at minimum costs and several ways based on research
objectives.
3.6 Data collection tools
It is recognised as the imperative aspect of research methodology as the entire execution based
on the data accumulated over a specified area. This section of investigation mainly relays over

two aspects, i.e. primary and secondary sources of data collection. Primary study is imperative in
gathering first-hand information specific to a study area; this information mainly gathers through
survey, questionnaire, observation, case study, and focus group. On the other hand, the second
study is mainly derived from other investigators' work or opinions or the study areas. Therefore,
in secondary analysis, information is mainly accumulated through books, journals, articles, and
so on (Deb, Dey, and Balas, 2018).
Justification: In the context of this present investigation work, evaluating how psychosocial
attributes influence the work attitude of Information technology employees on post-COVID-19,
both primary and secondary sources of data collection are implemented by the researcher.
The primary research is implemented to gather specific information about the chosen study area;
hence, the researcher has been used the survey with a questionnaire's assistance which is the
most suitable approach to execute a detailed analysis. A questionnaire is constructed specifically
for this research project following the data requirements and aims, and objectives of this study.
On the contrary, the secondary investigation is imperative in enhancing theoretical understanding
concerning the chosen subject as here information must be gathered via evaluating the books,
journals, articles, and past investigations related to the chosen subject. Therefore, secondary
sources support executing a literature review which aids value in enhancing personal
understanding about the chosen subject area. The sources to collect secondary information are
books, articles, journals and scholars.
3.7 Data sampling tool
Data sampling is the most effective and widely considered area of investigation as the sample
selection is based on the original population. The sample size mainly represents the number of
selected participants through the overall population, which is implemented in an investigation. In
addition to this, sampling is mainly defined as the procedure implemented in statistical
evaluation, which a predetermined observation is taken through a wide population (Brown,
2017). This section is mainly relaying over two aspects, i.e. probabilistic and non-probabilistic
data sampling. Probabilistic sampling is mainly recognized as a sampling tool in which the
investigator chooses samples through a wider population implements a method that encompasses
probability theory. The sample mainly selects through applying simple Random sampling tools,
Systematic sampling, Stratified sampling, and Cluster sampling tools. On the other side, non-

probabilistic sampling mainly refers to the tool in which the investigator selects samples that
encompass the subjective argument of the investigator rather than random selection of the
population. The sample mainly selects Convenience sampling, Consecutive sampling, Quota
sampling, Snowball sampling, and others.
Justification: In the context to this, present investigation work, based on the aspect of evaluating
how psychosocial attributes influence the work attitude of Information technology employees on
post-COVID 19, probabilistic sampling is being implemented by the researcher and in this
sample are randomly picked as it is effective in avoiding biases and provide equal opportunity to
an individual to take participation in the research. The sample size for this analysis is 384, in
which employees from the IT sector are considered. The chosen respondents for collect
information are employees of Mindtree company in Banglore. The results are drawn using an
accumulation of two methodologies. Firstly, secondary sources of information established an
outline for theoretical frameworks for this report. Based on data collected from the 384
employees, as mentioned earlier using a questionnaire, specific primary data is collected. The
collected primary data is then represented using a frequency distribution table and relevant
graphs to enhance the results' overall reliability. The selection is relayed over IT sector
employees because they have a good idea about their situations in the post-COVID-19.
(Lattanzio and et al., 2019).
3.8 Ethical consideration
An investigator must collect the information and data by using authentic sources, and ethical
consideration can be more specified as an essential part of an investigation. The researcher
should follow all the ethical considerations and principles while performing the research; the
ethical principle consists of confidentiality, anonymity, informed consent, and respect for
privacy. The research participants should not harm in any way. In regards to this, respect for the
research participants' dignity should be on a priority basis. The consent should be appropriately
obtained from chosen respondents before the study. It is necessary that respondents' information
be confidential or not leak information without their permission (Meyers, Jacobsen, and
Henderson, 2018).

4. RESULTS
4.1 On a primary basis
The primary data collection method has been considered as it consists of the questionnaire
related to people's mental health and work attitude on post-COVID in Bangalore's IT sector. It
provides new and relevant information related to a specific subject area. A thematic analysis
method is used to analyse the data as it is more effective to develop themes, tables, graphs, and
make interpretations.
Q 1) Are you aware of the issue associated due to the pandemic of COVID-19?
Response
a) Strongly agree 50
b) Agree 50
c) Neutral 120
d) Disagree 50
e) Strongly disagree 114
Total 384
Figure 1. The issue associated due to the pandemic of COVID-19
Source: Prepared by the author

Interpretation: It has been interpreted from above mention graph that there are 50 respondents
are strongly agreeing, and they said that they are aware of the issue associated with the pandemic
of COVID-19. According to them, COVID-19 develops a negative impact on the health of
people. Fifty respondents agree and said that COVID-19 raises the issue of fever, cold, and other
health-related problems. On the basis of their opinion that Coronaviruses (CoV) are large family
of the viruses which can cause illnesses ranging from common cold to much more serious
illnesses like Middle East Respiratory Syndrome (MERS-CoV) and Extreme Acute Respiratory
Syndrome (SARS) (SARS-CoV). Daily hand washing, covering mouth and nose while coughing
or sneezing, and properly cooking meat and eggs are all standard guidelines for preventing
infection transmission. Avoid physical contact with someone who is coughing or sneezing and
has respiratory problems. The response of 120 respondents is neutral. Fifty respondents disagree,
and according to them, they are not aware of the pandemic of COVID-19. There are 114
remaining participants, and they vehemently disagree with the given statement.
Q 2) What do you think, COVID-19 has affected the psychosocial attributes of
individuals working within an organisation?
Response
a) Strongly agree 125
b) Agree 90
c) Neutral 80
d) Disagree 70
e) Strongly disagree 19
Total 384

Figure 2. COVID-19 has affected the psychosocial attributes of individual working
Source: Prepared by the author
Interpretation: Based on the viewpoint of 125 respondents that COVID-19 has affected the
psychosocial attributes of individuals working within an organisation. As per their perspective
that employee and their coworkers are likely to have been under pressure. In the present
situation, it's completely understandable to be feeling this way. Stress and the emotions it causes
are in no way an indication that they are incapable of doing job. Managing emotional and
psychosocial well-being is almost as critical as managing physical wellbeing and working
attitude during this period. Ninety respondents are agreed and said that COVID-19 develops a
psychological impact on the working of an individual at the workplace. The response of 80
respondents is neutral. Seventy respondents disagree with the statement. On the basis of their
opinion that it is not necessary that psychosocial attributes develops the impact on working of
people. There are 19 remaining participants, and they said that there are strongly disagree with
the given statement and said that COVID-19 had not affected the psychosocial attributes of
individual working within an organisation.
Q 3) According to you, is a pandemic situation affects the mental stability of people who are
working within the IT sector?
Response
a) Strongly agree 150
b) Agree 50
c) Neutral 20
d) Disagree 80
e) Strongly disagree 84
Total 384

Figure 3. The pandemic situation affects the mental stability of people who are working
Source: Prepared by the author
Interpretation: 150 respondents strongly agreed and said that the pandemic situation affects
people's mental stability working within the IT sector. It harms employees' mental ability
because some employees are unemployed and some do not get their salary. This has had an
affect on the mental health of global population, causing harmful psychosocial impacts that may
contribute to psychological crises. During pandemic, quarantine workers face not only elevated
workloads as a result of their quarantine IT jobs, but high psychological pressure relating to
workplace instability, chance of exposure. Fifty respondents agree with the statement, and it
impacts the mental stability of the people. As per their opinion that the COVID-19 pandemic has
had a major impact on social and working conditions in a number of ways. Workplace factors
will have a significant impact on whether people's mental health improves or deteriorates as a
result of the pandemic. Employers must make mental health support vital part of their corporate
continuity plans across COVID-19 or face a drastic effect on employee health and productivity.
The response of the 20 respondents is neutral. The response of the 80 respondents disagrees, and
according to them, a pandemic situation negatively impacts respondents' job role. There are
remaining 84 respondents and they strongly disagreed with the given statement.

Q 4) What do you think, is the COVID-19 situation influences your psychosocial attributes in
the manner of treating depression, anxiety, mental stress, Emotional Instability, Extraversion,
Rosenberg Self-Esteem Scale?
Response
a) Strongly agree 150
b) Agree 40
c) Neutral 20
d) Disagree 40
e) Strongly disagree 134
Total 384
Figure 4. COVID-19 situation influences the psychosocial attributes in the manner of treating
depression
Source: Prepared by the author
Interpretation: 150 respondents strongly agreed and said that the COVID-19 pandemic
situation impacts the psychosocial attributes in such a manner to develop anxiety, extraversion,
mental stress, and others. Employee effectiveness is influenced by their mental health and well-
being, and this affects workplace competitiveness. Employees suffer from anxiety and
depression that are linked to physical disability and work impairment. Forty respondents agree
with the respondents. They stated that depression is important because it may worsen symptoms
and incapacitating consequences of physical condition, but this is treatable. Successful treatment
of depression can be only way that people with a chronic physical health condition can increase
their health-related quality of life. Twenty respondents said that they are not much aware of the
COVID-19 situation. The response of the 40 respondents are negative and said that the COVID-

19 situation does not influence psychosocial attributes in the manner of treating depression,
anxiety, mental stress, Emotional Instability, Extraversion, Rosenberg Self-Esteem Scale. There
are remaining 134 respondents who are not agreed with the given statement.
Q 5) What do you think, is there any difference between the situation of the post and pre-
COVID-19 concerning the working of the IT sector?
Response
a) Strongly agree 200
b) Agree 50
c) Neutral 10
d) Disagree 84
e) Strongly disagree 40
Total 384
Figure 5. There is no difference between the situation of the post and pre-COVID-19 concerning
the working of the IT sector
Source: Prepared by the author
Interpretation: 200 respondents are strongly agreed and said that there is any difference
between the post and pre COVID- 19 concerning the working of the IT sector. On the basis of
their viewpoint that COVID-19 pandemic has wreaked havoc on people's emotions. The lack of
appropriate drugs and vaccinations for this infection heightens the fear of becoming infected or
infecting others. Negative feelings are normal and linked to transition but they also lead to
anxiety, depression and post-traumatic stress syndrome in long run. The 50 respondents are
agreeing, and according to them, some changes arise in the working of employees in pre and

post-COVID-19. The response of the ten chosen participants is neutral. There are 84
respondents, and they said that they disagree with the given statement and said that there is no
difference in the situation of the pre and post-COVID-19 as it develops the negative impact on
the working of people within the IT sector. Forty remaining respondents strongly disagree with
the given statement.
Q 6) Have you ever experienced any issues related to mental health during the
pandemic of COVID-19?
Response
a) Strongly agree 180
b) Agree 40
c) Neutral 20
d) Disagree 80
e) Strongly disagree 64
Total 384
Figure 6. Experienced any issues related to mental health during the pandemic of COVID-19
Source: Prepared by the author
Interpretation: From the mention graph, it has been examined that there are 180 respondents
which are firmly agreed and said that they experienced the issues related to mental health during
the pandemic of COVID-19. This pandemic has had a negative impact on both physical and
mental health. In the context of an influenza pandemic, health services all over the world must
strengthen their preparedness. In the framework of such quickly spreading infectious disease,

mental health interventions that can serve as a guide for such situation. Forty respondents were
agreeing and said that employees face mental health-related issues in COVID-19. The response
of the 20 respondents is neutral as they are not able to give their opinion and viewpoint regarding
the given statement. Eighty respondents disagreed and said that employees never experienced
any mental health issues during the pandemic of COVID-19. There are remaining 64 respondents
who strongly disagree with the given statement. According to them, there are not any
experienced issues related to mental health during the pandemic of COVID-19.
Q 7) Based on your opinion, does norms communicate by the businesses during the pandemic
of COVID-19 helps the employees to work with more efficiency and enhance their
performance?
Response
a) Strongly agree 190
b) Agree 110
c) Neutral 20
d) Disagree 50
e) Strongly disagree 14
Total 384
Figure 7. There are norms communicate by the businesses during the pandemic of COVID- 19
Source: Prepared by the author
Interpretation: Based on 190 respondents, they strongly agreed and said that businesses' norms
during the pandemic of COVID-19 help them work with more efficiency and enhance their
performance. Many things have changed as a result of pandemic but work-from-home is

probably most profound effect this had on IT professional work careers, particularly because it is
expected to continue long after Corona scare has passed. One hundred ten respondents agreed
and said that they agree and according to the norms, agree with communicating through
businesses during the pandemic of COVID-19 helps the employees work with more efficiency
and enhance their performance. Businesses from almost every sector are communicating with
consumers about business operations including notices about upgrading hygiene, temporarily
shutting offices, changing sick leave plans, cutting hours and more. The response of the 20
respondents is neutral. Fifty respondents said that they disagree and said that norms do not help
the staff members to work effectively during the COVID-19 pandemic. Fourteen respondents
strongly disagree with the given statement. Some of the offices are not communicate the norms
by the businesses during the pandemic of COVID- 19.
Q 8) According to you, does the pandemic of COVID-19 impact an employee's career,
specifically within the IT sector?
Response
a) Strongly agree 140
b) Agree 110
c) Neutral 22
d) Disagree 60
e) Strongly disagree 52
Total 384
Figure 8. The pandemic of COVID-19 impact on employee's career, specifically within the IT
sector
Source: Prepared by the author

Interpretation: From the above mention graph, it has been stated that there are 140 respondents,
and they are agreeing with the statement and say that pandemic develops an impact on
employee's career, specifically within the IT sector. During the COVID-19 crisis, when several
sectors are facing the bleak possibility of permanent unemployment, many workers working in
technology are not only employed but also in high demand. Staff members interviewed for
another study after the pandemic said they required frequent one-on-one sessions with the team
leaders to stay committed to their jobs. According to them, the response of the 110 participants
agrees that the pandemic harms the career of employees in the IT sector as some of the staff
members lost their job and some could not get their full salary. In the pandemic era, career and
professional development may have gone by the wayside to the numerous pressures and crises
that organizations face. During COVID-19 era, when IT sectors are facing the daunting prospect
of permanent unemployment, most workers working in technology are not only employed, but
also in high demand. The response of the 22 participants is neutral. They do not have
understanding about the pandemic of COVID-19 impact on employee's career, specifically
within the IT sector. Sixty respondents disagree with the statement. On the basis of their
response that pandemic of COVID-19 does not impact on employee's career, specifically within
the IT sector but somewhere it impact on the mental abilities of employees because they think
about the loss of job and unemployement issues. There are remaining 52 respondents who said
they strongly disagree and said that pandemic of COVID-19 not impacts employee's career,
specifically within the IT sector.
Q 9) Does COVID-19 bring changes in employee’s psychosocial attributes within a
workplace?
Response
a) Strongly agree 210
b) Agree 90
c) Neutral 10
d) Disagree 50
e) Strongly disagree 24
Total 384

Figure 9. COVID-19 brings changes in employee’s psychosocial attributes
Source: Prepared by the author
Interpretation: Based on 210 respondents who said they strongly agree that COVID-19 brings
changes in employees' psychosocial attributes within a workplace. On the basis of opinion that
Coronavirus disease pandemic of 2019 (COVID-19) is wreaking have on all facets of
civilization namely mental and physical health. COVID-19's psychological, societal and
neuroscientific consequences as well as the immediate and long-term strategies. Ninety
respondents agreed and said that COVID-19 brings some of the changes in the workplace's
psychological attributes. It develops a negative impact on the health of people. In relation to this,
employees can achieve their professional growth goals become candidates for advancement and
succeed in their careers by forming a mentorship with more senior employee. The response of
the 10 participants is neutral. Fifty respondents disagree and said that COVID-19 does not bring
changes in employee's psychosocial attributes within a workplace. There are remaining 24
respondents, and they are strongly disagree said that COVID-19 develops a negative impact on
the psychological attributes and the mental ability of the staff members.
Q 10) Does psychosocial attributes negative impact on the work attitude of Information
technology employees post-COVID-19?
Response
a) Strongly agree 215
b) Agree 75
c) Neutral 15
d) Disagree 40
e) Strongly disagree 39

Total 384
Figure 10. Psychosocial attributes negative impact on work attitude of Information technology
employees
Source: Prepared by the author
Interpretation: The graph has been examined that they strongly agree and said that
psychosocial attributes negatively impact the work attitude of Information technology employees
in the post-COVID-19 pandemic situation. Due to the extreme nature of their job, goal,
milestones, night shift and overwork load, tech professionals experience a lot of stress. Staff
members in the IT sector are more likely to experience a variety of health issues as a result of the
constant physical and emotional pressures of their employment. Stress may cause, maintain or
intensify diseases. Seventy-five respondents agree and said that on post-COVID-19,
psychosocial develops a negative impact on the mental ability and the work attitude of the staff
members. The response of the 15 participants is neutral. There are 40 respondents, and as per
their opinion, they disagree and said that psychosocial attributes do not develop a negative
impact on the work attitude of Information technology employee’s post-COVID-19 as it
develops the impact on the mental health of the employees. There are remaining 39 respondents
who strongly disagree with the given statement. On the basis of their opinion, there are some
other issues which impact on the working attitude of staff members within IT sector.
Q 11) Does the Information technology sector in Bangalore follow all the safety measures
post-COVID-19?

Response
a) Strongly agree 220
b) Agree 70
c) Neutral 20
d) Disagree 60
e) Strongly disagree 14
Total 384
Figure 11. The information technology sector in Bangalore follows all the safety measures post-
COVID-19
Source: Prepared by the author
Interpretation: From the above mention graph, it has been stated that 220 respondents which
are strongly agreed with the mentioned statement that the IT sector in Bangalore follows all
safety measures on the post-COVID-19. According to them, employees should be reminded to
cough and sneeze at distance of two meters through posters, meetings and the intranet. Coughing
should be performed into paper towel or into the elbow. To dispose of them, have closed (pedal)
containers. Seventy respondents agreed and said that the Information technology sector in
Bangalore follows all the safety measures post-COVID-19. Staff members should go to WHO
website to get the most up-to-date information on COVID-19 dispersion. They should be
reminded that they should strictly adhere to local authority directives. In any situation, don't send
staff above the age of 50 or others who have asthma, cardiac problems or respiratory problems to
high-risk areas. They said that employees returning from COVID-19 area must check for corona
signs and check their temperature twice per day 14 days. They should stay at their home,

quarantine themselves and notify the emergency services of their symptoms or travel itinerary if
they have a minor cough or fever (> 37.3°C). Their primary focus is on following the proper
safety guidelines and safety measurements, for instance, masks, sanitisers, and the 20
respondents are neutral. According to the Information technology sector in Bangalore, Sixty
respondents disagree and do not follow all the safety measures post-COVID-19. The IT focus on
providing work from home to staff members.
Q 12) As per your opinion, psychosocial attributes associate with the mental health of
employees concerning the Information technology sector?
Response
a) Strongly agree 230
b) Agree 70
c) Neutral 20
d) Disagree 50
e) Strongly disagree 14
Total 384
Figure 12. Psychosocial attributes associate with the mental health of employees concerning the
Information technology sector
Source: Prepared by the author
Interpretation: According to the viewpoint of 230 respondents, they strongly agree and said
that psychosocial attributes are related to employees' mental health concerning the Information
technology sector. Seventy respondents were agreeing and stated that psychosocial attributes are
related to the mental ability of people. Twenty respondents have a neutral response. Fifty

respondents said they disagree with the given statement. Fourteen respondents are strongly
disagreeing and said that psychosocial attributes are related to staff members' mental ability as it
develops a negative impact on the employee’s performance level.
Q 13) Does there is a positive relationship between psychosocial attributes and the work
attitude of employees?
Response
a) Strongly agree 240
b) Agree 70
c) Neutral 10
d) Disagree 50
e) Strongly disagree 14
Total 384
Figure 13. Positive relationship among psychosocial attributes and work attitude of employees
Source: Prepared by the author
Interpretation: From the mention graph, it has been stated that there are 240 respondents, and
according to them, they strongly agree strongly disagree positive relationship between
psychosocial attributes and the work attitude of employees. If the staff members' thinking and
mindset are impacted, it will negatively impact the working attitude of staff members. Seventy
respondents agree with the statement. Ten respondents have a neutral response. Fifty respondents
disagree and said a negative relationship between psychosocial attributes and employees' work
attitude. Fourteen respondents strongly disagree with the given statement.

Q 14) Does the working environment is one of the main factors affecting the job satisfaction
level of staff members?
Response
a) Strongly agree 200
b) Agree 60
c) Neutral 25
d) Disagree 50
e) Strongly disagree 49
Total 384
Figure 14. The working environment is one of the main factors affecting job satisfaction level
Source: Prepared by the author
Interpretation: From the above mention graph, this has been stated that there are 200
respondents which are firmly agreed and said that working environment is one of the main factor
affecting job satisfaction level of staff members. If the working environment will be positive,
this helps motivate staff members and sustain them. Successful managers understand that their
workers need appreciation and acknowledgment for their contributions and achievements. Staff
members will need to realize that their supervisor's door is still open for them to talk about
whatever issues they may that are interfering with their efforts to do their jobs well and lowering
their workplace satisfaction.Sixty respondents agreed and said that a positive working
environment enhances staff members' performance level to focus on attaining the set aim and
objectives. Since workers spend a lot of time at work each week, this is essential for businesses

to aim to improve working conditions. Workplaces which are open rather than crowded, have
ample lighting and convenient workstations all lead to a positive work environment. Providing
management mechanisms like improved information systems, to assist workers in completing
tasks more quickly. The response of the 25 participants is neutral. Fifty respondents disagree,
and according to them, the working environment does not need to be the factor that impacts
employee job satisfaction. The remaining 49 participants are strongly disagreeing, and according
to them, other than the working environment, inappropriate communication negatively impacts
employee job satisfaction.
Q 15) According to you, does depression is the main psychosocial attribute that impacts the
working attitude of staff members post-COVID-19 pandemic?
Response
a) Strongly agree 250
b) Agree 50
c) Neutral 10
d) Disagree 50
e) Strongly disagree 24
Total 384
Figure 15. Depression is the main psychosocial attributes that impact the working attitude
Source: Prepared by the author

Interpretation: 250 respondents are strongly agreed and said that depression is the main
psychosocial attribute that impacts the working attitude of staff member’s post-COVID-19
pandemic. Managers should be informed of any physical illness that can interfere with an
employee's ability to work, as well as an employee's mental health. Since mental disorder is
difficult to detect and most people deem it a private matter, it sometimes goes unnoticed. Fifty
respondents agree with the given statement. The response of the ten respondents is neutral. Fifty
respondents disagree and said that depression is not a psychosocial attribute that impacts the
working attitude of staff member’s post-COVID-19 pandemic. Twenty-four remaining
respondents strongly disagree with the given statement.
Q 16) As per your viewpoint, does the Information technology sector in
Bangalore needs to make changes in the working environment post-COVID-19?
Response
a) Strongly agree 200
b) Agree 50
c) Neutral 20
d) Disagree 60
e) Strongly disagree 54
Total 384
Figure 16. The information technology sector in Bangalore needs to make changes in the
working environment
Source: Prepared by the author

Interpretation: 200 respondents strongly agree, and according to them, there is a need for the
Information technology sector in Bangalore to make changes in a working environment on post-
COVID-19. In post-COVID period, managers would have to accommodate shifts in job patterns.
Although some workers would liked having in-person social interactions at work, they are
becoming used to the versatility that remote work provides. This is easy to assume that workers
can operate effectively from home if they have right technical resources like chatting software
and video cameras. As per their opinion, fifty respondents agree that it is necessary to take all
safety measures at the workplace so that employees from the COVID-19 can be prevented. There
are 20 respondents whose response is neutral. Sixty respondents disagree with the given
statement. There are remaining 54 respondents, and they are strongly disagreeing and said that
the Information technology sector in Bangalore does not need to make changes in the working
environment.
Q 17) Does provide a flexible work schedule is an effective way to improving the
mental health of staff members post-COVID-19?
Response
a) Strongly agree 230
b) Agree 70
c) Neutral 20
d) Disagree 30
e) Strongly disagree 34
Total 384

Figure 17. A flexible work schedule is an effective way to improving the mental health of staff
members
Source: Prepared by the author
Interpretation: There are 230 respondents, and they are strongly agreeing and say that
providing a flexible work schedule to staff members is one of the effective ways to improving
the mental health of staff member’s post-COVID-19. Seventy respondents agree, which said that
the Information Technology Company must give a flexible working time frame so that
employees' mental health can be improved post-COVID-19. The response of the 20 participants
is neutral. Thirty respondents disagree with the given statement. According to 34 respondents
that they strongly disagree and said that it is not necessary to provide a flexible work schedule is
an effective way to improving the mental health of staff members on post-COVID-19.
4.2 DISCUSSION
The discussion is mainly based on the literature review chapter in which information has been
collected by using secondary sources. The literature review is linked with the research objectives
that provide a detailed analysis to get positive research outcomes.
4.2.1 Psychosocial attributes associate with the mental health of employees concerning the
Information technology sector
From the literature review, it has been examined that the psychosocial attributes approach looks
at the individual in the context of the combined influence that psychosocial factors. The
surrounding social environment has on their physical and mental wellness and their ability to
function. Psychosocial attributes are concerned with the factors which affect the individual mind
containing both internal and external feelings. Psychosocial factors affect the person from the
inside and reduce the person's skills and increase their stress level by which there is decreasing in
the working efficiency of the person. COVID- 19 has shaken the entire world. Worldwide
lockdown had changed the working culture of the employees and the organisations. The
company had come out with the work from home culture. The employee has to stay at home and
work at home; this culture changed its behaviour. In the IT industry, employees have to come to
the office and work, but after work from home, cultural employees became lethargic. COVID-
19 has changed employees' behaviour; they were majorly losing their patience at work, and as a
result of it, they had become more irritated. Employees are starting to lose their patience in the
office. Employees are becoming quite disturbing by the result of the Covid-19. They have to

work in a stressful environment because they became pretty disturbed and started coming into
depression. Sometimes the psychosocial factor leads to medical problems. COVID- 19 brings the
job- dissatisfaction factor among the employees they are getting dissatisfied by their job role.
COVID- 19 changes the entire working culture and the behaviour of the employees. In the
employee, there is anxiety, and the fear factors also emerge.
4.2.2 To find out the relationship between psychosocial attributes and the work attitude of
employees.
It has been analysed from the mention information in the literature review that the unprecedented
outbreak of COVID-19 Disease 2019 caused an economic downturn and enhanced the
unemployment rate. To assess mental health and the work attitude of staff members resumed the
work after COVID-19. Employees do their work from home and but it develops a negative
impact on their mindset. Related to the work attitudes, the percentage of employees who feel
satisfied with the job role is less satisfied than those who felt more satisfied. At the time of
COVID-19, many people are forcing to quit their job frequently in the IT sector. They engage
less than usual. The nature of the company, income, change in position, and age is related to its
work attitudes. The Information Technology sector must be aware of the status and factors
related to staff members' psychosocial attributes and work attitudes when the pandemic of
COVID-19.
On the other hand, during the pandemic of COVID-19, it had not controlled effectively; several
people had to resume work at home. Some part of the workforce in the Information Technology
sector in Bangalore was permitted to return to office after seeking approval from the
government. Other than this, resources and measures available regarding COVID-19 are low
relatively, and its impact is high. In regards to this, prominent psychological risks are mainly
appearing to emotional work as well as workload. There is a positive relationship between the
psychosocial attributes and working attitudes of the staff members. These both are among more
challenging complexities in safety and health, affecting people and companies' health. It is
related to the work stress that has been concerned with minimising social interaction and being
able to concentrate at the workplace.
4.2.3 To identify the impact of psychosocial attributes on the work attitude of employees
This has been evaluated from the literature review that psychosocial factors are those factors that
affect the internal to the employees by connecting the external social factors. They describe the

factors that are affecting the employee’s behaviour and the working culture of the employees.
Psychosocial factors affect the employees' working behaviour, but after the Covid-19, massive
changes are being observed in employees' working culture when the government imposed the
lockdown across the country to control the virus's spread. However, the Companies have to keep
their work adequately, so they opt for home culture work. As a result of the work from home,
there is a considerable impact on the employees' mental health. In the context of the IT sector,
there is enormous changes have been observed like the employees. Staff members who are
associated with its firms became so disturbed in the working culture at home. They are not
paying proper attention to their work because they face the fear of losing their job. Covid-19 has
created a stressful environment among the employees by its impact; they are pretty depressed
regarding not paying the proper attention. At work from home, culture companies provide the
high load of work by which the employee became quite stressed and stressed that employees
could not do work properly. Covid-19 affects the country's health status, and these psychosocial
factors also affect the employees' mental conditions. The employee became aggressive. The
employee's irritation level has increased by the working culture, and the stress of not achieving
the task has effects the mental condition of the employee they had to faces the challenges of
achieving the task. Sometimes these psychosocial factors have caused medical issues - some
factors like anxiety, stress, fear cause mental health issues.

CONCLUSION
From the report mentioned above, it has been concluded that COVID-19 has changed the
working environment in many different ways. The workplace aspects play an essential role in
moderating people's mental health who are facing pandemic scenarios. The employment and
company aspect has the main impact on the psychosocial health of the global pandemic. The
main focus of the IT sector in Bangalore is to provide all the safety measures at the workplace to
reduce health issues. They are keeping all employees protected from chronic stress and
inadequate mental health at the time of COVID-19. It means that they will have the adequate
capacity to fulfil the requirements. In this present investigation, aim and objectives have been
developed based on the research subject area. The aim of the present investigation is "To identify
how psychosocial attributes influence the work attitude of Information technology employees on
post-COVID." A study on the IT sector in Banglore.
There have been secondary sources for doing the literature review, such as articles, internet
sources, journals, scholars, and others. The purpose of doing a literature review is to attain the
objectives by using authentic sources. The literature review studied the psychosocial attributes
associated with employees' mental health concerning the Information technology sector. There
has been discussion regarding the positive relationship among the psychosocial attributes and
work attitude of staff members. The COVID-19 develops a negative impact on staff members'
mental health within the IT sector in Bangalore. It develops a negative impact on the working
attitude of staff members. There have been examined the impact of psychosocial attributes on the
work attitude of staff members. It negatively impacts employees' mental health as they cannot
work in a better manner within an organisation.
There has been researching onion in performing the research methodology, consisting of the
different layers, for instance, research approach, research philosophy, research choice, research
strategy, data collection methods, data analysis, sampling, and ethical consideration. There has
been positivism research philosophy used as it is based on the quantitative method, and it
provides accurate information regarding the particular subject area. It helps provide logical
information to getting positive research outcomes. Other than this, there has been a deductive
research approach used. It states the possibility to explain the causal relationship among the

variable and concepts. It is generalising the findings of an investigation to a certain extent. This
investigation is based on the quantitative research method as it provides the logical and facts
regarding the psychosocial attributes that influence the work attitude of Information technology
employees on post-COVID 19. It needs an effective experimental design and the ability for each
one to replicate the test and outcomes. It makes data to collect reliable and minimum open to the
arguments. For the collection of the investigation, there has been a survey research strategy
considered. The main benefit of using this strategy is that it collects the relevant information and
data from a large number of respondents. Primary and secondary methods of data collection have
been used. The questionnaire has been developed in the primary method because it provides new
and fresh information related to a particular area.
On the other hand, secondary sources have been considered as it helps do the literature review
part by consisting secondary sources. There has been thematic analysis for analysing the
collected data and information to develop graphs, themes, and tables. The discussion has been
conducted based on a literature review that is linked with the research objectives. It provides the
proper analysis regarding the research objectives and generates positive research outcomes.
The present investigation findings stated that the pandemic of COVID-19 impact an employee's
career, specifically within the IT sector. It has been analysed that norms communicate by the
businesses during the pandemic of COVID-19 helps the employees to work with more efficiency
and enhance their performance. There is a positive relationship between psychosocial attributes
and the work attitude of employees. The organisation must provide the proper safety measures to
its employees to be able to work effectively. Managers of IT company should give the proper
facilities to employees to do work from home safely. Provide a flexible work schedule is an
effective way to improve staff members' mental health post-COVID-19.

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APPENDICES
Appendix 1. Questionnaire
QUESTIONNAIRE
Name:
Age:
Gender:
Q 1) Are you aware of the issue associated due to the pandemic of COVID-19?
a) Strongly agree
b) Agree
c) Neutral
d) Disagree
e) Strongly disagree
Q 2) What do you think, COVID-19 has affected the psychosocial attributes of individuals
working within an organisation?
a) Strongly agree
b) Agree
c) Neutral
d) Disagree
e) Strongly disagree
Q 3) According to you, is a pandemic situation affects the mental stability of people who
are working within the IT sector?
a) Strongly agree
b) Agree
c) Neutral
d) Disagree
e) Strongly disagree
Q 4) What do you think, is the COVID-19 situation influences your psychosocial attributes
in the manner of treating depression, anxiety, mental stress, Emotional Instability,

Extraversion, Rosenberg Self-Esteem Scale?
a) Strongly agree
b) Agree
c) Neutral
d) Disagree
e) Strongly disagree
Q 5) What do you think, is there any difference between the situation of the post and pre-
COVID-19 concerning the working of the IT sector?
a) Strongly agree
b) Agree
c) Neutral
d) Disagree
e) Strongly disagree
Q 6) Have you ever experienced any issues related to mental health during the pandemic of
COVID-19?
a) Strongly agree
b) Agree
c) Neutral
d) Disagree
e) Strongly disagree
Q 7) Based on your opinion, does norms communicate by the businesses during the
pandemic of COVID-19 helps the employees to work with more efficiency and enhance
their performance?
a) Strongly agree
b) Agree
c) Neutral
d) Disagree
e) Strongly disagree
Q 8) According to you, does the pandemic of COVID-19 impact an employee's career,
specifically within the IT sector?
a) Strongly agree
b) Agree
c) Neutral

d) Disagree
e) Strongly disagree
Q 9) Does COVID-19 bring changes in employee’s psychosocial attributes within a
workplace?
a) Strongly agree
b) Agree
c) Neutral
d) Disagree
e) Strongly disagree
Q 10) Does psychosocial attributes negative impact on the work attitude of Information
technology employees post-COVID-19?
a) Strongly agree
b) Agree
c) Neutral
d) Disagree
e) Strongly disagree
Q 11) Does the Information technology sector in Bangalore follow all the safety measures
post-COVID-19?
a) Strongly agree
b) Agree
c) Neutral
d) Disagree
e) Strongly disagree
Q 12) As per your opinion, psychosocial attributes associate with the mental health of
employees concerning the Information technology sector?
a) Strongly agree
b) Agree
c) Neutral
d) Disagree
e) Strongly disagree
Q 13) Does there is a positive relationship between psychosocial attributes and the work
attitude of employees?
a) Strongly agree

b) Agree
c) Neutral
d) Disagree
e) Strongly disagree
Q 14) Does the working environment is one of the main factors affecting the job satisfaction
level of staff members?
a) Strongly agree
b) Agree
c) Neutral
d) Disagree
e) Strongly disagree
Q 15) According to you, does depression is the main psychosocial attribute that impacts the
working attitude of staff members post-COVID-19 pandemic?
a) Strongly agree
b) Agree
c) Neutral
d) Disagree
e) Strongly disagree
Q 16) As per your viewpoint, does the Information technology sector in Bangalore needs to
make changes in the working environment post-COVID-19?
a) Strongly agree
b) Agree
c) Neutral
d) Disagree
e) Strongly disagree
Q 17) Does provide a flexible work schedule is an effective way to improving the mental
health of staff members post-COVID-19?
a) Strongly agree
b) Agree
c) Neutral
d) Disagree
e) Strongly disagree
Q18) Recommend ways to improve the psychosocial attributes and mental health of

employees post-COVID-19.
Source: Prepared by the autho

Appendix 2. Frequency table
Characteristic a-
Strongly
agree
b-
Agree
c-
Neutral
d-
Disagree
e-
Strongly
disagree
Q 1) Are you aware of the issue
associated due to the pandemic of
COVID-19?
50(13%) 50(13%) 120(31%) 50(13%) 114(30%)
Q 2) What do you think, COVID-19
has affected the psychosocial attributes
of individuals working within an
organisation?
125(33%) 90(23%) 80(21%) 70(18%) 19(5%)
Q 3) According to you, is a pandemic
situation affects the mental stability of
people who are working within the IT
sector?
150(39%) 50(13%) 20(5%) 80(21%) 84(22%)
Q 4) What do you think, is the
COVID-19 situation influences your
psychosocial attributes in the manner
of treating depression, anxiety, mental
stress, Emotional Instability,
Extraversion, Rosenberg Self-Esteem
Scale?
150(39%) 40(10%) 20(5%) 40(10%) 134(35%)
Q 5) What do you think, is there any
difference between the situation of the
post and pre-COVID-19 concerning
the working of the IT sector?
200(52%) 50(13%) 10(3%) 84(22%) 40(10%)
Q 6) Have you ever experienced any
issues related to mental health during
the pandemic of COVID-19?
180(47%) 40(10%) 20(5%) 80(21%) 64(17%)
Q 7) Based on your opinion, does
norms communicate by the businesses
during the pandemic of COVID-19
helps the employees to work with more
efficiency and enhance their
performance?
190(49%) 110(29%) 20(5%) 50(13%) 14(4%)
Q 8) According to you, does the
pandemic of COVID-19 impact an
employee's career, specifically within
the IT sector?
140(36%) 110(29%) 22(6%) 60(16%) 52(14%)
Q 9) Does COVID-19 bring changes in
employee’s psychosocial attributes
within a workplace?
210(55%) 90(23%) 10(3%) 50(13%) 24(6%)
Q 10) Does psychosocial attributes
negative impact on the work attitude
of Information technology employees
post-COVID-19?
215(56%) 75(20%) 15(4%) 40(10%) 39(10%)
Q 11) Does the Information technology 220(57%) 70(18%) 20(5%) 60(16%) 14(4%)

sector in Bangalore follow all the
safety measures post-COVID-19?
Q 12) As per your opinion,
psychosocial attributes associate with
the mental health of employees
concerning the Information technology
sector?
230(60%) 70(18%) 20(5%) 50(13%) 14(4%)
Q 13) Does there is a positive
relationship between psychosocial
attributes and the work attitude of
employees?
240(63%) 70(18%) 10(3%) 50(13%) 14(4%)
Q 14) Does the working environment is
one of the main factors affecting the
job satisfaction level of staff members?
200(52%) 60(16%) 25(7%) 50(13%) 49(13%)
Q 15) According to you, does
depression is the main psychosocial
attribute that impacts the working
attitude of staff members post-
COVID-19 pandemic?
250(65%) 50(13%) 10(3%) 50(13%) 24(6%)
Q 16) As per your viewpoint, does the
Information technology sector in
Bangalore needs to make changes in
the working environment post-
COVID-19?
200(52%) 50(13%) 20(5%) 60(16%) 54(14%)
Q 17) Does provide a flexible work
schedule is an effective way to
improving the mental health of staff
members post-COVID-19?
230(60%) 70(18%) 20(5%) 30(8%) 34(9%)

Source: Author’s calculations