International Journal of Pure and Applied Mathematics

Volume 114 No. 12 2017, 213-223

ISSN: 1311-8080 (printed version); ISSN: 1314-3395 (on-line version)
url: http://www.ijpam.eu
Special Issue
ijpam.eu

Moonlighting Intentions of Middle Level Employees

of Selected IT Companies
1
A. Ashwini, 2G. Mirthula and 3S. Preetha
1
Vels University, Tamilnadu, India.
[email protected]
2
Vels University, Tamilnadu, India.
[email protected]
3
Vels University, Tamilnadu, India.
[email protected]

Abstract
Multiple-job holding is increased particularly in recent days. This
phenomenon is more prevalent in IT companies because of the flexible
working hours and work from home options offered by most of them. In this
article, the authors examine drivers of multiple-job holding and its association
with the demographic profile of IT professionals. The authors have examined
the intentions for moonlighting and have suggested an empirical model. And
an individual’s engaged in a second job either for financial or for non-
pecuniary motives. Our results contribute to a better understanding of
multiple-job holding. We find that multiple-job holding is used by individuals
as a way to deal with the financial problems or the increased financial
obligations in their family and to satisfy the non-pecuniary priorities in their
modern life. To test the significance, primary data has been collected by the
reliability tested questionnaire is used as the instrument. Convenient
sampling is the technique used to draw the samples from the population. This
article finally resulted that the employees can spend time on their second job
according to their free time but not under their motives. Finally their
pecuniary and non- pecuniary motives and their total hours spend in their
second job might be the deciding factor of moonlighting types and its extent.
Key Words: Moonlighting, multiple job holding, part time job, quarter
moonlighting, half-moon lighting and full moon lighting.

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1. Introduction
In the recent days the human resource management arena is emerging very fast
and introducing customized working style in an organization and even in life
style. Due to flexible working hours and work from home options in IT field,
the employee’s take initiatives to do the moonlighting for the various personal
reasons and needs. The term “moonlighting” refers to a person who works a
primary job but also works a secondary job on the side. People traditionally
moonlight to earn extra money. It is an act of employee of doing more than one
job, in the practice of moonlighting employee might separate his/ her interest
from the main job. From this study the author attempts to identify the drivers of
moonlighting, to analyze the association between these drivers and the
demographic profile of IT employees and to assess the extent of moonlighting
among IT employees.

Human activity is the foremost conventional factor and it is essential to run an

organization in a smooth manner. Innovative concepts are evolving day by day
so as the employee working style and culture has been changed. There is a hard-
hitting competition for the survival of the fittest everywhere in the globe.
Expenses of the human and their motives of earning are also have changed and
we have to act in accordance to the personal needs. Those who refuse to change
will remain in the same position and have to accept defeat. For most of us one
job is enough. But for some others, it hardly pays the bills and people take hold
of a second job or even a third job just to get the monetary and non-monetary
benefits. According to the most recent figures available from past literatures and
their data stated that the Women are more probable to be multiple jobholders
than men. So, moonlighting or holding a second job parallel to one’s current job
is an important feature that rolls from partly moonlighting to full moonlighting.

Moonlighting or multiple-job holding is an important labor market phenomenon

in IT sector. The pecuniary and non-pecuniary things are indicative of multiple-
job holdings. Some of the authors have studied the motives behind
moonlighting and examine that family background plays a major role for
moonlighting. The paper concludes that due to monetary problems in family and
increased monetary commitments in the households which leads an individual
to choose moonlighting or multiple jobs. Another author studied Moonlighting
and its multiple motives and gender differences. the study focuses on factors
that leads women and men to moonlight and the decision to work more than in
one job the study founded that both men and women are less likely to say
income the reasons for motivation to moonlighting varies according to gender to
gender.

2. Theory
There are several drivers and its factors have been studied by the various
author’s which is related to the moonlighting in the several sectors under the

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various circumstances. In which the author has considered the important

variables and their factors which leads to the different motives from this
empirical work. In addition, the author has derived up with this innovative
research model. Some of the literatures have been included in this study.

3. Framework of the Study

 Puja Khatri and Khushboo (2014), author has examined the

Organizational Commitment and Moonlighting Practices of SME
Employees in Delhi-NCR. This study examines the workers view on
commitment to organization and its practices in moonlighting.
complementary results to differentiate between female and male and
also to manage attrition rate of employees the study found out that the
workers who are working in SME division are aware of updating trends
while SME’S are still lacking in finance and updating technology so the
workers tends to be less committed to work which leads to
moonlighting ( second job ).
 Arunavanarayanmukherjeesabyasachibasubushrafaizprasantapaul
(2012), HRD in SME: a study in inculcation of the practice of conscious
competence learning in moonlight engineering company. the study
investigates about the skill and knowledge of the workers or human
resource employed in moonlighting can be studied through conscious
competence learning.
 Gordon Cohn Hershey H. Friedman (2002), Improving employer-
employee relationships: a biblical and Talmudic perspective on human
resource management. In this study author tries to explain the
relationship between employee and employer and how employers
control their employees in order to motivate them, paying wages
according to the work done by them, providing benefits the study found
out that the employers must treat their employees fairly in order to
achieve the organizational goal and also to build strong relationship
between employer and employee.
 KaukabAra and Aisha Akbar (2016),A Study of Impact of Moonlighting
Practices on Job Satisfaction of the University Teachers the author have

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examined that moonlighting have an impact on satisfaction of job where

it comes from pay scale; appraisal/promotions, skills, all are tested in
this study. The study concludes that because of lack of pay scale, skills,
promotions, appraisal which lead to reduced level of satisfaction in job.
 Steven d. Culler, gloria i. Bazzoli(1985), the moonlighting decisions of
resident physicians. This paper identifies the decisions of moonlighting
determinants of doctors in their training periods the study reveals that
family and personal background acts as an important factor which
includes marital status, sex, age, gender and the time spent with children
plays a major role which determines working hours .the study concluded
that the above factors are all important to decision making whether to
take a second job or not.
 Deborah Sussman (1998), Moonlighting: A growing way of life the
study conveys that according to the growing needs of people the reasons
may be varied according to each and every individuals over the past two
years women moonlighting are more. The paper concluded that different
age groups, employment opportunities, drawn to moonlighting for a
number of monetary and non-monetary benefits in order to increase their
salary and also gain experience in work.
 Heather Dickey, Verity Watson and Alexandros Zangelidis (2011), Is it
all about money? An examination of the motives behind moonlighting.
The author examines from the study that family background plays a
major role for moonlighting. The paper concludes that the due to
monetary problems in family and increased monetary commitments in
the households which leads an individual to choose moonlighting or
multiple jobs.
 Susan L. Averett (2010), Moonlighting: multiple motives and gender
differences the study focuses on factors that leads women and men to
moonlight and the decision to work more than in one job the study
founded that both men and women are less likely to say income the
reasons for motivation to moonlighting varies according to gender to
gender.
 Alessandro Fedele, Paolo Naticchioni (2013), have conducted
Moonlighting Politicians: Motivation Matters the study examines that
there are best choices for choosing politicians and the commitment they
have in that particular work politicians can also do moonlighting they
can take part in market related activities as well as can be a member in
the parliament. And concludes that opportunity cost plays an important
role in politicians.
 Larry Buhl Moonlighting: Pros and Cons of a Second Job the study
suggest that professionals in all fields and at all level income group are
tend to get main income from moonlighting. The study says that money,
security, freedom, skills are to be decided in prior, employer irritation,
time and conflict which are disadvantages to moonlighting and want to
overcome it select unrelated field, search with some part time jobs.

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 Ritu Tiwari (2014),moonlighting and implementing policies that prevent

it in this study the author tries to identify the moonlighting is done for
the following reasons are as follows: more income , lack of motivation
in the present organization, job testing in different profile Banerjee,
2012 classified moonlighting in to types are blue moon, quarter moon,
half moon, and full moon.
 Shweta Sangwan (2014), Managing Employee Moonlighting: Issues
And Implications the study says that where moonlighting has both
limitations as well benefits where ethical issues are also involved it is a
challenging task for both employees and employer the study says that
without conflict in the organization between employee and employer
should maintain good relationship.
 Karen Smith Conway, Jean Kimmel (1992), Moonlighting Behavior:
Theory and Evidence. The study suggest that the employees choose
moonlighting because of heterogeneous jobs these are considered to be
primary motives for moonlighting the behavior in employees act as an
major role in moonlighting.
 Laetitia C. Rispel, Duane Blaauw, Tobias Chirwa and katinka de wet
(2013), factors influencing agency nursing and moonlighting among
nurses in south Africa the study focuses on the factors influencing health
care providers the best performance is dangerous for successful
achievement of reforms of health sector the study found out that
overtime of nurses and factors which influences them to moonlighting
these all are common among African nurses these have received
inadequate strategy notice.
 Gabriel Montes-Rojas Sarmistha Pal (2015), Public Pain and Private
Gain: An Analysis of Moonlighting of Public Health Professionals the
study concluded that the public health specialists are often hold private
practices as well the paper founded that private practices may affect
public health specialist system in private practice higher number of
patients seen.

4. Methods
The method adopted by the researcher in this study is empirical method.
Primary and secondary data has been used to analyze the drivers of
moonlighting among the middle level employees of IT sector. Primary data has
been collected by the reliability (cronbach’s alpha) tested questionnaire. And
sample size was drawn from the population by the convenient sampling
techniques. Actual total respondents are 126, but the relevant respondents are
the 117. And the secondary data has been collected from the past literatures;
under the procedure of reviewing, around thirty five academic and popular
research papers/ literature, journal, magazines, publications, etc., in the extent of
moonlighting. The sample area is IT sector in and around Chennai. The
researcher has identified several factors which drive the employees towards the
second job or moonlighting. The factors are segregating by two main drivers as

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a monetary benefits and non-pecuniary benefits. After testing the hypothesis,

the author has come up with the findings.

To test the significance, with the help of questionnaire, the author has been
derived the hypothesis. Hypothesis framed for this study is given below:

A. Hypothesis I: Ho: There is no association between the type of second job

(moonlighting) and annual income, marital status, and number of members in
the family.

B. Hypothesis II: Ho: There is no significant difference between moonlighting

intentions of single and married employees.

C. Hypothesis III: Ho: there is no significant difference between employee

intentions behind moonlighting and employee experience.

D. Hypothesis IV: Ho: there is no association between the number of hours

spent in the second job and motives for moonlighting.

Tool used for this study is:

 Regression analysis.
 T- Test.
 Correlation.
 One way Anova.

5. Results and discussion

From this study, the moonlighting drivers are identified by the primary and
secondary data. Primary data is collected through the questionnaire. The overall
reliability score is good to proceed further and it helps to identify the
relationship between the demographic profile of the IT employees and the
choice of moonlighting in a current scenario. From the below analysis the
author can analyze the drivers of moonlighting and its association between the
employees and to know the extent of moonlighting.

Table 1: Reliability test for all the variables

Reliability Statistics
Cronbach's
Alpha Based
on
Cronbach's Standardized
Alpha Items N of Items
.820 .808 29

Source: Computed Using SPSS 16

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Regression analysis: To identify the drivers of moonlighting among IT

employees.Fig21 :Regression analysis

Table 2: Analysis between the type of second job (moonlighting) and annual
income, marital status, and number of members in the family
Model Summary
Adjusted R Std. Error of the Durbin-
Model R R Square Square Estimate Watson
1 .383a .147 .124 2.56557 2.195

a. Predictors: (Constant), familymembers, income, maritalstatus

b. Dependent Variable: secondjob

Coefficientsa

Unstandardized Standardized
Coefficients Coefficients
Model B Std. Error Beta t Sig.
1 (Constant) 1.203 .993 1.211 .228
income .173 .264 .074 .657 .512
Maritalstatus .510 .690 .083 .739 .461
Familymembers 1.357 .329 .359 4.124 .000
a. Dependent Variable:
secondjob
Source: Computed Using SPSS 16

The output of regression shows that there is no significant difference between

the type of second job (moonlighting) and annual income, marital status, and
except the number of members in the family. Hence R-square value is greater
than adjusted R-square value; there is an association between the number of
family members and the type of second job.

Independent sample t test:To identify the association between the

drivers and demographic profile of IT employees. Fig 3 :Independent sample t
test

Table 3: Analysis between moonlighting intentions of single and married

employees

Source: Computed Using SPSS 16

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The output of t-test shows that there is significant differences between

moonlighting intentions of single and married employees which greater than p
value, that is 0.222 and 0.161. So, it can be concluded that H0 is rejected and
varies significantly.

Correlation: To identify the association between the drivers and

demographic profile of IT employees.

Table 4: Analysis between employee intentions behind moonlighting and

employee Experience
Correlations
q16 q17 q18 Years ofexperience
q16 Pearson Correlation 1 .432 .423**
**
.014
Sig. (2-tailed) .000 .000 .879
N 117 117 117 117
** **
q17 Pearson Correlation .432 1 .507 -.158
Sig. (2-tailed) .000 .000 .089
N 117 117 117 117
** **
q18 Pearson Correlation .423 .507 1 .019
Sig. (2-tailed) .000 .000 .842
N 117 117 117 117
yrsofexperience Pearson Correlation .014 -.158 .019 1
Sig. (2-tailed) .879 .089 .842
N 117 117 117 117
**. Correlation is significant at the 0.01 level (2-tailed).
Source: Computed Using SPSS 16

The output of correlation shows that there is a significant difference between

employee intention behind moonlighting and employee experience. This is
greater than p value. So, it can be concluded that H0 is rejected and varies
significantly.

Anova: To assess the extent of moonlighting among the IT employees.

Fig 5:Anova:

Table 5: Analysis of association between the hours spent in the second job and
motives forMoonlighting
hoursspent
Sum of Squares df Mean Square F Sig.
Between Groups 6.579 4 1.645 4.805 .001
4.439 4 1.110 3.070 .019
10.158 4 2.540 8.182 .000

Source: Computed Using SPSS 16

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The output of one way anova shows that there is a no significant difference
between the hours spent in the second job and motives for Moonlighting. This is
lesser than p value. So, it can be concluded that H0 is accepted and no need of
setting alternate hypothesis.

From the above all inference, the authors has identified the main drivers of
moonlighting and its association with the demographic profile of an individual
employee and their extent of moonlighting.

6. Conclusion
The authors have identified several factors that drive employees towards
moonlighting and through a regression fit found that number of family members
is a major driver. The study also revealed that intention of moonlighting varied
significantly between single and married employees. Similarly work experience
is an important factor which influences intention to moonlight. It is suggested
that the employee’s demographic profile needs serious attention as the motives
behind moonlighting are dependent on them. Companies have to reinvent their
HR initiatives in such a way that they treat experienced employees and fresher’s
differently in order to motivate the experienced to stay with the organization.
Similarly employee’s family sizes need to be considered in HR policy decision
making.

This study has contributed to a small extent to create awareness among

employers on moonlighting intentions. The research offers further scope to
examine factors which will aggravate moonlighting phenomena.

References
[1] Fedele A., Naticchioni P., Moonlighting politicians: motivation
matters, German Economic Review (2015).
[2] Mukherjee A.N., Basu S., Faiz B., Paul P., sHRD in SME: A
study in inculcation of the practice of conscious competence
learning in moonlight engineering company, International Journal
of Management, IT and Engineering 2(7) (2012), 329-344.
[3] Sussman D., Moonlighting: A growing way of life, Perspectives
on Labour and Income 10(2) (1998), 24-31.
[4] Gabriel Montes-Rojas, Sarmistha Pal, Public Pain and Private
Gain: An Analysis of Moonlighting of Public Health Professionals,
2015.
[5] Cohn G., Friedman H.H., Improving employer-employee
relationships: a biblical and Talmudic perspective on human
resource management, Management Decision 40(10) (2002),
955-961.

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International Journal of Pure and Applied Mathematics Special Issue

[6] Dickey H., Watson V., Zangelidis A., Is it all about money? An
examination of the motives behind moonlighting, Applied
Economics 43(26) (2011), 3767-3774.
[7] Conway K.S., Kimmel J. Moonlighting Behavior: Theory and
Evidence, Upjohn Institute Working Paper No. 92-09 (1992), 1-
28.
[8] Puja Khatri, Khushboo, A Study of Organizational Commitment
and Moonlighting Practices of SME Employees in Delhi-NCR,
Global Journal of Finance and Management 6(6) (2014), 535-
544.
[9] Ara K., Akbar A., A Study of Impact of Moonlighting Practices on
Job Satisfaction of the University Teachers, Bulletin of Education
and Research 38(1) (2016), 154-167.
[10] Larry Buhl, Moonlighting: Pros and Cons of a Second Job the
study suggest that professionals in all fields and at all level
income group are tend to get main income from moonlighting,
Special to the Denver Post (2015).
[11] Rispel L.C., Blaauw D., Chirwa T., de Wet K., Factors influencing
agency nursing and moonlighting among nurses in South Africa.
Glob Health Action 7 (2014).
[12] RituTiwari, Moonlighting and implementing policies that prevent it
(2014).
[13] Sangwan S., Managing Employee Moonlighting: Issues And
Implications, International Journal of Scientific Research And
Education (IJSRE) 2(12) (2014), 2552-2557.
[14] Culler S.D., Bazzoli G.J., The moonlighting decisions of resident
physicians, Journal of health economics 4(3) (1985), 283-292.
[15] Averett S.L., Moonlighting:multiple motives and gender
differences, Applied Economics 33(11) (2001), 1391-1410.

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