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A Conceptual Model of Job Burnout and Work Social Support
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka, 2017) Jayarathna, S. M. D. Y.
This paper aims to develop a model on job burnout with the work social support and employee engagement. The model argues a mediating of employee engagement in explaining the influence of work social support on job burnout. Further, it also suggest the importance of identification of job burnout not only in the service jobs but also in out of service sector. The paper proposes the relationships between perceived supervisor and coworker support with burnout, and the mediating effect of employee engagement on the direct relationships, by getting the support from conservation of resource theory and job-demand resource theory.
The Impact of Human Resource Management Practices and the Implementation of Quality Management Systems on Business Performance: An Empirical Study of Sri Lankan Manufacturing Firms - A Conceptual Model
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka, 2017) Senaweera, L. N.; Dhammika, K. A. S.
This study proposed a framework for the moderating effect of Firm Size and the Firm Age (Years of implementation of Quality Management Practices) on the Impact of Human Resource Management (HRM) Practices and the Implementation of Quality Management System (QMS) on business performance of manufacturing firms in Sri Lanka. However, the extensive Literature review revealed that relatively few studies have attempted to consider the relationship between Total Quality Management (TQM) and business performance, ISO 9000 certified companies and business performance, and HRM practices and business performance by researchers in different countries including Sri Lanka in the different context.
The majority of the studies conducted on the relationships between the constructs have presented different findings. Moreover, no studies have been conducted to determine the moderating effect of the variables like Firm Size and Firm Age (Years of implementation of Quality Management System) on the relationship of HRM practices and business performance in manufacturing firms and also the moderating effect of the same variables on the relationship between the Implementation of Quality Management Systems (QMS) and business performance in manufacturing firms. In order to bridge the gap in the literature, this study proposes a conceptual model identifying two moderating variables Firm Size and Firm Age (years of Implementation of QMS) based on the extensive review of the literature. Hence, a research framework has been propounded to ascertain the relationships between the constructs in a future study.
This conceptual model is significant to policy makers, government, regulators, and financial Institutions on the need to provide information on moderating effect of variables to the real and potential entrepreneurs for manufacturing firms’ development in Sri Lanka. In addition, the conceptual model will serve as additional literature on the business performance of manufacturing firms in emerging economies like Sri Lanka that has not been explored.
The Nexus between Informal Relationships at Work and Employee Retention: A Review
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka, 2017) Priyasad, K. P. M.; Weerasinghe, T. D.
The present paper reviews and summarizes the key findings of research on the effect of informal relationships at work on employee retention featuring the main three aspects of informal relationships at work: friendship; romance and negative relationships. Building on Maslow's (1954) hierarchy of needs theory, a narrative literature review of all the relevant research papers known to the authors was conducted. It is found that friendship at the workplace is positively correlated with employee retention whereas negative relationships at the workplace inversely effect on employee retention. However, the underline relationships between romance at the workplace and employee retention is not clear and consistent in extant literature, so that, it remains yet to be investigated further in future research studies.
The findings of the current review support the general notion that workplace is not a mere place to come and work, but it is a complex societal system through which people try to fulfill their social needs, included relationships at the workplace.
The Impact of Work Life Balance on Employee Performance with Reference to Telecommunication Industry in Sri Lanka: A Mediation Model
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka, 2017) Mendis, M. D. V. S.; Weerakkody, W. A. S.
In today’s dynamic business environment, work life balance has become one of the key issues faced by many employees all over the world. Maintaining work life balance is an issue increasingly recognized as of strategic importance to organization and of significance to employees.
A lack of work life balance also has an adverse effect on their employer's prospects for success in many respects. The main objective of this study is to carry out research on the Sri Lankan telecommunication industry and recognize the impact of work life balance on the employee performance. And also to identify whether the work life balance leads to higher employee performance through employee job satisfaction. The target population of this research is executive level married employees in telecommunication industry in Sri Lanka. This investigation area is used Cluster sampling method to select 2 major companies in telecommunication industry (i.e., Dialog Axiata PLC and Sri Lanka Telecom – Sample Size 100). Data were gathered through questionnaire method. In this study, for the purpose of hypothesis testing the researcher used univariate, bivariate and multivariate statistics methods. The Data were analyzed through SPSS 15.0 software to find out the relationship between variables. Findings of the study reveal that there is a strong relationship between work life balance and employee performance, a strong relationship between work life balance and employee job satisfaction and a strong relationship between employee job satisfaction and employee performance. All these relationships are positive and have significant levels. The research findings give evidence that the better work life balance of the employees leads to increased employee performance and employee job satisfaction.
The Impact of Emotional Labor on Emotional Exhaustion of Academics in State Universities of Sri Lanka
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka, 2017) Thisera, T. J. R.; Bandara, W. B. M. A. P. L.
This study examines the impact of emotional labor on emotional exhaustion of academics in state universities in Sri Lanka. The study is quantitative. Data was collected through a standard questionnaire from 221 academics in state universities in Sri Lanka. Regression analysis was used to analyze data. Findings of the study reveals that there is a positive impact of emotional labor on emotional exhaustion while the impact of surface acting on emotional exhaustion is greater than the impact of deep acting on emotional exhaustion. Further, this study has theoretical and practical implications.