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Influence of Employee’s Anxiety on Human Factor Dimensions and Successful Change Implementation: Evidence from Nigeria
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2022) Kuforiji, A. A.; Tobi, A. A.
This study investigated the moderating effects of employees’ anxiety on the relationship between human factor dimensions and the success of change implementation initiatives. The study employed a cross-sectional survey research design and administered a structured questionnaire to employees of four selected food and beverage firms in Lagos State, Nigeria. The findings showed that employees’ anxiety has a statistically insignificant moderating effect on the relationship between human factor dimensions and change implementation success. The study concluded that employees' anxiety has multifaceted effects on change implementation in organisations. It may negatively impact the success of change implementation and may have an insignificant effect on change initiatives. therefore, it is recommended that in order to enhance the success of change initiatives, employees’ anxiety should be given adequate consideration at the planning staged of the change implementation.
Training and Its Impact on the Performance of Operational Level Employees in Selected Apparel Companies
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2021) Rasangi, D. H. W.; Malalage, G. S.
Training is a vital function in an ever-changing and fast-moving corporate world. The need for managers to have a high-performing workforce through proper placement of the training and development process to survive new business challenges is curtailed. The general research objective of this study is to investigate the impact of training on employee performance in selected apparel companies in Sri Lanka. Specific research objectives of the study are to investigate the impact of training need analysis on employee performance, to investigate the impact of training design on employee performance, to investigate the impact of training implementation on employee performance, and finally to investigate the impact of training evaluation on employee performance in selected apparel companies in Sri Lanka. The study population was 600 operational employees from three selected apparel companies in the Panadura area. The sample size was 200 operational level employees considered 1/3 of the population in selected apparel companies located in the Panadura area. A paper-based structured questionnaire was administered to collect data Based on the regression analysis, training design, training implementation, and training evaluation in the workplace have shown significant association with employee performance. The study proved a positive relationship between independent variables and employee performance.
Role of Human Resource Management in Recruitment and Providing Decent Work for Persons with Disabilities in Sri Lanka
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2021) Mudannayake, M. M. S. M.; Weerasinghe, T. D.
Although the eighth goal of sustainable development emphasizes to promote employment and decent work for all, and the availability of Sri Lankan and international rules, legislation and policies encourage persons with disabilities (PwDs) to work in organizations having decent work, the literature shows that the majority of economically active PwDs in Sri Lanka still face barriers in employment (regarding equal employment opportunities, receiving disability-related services, rejections in recruitments etc.). This study explores the perceptions of Human Resource professionals and PwDs (employed and unemployed) about recruitment and providing decent work for PwDs in Sri Lanka. The study used the qualitative method and thematic analysis technique to analyze the gathered data through interviews from 21 respondents under three categories: 07 HR professionals, 14 economically active PwDs including 07 employed PwDs and 07 unemployed PwDs. The selected sample of PwDs contained the most prevalent difficulties such as difficulties in seeing, hearing, walking and communication. The results revealed that the negative attitude of employers about employed PwDs directly connects with the negative perception of Human Resource professionals towards recruiting PwDs, which leads to creating deficiencies in providing decent work for them. Further, human resource professionals keep refraining from recruiting PwDs due to the lack of disability-friendly arrangements in workplaces. These deficiencies create a negative perception of employed PwDs towards receiving decent work, and it impacts the decision of unemployed PwDs to apply for such companies. A negative impact on this case could lead PwDs to engage in vulnerable employment. Hence, in addition to increasing the recruitments, it is also vital to change the negative attitude of employers about PwDs and establish disability-friendly arrangements in workplaces to provide them decent work.
Transformational Leadership and Work Performance of Teachers: A Study of Private Schools in Colombo District, Sri Lanka
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2021) Nanthakumar, T.; Raveendran, T.; Saravanabawan, A.
Transformational leadership behavior is recognized as the principal contributor for the realization of outcomes in schools. The objective of the current study was to examine the impact of transformational leadership on teacher performance and the mediating effect of affective commitment between the variables. This study was conducted in private schools in Colombo District. A sample of 183 teachers participated in the study and the samples were selected based on random sampling technique. A quantitative survey method was employed. Transformational leadership was measured using Multi-factor Leadership Questionnaire. Affective commitment was measured using Organizational Commitment Questionnaire whereas teachers’ performance was measured by Five Factor Performance Scale. The regression analysis was performed to test the hypotheses. The results revealed that the transformational leadership style significantly and positively impacts performance as well as affective commitment of teachers. The study further revealed that affective commitment mediates the impact of transformational leadership on teachers’ performance. The study emphasizes that the school administrators should adopt transformational leadership to enhance teachers’ performance and affective commitment.
Employee Turnover and Retention Strategies: A Case of Damro Furnitures
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2021) Surangi, H. A. K. N. S.; Dissanayake, D. M. Y. B.
This qualitative case study aims to explore the reasons behind the high employee turnover in Damro Group by evaluating the current employee retention strategies. The data have been collected by conducting semi-structured interviews with fifteen employees who have already left the company and another three employees, including the Human Resource manager currently working for Damro. The purposive sampling method was applied to pick participants in the study. Four themes related to causes for employee turnover emerged from thematic analysis: less employee compensation, less recognition and appreciation, lack of training and career development opportunities, and work stress. However, employee compensation was the driving force in retaining employees. A comprehensive compensation and benefits package and intangible benefits are proven strategies to reduce turnover. By understanding what strategies reduce turnover and how to implement them, furniture industry managers could create positive social change through practical strategies to reduce voluntary and non-voluntary employee turnover and contribute to employees' wealth. Well-developed retention strategies can become stable employment for employees, consequently maintaining the replacement costs at the least and improving organisational performance.