Browsing by Author "Dhammika, K. A. S."

Now showing 1 - 4 of 4

Impact of Self-Awareness and Self-Management on Organizational Commitment to Change: A Study Based on Aviation Industry in Sri Lanka
(Faculty of Commerce and Management Studies, University of Kelaniya., 2021) Warnakula, U. S.; Dhammika, K. A. S.; Karunarathne, R. A. I. C.
As organizations are operating in a turbulent environment, it is essential for them to change the existing practices and policies. Currently, the aviation sector in Sri Lanka needs to acclimatize to survive in their environment. Thus, this study aims to identify the impact of self-awareness and self-management on organizational commitment to change. Moreover, the study aims to examine the boundary conditions of the proposed relationship by examining the moderating effect of environmental dynamism, which received less attention in the extant literature. Researchers adopted post-positivism research philosophy, and the approach is deductive. Data were collected using a self-administrated questionnaire from 330 front-line employees in the aviation industry in Sri Lanka. PLS-SEM model was adopted to analyze the data, and the violating assumptions were tested. The results showed that self-awareness and self-management are positive and significant influences on organizational commitment to change, and environmental dynamism moderate these relationships. The key implication of this study is managing any critical times by inspiring their level of self-awareness and management to change the mindset of staff to cope with the organization change to enhance the commitment. The findings of the study are beneficial for potential aviation-related academies and partitioners.
Job Satisfaction, Organizational Commitment and OCB: an Examination of Three Employees’ Behaviors in Unionized Work Context
(Faculty of Commerce and Management Studies University of Kelaniya, 2017) Dhammika, K. A. S.
One of the characteristics of the industrial relation climate of Sri Lanka is that it has high unionized working environment. This high unionization of employees is claimed to affect number of behavioral factors associated with employees. Though the effect of unionization on organizations’ outcomes have been carried out, researches in this regard in Sri Lankan context are rare. This study is aimed at examining the effect of employees’ unionization on employees’ behaviors. The sample of this study is consisted of 380 public and private sector employees and it was drawn by using the stratified random sampling method. Data was collected by administering questionnaires. The data was analyzed with Structural Equation Modeling (SEM). It was found that unionization has a negative effect on the work related behavior of employees. Further it was revealed that the negative effect of unionization is higher in the public sector than in the private sectors.
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.
Workplace democratic practices and industrial relations climate: a study on large scale Apparel company in Western Province, Sri Lanka
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka, 2017) Vidyarathne, C. N.; Dhammika, K. A. S.; Mendis, M. V. S.
Workplace democracy is often associated with increased employee engagement and involvement, innovation and increased employee commitment. It is one of the important concepts in today’s business world and through our research we have find out its impact on industrial relations climate. The research was carried out in a large scale apparel manufacturing organization of Sri Lanka, which is further known as a major player in the apparel manufacturing industry. This study empirically evaluated five workplace democratic practices (open communication, improved trust and less fear, employee empowerment, freedom of association and meaningful work) and their likely impact on the industrial relation climate in the Sri Lankan large scale apparel manufacturing organization. Non-executives of the selected organization were investigated by using a sample of 200 employees. Data collection was done by using a self-administrated structured questionnaire. The study confirmed that workplace democratic practices are significantly correlated with industrial relations climate. The findings of the study indicate that open communication, improved trust and less fear, employee empowerment, freedom of association variables were positively and significantly correlated with industrial relation climate whereas the meaningful work was negatively correlated with industrial relation climate.