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

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Effect of The Leader – Member Relationship on the Organizational Commitment towards Sales Force Turnover Intention of Fast Moving Consumer Goods (FMCG) Sector of Sri Lanka: A Conceptual Review
(Department of Marketing Management, University of Kelaniya, Sri Lanka., 2018) Wimalana, N.; Dhammika, K.A.S.; Fernando, W.R.P.K.
Leader –Member relationship (LMX) has been identified by many scholars as an antecedent towards the Organizational Commitment (OC) of the employees. Many academics have concluded that OC is the strongest predictor towards employee turnover. This theory has been tested in the Western world but unfortunately very little literature is found in the Asian Context. When you look at more specifically in the Sri Lankan context with a focus on the sales force in the FMCG industry, the theoretical support on the relationships amongst these variables is almost zero. Few research conducted in this arena has identified that the sales force turnover is a critical issue faced by the FMCG industry during the post- war era in Sri Lanka. Therefore, this study intended to enlighten the knowledge on the antecedents towards the sales force turnover in the FMCG industry in Sri Lanka with a clear focus on the organizational commitment of the members in the sales force influenced by the leader member relationship. The discussion of empirical thoughts supports the managers in the industry to consider sale force motivation strategies holistically rather limiting to financial perspectives. Paper concluded the future research directions addressing to the key empirical contents discussed.
Factors Affecting to Work Preference of Employees in Mahaweli Authority of Sri Lanka
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, 2015) Ekanayake, E.M.N.D.; Dhammika, K.A.S.
In this complex business world the place which the field of human resources management has taken is very precious. Therefore human resources managers have to engage more carefully with employees in order to get the maximum use of it. In that case identifying work preference of employees has become very important. Work preference represents the extent to which an individual make his/her choice to engage in work. As human behavior is different from one person to another, employees are having different preferences to engage in work at their work place. According to the work preference two categories can be identified as ‘workaholics’ and ‘leisure lovers’. In simply employees who engage more work and more hard are referred as ‘workaholics’, while others; who prefer to enjoy leisure in the work place without that much focusing on works are referred as ‘leisure lovers’. The work preference is taking two different choices according to many factors like gender, marital status, personality, organizational support, experience of the field, level of family involvement and so on. This study has analyzed the factors affecting to work preference of employees. Though there are many factors, here it is considered only few factors like personality type, organizational support and family centrality which are affecting to work preference of employees. Employees which are in headquarters of Mahaweli Authority of Sri Lanka were the population. 95 employees were included in the sample, who were selected at the convenient of the researcher.
HUMAN RESOURCE MANAGEMENT’S CONTRIBUTION TO THE IMPLEMENTATION OF STRATEGIES FOR CUSTOMER SATISFACTION: THE CASE OF 3 STAR HOTELS IN SRI LANKA
(2010) Dhammika, K.A.S.
Customer satisfaction (CS) has been the focal point in all most all marketing management strategies in business organizations. Further, this emphasis on CS has penetrated into the other functional areas of organizations redirecting their activities towards customer satisfaction. Human resource management (HRM) plays a significant role in achieving CS, specially in service organizations like hotels, banks etc. it has made HRM required a particular set of strategies for creating CS in these service organization. However, few studies have been carried out to investigate adequately the HRM strategies for CS and assess their contribution for CS in organizations. The present study examined the HRM strategies of selected three star hotels and the level of CS in their customers. Further, it assessed the contribution of HR strategies for customer satisfaction the sample organizations. A random sample of 50 managers whose population stands around 280 and two hundred employees out of nearly around 1200, were drawn for data collection. The HR strategies profile developed by the research and Customer satisfaction Questionnaire (CSQ) were utilized for data collection. The factor analysis and multiple regressions were applied for data analysis in relation to hypotheses testing. It was revealed that HRM contribute significantly to CS in hotel industry, further, it was found that strategies such as customer oriented value system, Empowerment, behavior based employee evaluation, and performance based rewards systems are prominent in enhancing CS in three star hotels in Sri Lanka.
Human resources practices and organizational commitment: A test of the Mediation Model among non-managerial employees of the garment sector of Sri Lanka
(Research Symposium 2009 - Faculty of Graduate Studies, University of Kelaniya, 2009) Dhammika, K.A.S.
Organizational commitment of employees has been a focal concern of management in every organization irrespective of their nature. A special consideration is given to the commitment of non managerial employees since it has lined with much of organizational outcomes such as performance, productivity, and quality. It has been noted that Human Resource Management (HRM) practices are the main determent of commitment of employees in an organization. The Mediation Model (Meyer and Smith, 2000) is widely accepted as a model for managing organizational commitment of employee, both by researchers and practitioners. The model explains the organizational commitment of employees incorporating the HRM practices. This study was done to test whether the Mediation Model can be held valid among the non-managerial employees in Sri Lanka. A sample of 150 non-managerial employees was drawn randomly with the aim of testing the model. A combined instrument was developed to measure each variable of the model namely, quality of HRM practices, procedural justice and organizational support, and affective, continuous and normative commitment. Structural equation modeling was used to analyze the data in testing of the main hypothesis of the study. It was revealed that the relation between quality of HRM practices and organizational commitment were largely moderated by the degree of perception of employees’ on organizational support and procedural justice. However, the findings support the previous claims made by researches on Mediation Model that HRM practices can be valuable tool in managing and maintaining organizational commitment but their effect are neither direct nor unconditional.
Impact of Emotional Intelligence on Perception of Organization Change and Organization Commitment: In Airport and Aviation Industry in Sri Lanka
(International Postgraduate Research Conference 2019, Faculty of Graduate Studies, University of Kelaniya, Sri Lanka, 2019) Warnakula, U.S.; Dhammika, K.A.S.; Karunarathne, R.A.I.C.
Air travel remains a large and growing industry by accelerating economic growth, world trade, international investment and tourism and is therefore central to the globalization-taking place in many other countries. The aviation industry plays a significant role in the development process in each and every country. Most airlines have been struggling to cope up with the competition that is generated in the Airline Industry. As a solution, most airlines have chosen organization change. In addition, the airline industry in Sri Lanka has been struggling to cope up with the growing economy and competition as well. Mihin Lanka, the low cost airline in Sri Lanka ceased operations in 2016, 10 years after its commencement. SriLankan Airlines is also in negotiations with the government on restructuring and the BIA is planning for new developments. In this stage employees have to face critical situations with organization change. The operational staff exerts an emotional labor and they also have to face unexpected situations with their customers everyday. Since airline and airport front line staff have direct contact with passengers for long periods of time, their behavior and emotional attitude toward passengers heavily shape the customers’ perception of the airline’s image as well as the image of the country. Due to the structural changes in the industry, cabin crew, ground handling, and airport staff experience higher levels of stress and fatigue, which can result in some negative behavioral outcomes such as lack of commitment. As the level of emotional intelligence varies across different individuals, the way they respond to organizational change may differ. Prior research has found that very few employees get adapted easily to new changes, but most of them are struggle to adapt. However, from the results of previous research, it can be seen that the level of emotional intelligence has influence on organizational outcomes. The result of the pilot study has revealed that the lack of communication from higher management, political influences, pay-cuts and reduction of premiums as the main issues that employees experience. Moreover, supervisor and managers revealed that customer complaint, employee issues, employee’s complaints to the management, absenteeism, and employee turnover are higher at Airport and Aviation Industry. However, there has been a general lack of empirical evidence which systematically analyzes the connection between the construct of emotional intelligence, organizational change and organizational commitment and as well as the lack of research on the Sri Lankan context. Thus, the main objective of this study is to empirically examine the impact of emotional intelligence on organizational change and organizational commitment. Based upon the deductive research approach, this research tests a model to understand how emotional intelligence influences organizational commitment through perception of organization change. To attain this objective, the survey method will be used for data collection from Airport and Aviation front line staff and the sample of the study is drawn with simple random sampling. Future Research can replicate this study in different contexts and use cross-cultural data.
Impact of Employee Commitment to Change on Success of the Change: A Study of Staff and above Level Employees in ABC Company
(Department of of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2020) Gunawardhana, D.H.A.; Dhammika, K.A.S.
The global business environment is changing rapidly, and companies must change their strategies, structures, plans in line with the change. Otherwise, organizations cannot survive in the rapidly changing commercial environment. As a result, organizations are attempting to make changes to the organization. However, the success of implementing change continues to be challenging. The extant literature shows that most change implementations were unsuccessful while the small number of change implementations was successful. Employee commitment to change is one of the leading factors that lead to successful change. Even though there has been considerable research to examine the impact of employee engagement with change on the success of change in the Western context, there is a limited understanding of research on this issue in the Sri Lankan context. Thus, this study aims to identify the impact of employee commitment to change on the success of change in one of the leading manufacturing firms in Sri Lanka. In this study, the researcher conducted quantitative research, and a cross-sectional survey comprises 113 staff and above level employees in ABC Company using a convenience sampling technique. The data were analyzed using descriptive statistics, correlation, and regression statistics with the aid of SPSS. It was noted that employee commitment to change is significantly related to successful change and that there is an impact on employee commitment to change on successful change. It was concluded that in determining the success of an implemented change, commitment to change plays an important role. The study provides a significant theoretical contribution in addressing the Herscovitch and Meyer three-component theory of commitment to change. It is suggested that when implementing a change, managers and practitioners should be concerned with employee perspectives as well. However, cross-validation of this study is recommended in different industries and cultures compared with a larger sample in subsequent studies.
The Impact of Employee Relations on Employee Performance: With Reference to Timex Garments (Pvt) Ltd
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, 2015) Dharmasena, D.K.P.S.; Dhammika, K.A.S.
This particular research has been conducted to identify the impact of employee relations on employee performance. This research is conducted with special reference to Timex garments (Pvt) Ltd which is one of the leading garment sector organizations. However, a research conducted to explore the relationship between impacts of employee relations on employee performance. The research is conducted in Timex garments (Pvt) Ltd where 120 employees are taken as population. The main purpose of this research study is to identify the impact of employee relations on employee performance. The researcher started the study by going through relevant literatures by many ways. The data was collected by employees in Timex garments (Pvt) Ltd. A questionnaire which included 21 questions. These information are used to gather information from 120 employees and all of them have responded. The Statistical Package for Social Sciences (SPSS) version 16.0 was used to analyze the data. The final results show that there is a positive relationship between employee relations and employee performance. In addition to that there is a moderate positive impact of employee relations on employee performance. For the future success of the organization, it is necessary to have good employee relations in order to maintain good employee performance.
Impact of Employee Unionization on Work Related Behavior: A Preliminary Study on Private and Public Sector Organizations in Sri Lanka
(Faculty of Commerce and Management Studies, University of Kelaniya, 2015) Dhammika, K.A.S.
One of the distinct characteristic of the industrial relation climate of both the public and private sector organization is that they have highly unionized work environment. Further, most of employee unions are highly piliticized. This have created a challenging organizational context for the managers of these organizations. The higher unionization of employees and politicization of employee unions have brought severe managerial and economic implications. On the other hand, some of the dimensions of unionization such as union commitment affect to the behaviour of employees directly and expected employee outcomes in turn. Understanding of this effects of employee unionization on employees’ outcomes is highly required for managers to formulate better strategies for dealing with employee unionization. Hence, the purpose of this study was to examine the effect of employee unionization on employees’ outcomes in Sri Lankan Context. A sample of 100 employees from both private and public sector were drawn as the sample of the study using proportionate stratified random sampling method. A questionnaire was administered to collect the data. Based on literature review, it was hypothesized that union commitment and union politicization are negatively associated with employees’ outcomes. Data was analysed with correlation analysis. It was found that both union commitment and union politicization are negatively and significantly associated with organizational commitment, job satisfaction, and organizational citizenship behaviour of employee. Further, it was revealed that employee unionization has higher negative association with employees’ outcomes in the public sector than in the private sector. The findings of this study highlights the fact that high level of unionization negatively affect to the employees outcomes in Sri Lankan context which bring some practical implications to the managing of employees. However, since this is a preliminary study of a more deep empirical study, these conclusions should be taken cautiously.
Impact of Leadership Styles on Employee Performance: A Study of Staff Level Employees in ABC Private Limited
(Department of of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2020) Gajaweera, I.S.; Dhammika, K.A.S.
Although the direct effect of leadership styles on employee performance is well documented, the relationship's historical, theoretical explanations and empirical findings were not consistent. Thus, drawing upon the theory of authentic leadership, servant leadership, and theory of ethical leadership, the current study examined the impact of leadership styles such as authentic, servant, and ethical leadership on employee performance. The study was quantitative, and a cross-sectional survey design was followed. The data were collected through a structured questionnaire. The convenience sampling technique was applied to select the sample, and the final sample consisted of 152 staff-level employees in ABC Private Limited. The data were analyzed using Descriptive, Multicollinearity, Correlation, and Regression analysis with the aid of SPSS. It is found that leadership styles such as authentic, servant, and ethical leadership significantly impact employee performance. In addition, there is a moderate positive correlation between employee performance and such leadership styles. Finally, it is concluded that through authentic, servant, and ethical leadership, employees would be able to achieve high performance. Not only was that it suggested that managers and supervisors could adopt a positive leadership style to improve employee performance. It is recommended that the results of this study be cross-validated in different industries and leadership styles compared with a larger sample in subsequent studies.
The impact of organizational culture on leadership: A study on leadership in the public sector organizations in Sri Lanka
(University of Kelaniya, 2008) Dhammika, K.A.S.
Impact of Psychological Contract on Employee Retention in Bank of Ceylon
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, 2015) Dilrukshi, P.R.K.; Dhammika, K.A.S.
Today every researchers and Human Resource practitioners has agreed that retention of talented employees is a very important factor for the success of the organization. And also organizations has identified that Employees are an asset of an organization. Retaining talented and committed employees will gain competitive advantage for the organization. There are many factors which are affection to employee retention. Psychological contract of employee has been identified as an important and developing concept which effect on employee retention. There are many factors which affecting to psychological contract. Today many researchers have identified that the importance of psychological contract on employee retention. This study focuses on identifying the impact of psychological contract on employee retention in Bank of Ceylon. To achieve the above mentioned objective and to collect data, the employees of Bank of Ceylon who were randomly selected were used as a sample. To gather information, a questionnaire was used as a primary data collection method. According to the results obtained through the analysis of data, it was revealed that there is a significant impact of psychological contract on employee retention of Bank of Ceylon. Further this study a presents what are the factors of psychological contract which have more impact on employee retention and least impact on employee retention in Bank of Ceylon. Finally it identifies the main objective of the study, it is there is a significant impact of psychological contract on employee retention in Bank of Ceylon.
Impact of Study-Work-Life Balance on Undergraduates' Academic Performance: A Study on Undergraduates in the University of Kelaniya
(Department of of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2020) Habaragamuwa, T.P.; Dhammika, K.A.S.
Academic performance is the ultimate educational goal of every student. Further academic performance is among the several components of academic success. Also, students are engaging with employment among their studies become a trend now. Similarly, students have to balance their study life, work-life and personal life and act in multiple roles simultaneously. However, relatively little attention has been paid by researchers for the identification of the impact of study-work-life balance on undergraduates' academic performance in the Sri Lanka context. This study aimed to assess the impact of study-work-life balance on undergraduates' academic performance at the University of Kelaniya - Sri Lanka. This study was carried out as quantitative explanatory research work. Further, the sample was selected from the third year and final year undergraduates, and the convenience sampling technique was used. This is cross-sectional descriptive research, and a standard questionnaire was used to collect primary data through a survey. Questionnaires were distributed to a sample of 413 undergraduates who are currently studying at the University of Kelaniya. To analyze the primary data, Statistical Package for Social Science was used. To interpret the data analyzed and obtain the result descriptive statistical techniques such as mean, mode, standard deviation, and correlation, simple regression analysis were used. To test the relationship between variables, Pearson correlation technique analysis was used. Simple regression analysis was used to identify the degree of the impact of the independent variable on the dependent variable. Accordingly, it was found that there is a significant moderate positive relationship between study-work-life balance and undergraduates' academic performance. The present study would provide direction to students, employers, lecturers, and future researchers.
Impact of Work Pressure and Time Pressure on Tuition Professionals in Sri Lanka
(Department of of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2020) Hansamali, D.G.C.; Dhammika, K.A.S.
Work-Life Balance (WLB) has gained immense attention in the corporate industry nowadays while playing a critical role in everybody's lives. Work-life balance is more important to a developing country like Sri Lanka, where poverty and unemployment are a severe problem. Due to the work-life imbalance, most people suffer from depression, physical health problems, job dissatisfaction, family problems, and sometimes it causes suicidal intention as well. Considering those situations in extent literature, the study was initiated to identify the impact of work pressure and time pressure on the work-life balance of tuition professionals in Sri Lanka. This study was carried out as a cross-sectional field study among a sample of 142 tuition professionals around the country. The convenience sampling method was applied to select the sample items. Data were collected through a self-administrated, pretested questionnaire using google forms, which met accepted validity and reliability standards. Descriptive statistics, correlation analysis, regression analysis was performed to analyze data using Statistical Package of Social Science (SPSS). It is found that tuition professionals who have obtained a high level of work pressure and time pressure are at the risk of Work-Life imbalance while proving the negative relationship between work pressure, work-life balance and time pressure, work-life balance. The current study's findings serve as a guideline for tuition professionals, policymakers, government, and educational institutions in Sri Lanka.
Managerial perception of organizational conflicts: Does it have an impact on outcomes?
(Research Symposium 2009 - Faculty of Graduate Studies, University of Kelaniya, 2009) Dhammika, K.A.S.; Jayasinghe, J.A.C.B.
Organizational Conflicts have been an attentive area for researchers in the field of management. That has resulted in accumulating an extensive body of literature broadening the understanding of Organizational Conflicts in managerial perspective. Researches are divided in their views on the outcomes of organizational conflicts, while some of them argue that organizational conflicts are dysfunctional to the organization, the rest claims that organizational conflicts bring positive outcomes to some level. One of the aspects they have pointed out is that the outcome of the conflict depends on the managers’ perception and the way of managing them. This study examined the perception of managers on organizational conflicts and its outcomes in the garment industry in Sri Lanka. A sample of 200 managers was selected as the sample of the study from the garment sector. Two questioners namely “Perception of Organizational Conflict Measure (POCM), and Conflict Outcome Measure (COM), developed and tested by the researches, were administered among sample managers to collect data on perception of conflicts and their outcomes. Hypotheses were formulated based on the conceptual model, developed through an extensive literature review. The test of multivariate correlation was used to test the hypothesis of the study. It was revealed that negative perception of organizational conflicts by managers, correlates significantly with negative out comes (r= -0.623, p= 0.001) while positive perception of conflicts bears positive outcomes in the garment industry (r= 0.523, p= 0.000). But no evidence was found to claim any association between the perception of conflicts and the level of outcomes.
Managerial Perception of Unionization and Its Effect in Sri Lankan Public Sector Organizations
(2011) Dhammika, K.A.S.; Ahmed, F.B.; Sam, T.L.
Public sector organizations in Sri Lanka are characterized with high unionization of their employees. This has created a unique context, where managers of these organizations face a problem of managing them with the conventional thought of management. Most of the public sector organizations have failed to achieve the expected level of performance which has caused criticism against them. Therefore, there is a need of a study to explore this situation prevailing in the public sector organizations in Sri Lanka. As a first step of a series of empirical exploration, an attempt was made to understand the issues of employee unionization in the public sector organizations in Sri Lanka. A purposive sample of fifty middle and lower level managers of the public sector organizations was drawn. A self developed questionnaire was administered among respondents, and data was analyzed with the tools of descriptive analysis such as frequency distribution, mean and median. Since this is a preliminary study, the attempt was made to understand the union perception of managers of the public sector organizations in Sri Lanka. It was found that managers differ in their perception of unionization and the effect of unionization varies at different managerial activities. Among them, decision making, implementation and evaluation were found to be mostly affected by the employee unionization. Further, it was found that perceived performance ranged along with the perception of managers and strategies dealing with unionized employees. However, a deep and rigorous study is needed to understand this complex contextual scenario.
Measuring Employees’ Performance in the Public Sector in Sri Lanka: Testing of Two Models
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka, 2013) Dhammika, K.A.S.
Performance of employees of an organization is a key concern of managers irrespective of their level and position. This is highly relevant when an organization is experiencing a down word trend or a standstill in their employees’ performance. Assessment of employees’ performance is required for effective performance management in organizations. However, a relatively little attention has been paid by researchers for the identification of an appropriate model of performance for employees in Sri Lankan context particularly for the public sector. The purpose of this reported study was to test the two alternative models of performance on their goodness for assessing the performance the employees of the selected public sector organizations in Sri Lanka. A sample of 200 employees was selected representing 11 public sector organizations for the study. Standard questionnaire was used for the data collection which assesses the performance on dimensions of the two models and both exploratory and confirmatory factor analysis were applied for the analysis of data. It was found that the role based model of performance recorded better model fit statistics over two factor model. The study revealed that the behavioral factors such as the job, career, team, innovator and organization are important aspects to be concerned in assessment of performance of employees. Both theoretical and practiocal implications of the finding emphazising on performance management were discussed.
Mediating effect of union commitment on the relationship between transactional and transformational leadership and organizational commitment: an empirical investigation
(2012) Dhammika, K.A.S.; Ahmad, F.B.; Sam, T.L.
Moderating effect of union politicization on leadership and employee outcomes relation: An empirical study on public sector organizations in Sri Lanka
(2013) Dhammika, K.A.S.; Ahmad, F.B.; Sam, T.L.
Organizational and union citizenship behavior: are they unilateral or multilateral in Sri Lankan public sector context
(University of Kelaniya, 2013) Dhammika, K.A.S.
Organizational culture as a predictor of employee commitment in the public and the private sector organizations in Sri Lanka
(University of Kelaniya, 2009) Dhammika, K.A.S.