Browsing by Author "Ekanayake, E.M.H.L."

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IMPACT OF CYBERLOAFING ON JOB PERFORMANCE: INVESTIGATING THE MEDIATING ROLE OF SELF-CONTROL – AN EMPIRICAL STUDY OF IT PROFESSIONALS IN COLOMBO DISTRICT, SRI LANKA
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2025) Liyanagamage, L.G.M.M.; Ekanayake, E.M.H.L.
This study with the advancements in communication technology, the state of the communications network has become considerably improved. When it comes to organizations, they are moving towards digitalization, and it leads to a rise in internet usage within the workplace. Employees are misusing company-provided internet instead of using it for work-related tasks. Therefore, the objective of the current study was to identify the impact of Cyberloafing on Job performance and the mediating effect of self-control. Cyberloafing is a most attack to cybersecurity. Hence this study is quantitative and cross-sectional study which was based on an organization in IT industry employees. Data was collected through a structured questionnaire and 138 employees participated in this study. The data was analyzed by using Statistical Package for Social Sciences (SPSS). Employees in the sample have shown a higher degree of engagement in Cyberloafing. Among them, more than 80% of the employees were highly engaged in cyberloafing activities during the Work time. The analyzed results show that there is a significant negative impact of cyberloafing on job performance. Further, it is found that while there is a significant impact of self-control as a mediator on the relationship between cyberloafing and job performance. Further, that, since a negative relationship exists between cyberloafing and job performance, in IT work setting. Further, the conducive to the enhancement of individual self-control, there is a likelihood of cultivating a counterproductive workforce. Therefore, the current study suggested that to conduct the study by considering all organizations in the business world within Sri Lanka and organizational support and self-control policies that will help employees to maintain better job performance to get an effective output.
The Impact of E-Leadership Skills on Employee Job Satisfaction of NonExecutive Employee at Housecleaning Sector
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya Sri Lanka, 2024) Wijesinghe., W. N. N. H.; Ekanayake, E.M.H.L.
The purpose of this research is to identify the impact of the e-leadership on employee job satisfaction of non-executive employee at housecleaning sector. In today’s competitive business world, many companies have gone international to solve problems like keeping employees, working as a team, and reaching their goals. Because of this, we were able to branch out across the world. Recent research has shown that leaders play a crucial role in success by promoting employee output. In Sri Lankan context, a few empirical studies have been conducted with the e- leadership skills that influence employee job satisfaction. There is an empirical knowledge gap exists in the e- leadership skills and employee job satisfaction. Hence, this study attempts to fill this knowledge gap. The objectives of this study is to identify the impact of e- leadership skills that influence employee job satisfaction. To achieve these objectives data was collected from 103 non-executive employees at XYZ Company of Housecleaning sector in simple random sampling technique. The data were analyzed by using descriptive, correlation analyses and multiple regression analysis. The advanced hypotheses were examined using empirical literature and collected data. According to the regression analysis results, E-leadership skills contribute significantly to employee satisfaction in their roles. “A strong relationship was found between the two variables, as well as between the dimensions, and all four hypotheses offered were accepted.
THE IMPACT OF E-RECRUITMENT ON EMPLOYEES' PERCEIVED ORGANIZATIONAL PERFORMANCE: A STUDY OF IT PROFESSIONALS IN SRI LANKA’S LEADING INFORMATION TECHNOLOGY COMPANY
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2025) Thathsarani, K.H.L.N.; Ekanayake, E.M.H.L.
The study employs a quantitative research approach, utilizing a structured questionnaire to collect primary data from executive-level employees in the IT sector. An explanatory research design is adopted to examine the cause-and-effect relationship between e-recruitment and employees' perceived organizational performance, using a simple random sampling technique to ensure equal representation. Data analysis was conducted using SPSS, incorporating reliability tests, correlation analysis, and regression analysis to evaluate the hypotheses. The research follows a cross-sectional survey strategy, analyzing data from IT professionals at a single point in time, structured based on the Saunders, Lewis, and Thornhill research onion model. The findings indicate a positive impact of e-recruitment on organizational performance, with significant relationships found between e-recruitment (r = 0.685, R² = 0.469, p = 0.000), Job Boards, and Job Websites in enhancing employee perceptions of success, productivity, and satisfaction. Effective use of these digital hiring methods improves talent acquisition and workforce engagement, ultimately boosting organizational performance. Between e-recruitment practices and employees' perceptions of organizational performance, confirming that well-structured e-recruitment strategies enhance hiring efficiency, job satisfaction, and workforce productivity. The results suggest that digital recruitment methods can improve organizational effectiveness by streamlining the hiring process and ensuring a better match between candidates and job roles. However, the study is limited to a single IT company, and further research is recommended to validate the findings across different industries and geographical regions. To optimize e-recruitment outcomes, organizations should continuously update and optimize their job boards and websites, integrate AI-driven analytics to assess recruitment efficiency, enhance candidate engagement through interactive elements such as chatbots and real-time support, expand future research across multiple industries, and consider a mixed-methods approach incorporating qualitative insights from interviews and focus groups.
THE IMPACT OF PERCEIVED ORGANIZATIONAL HEALTH AND SAFETY PRACTICES ON JOB PERFORMANCE OF NON- MANAGERIAL EMPLOYEES IN LEADING GLOVE MANUFACTURING COMPANIES IN GAMPAHA DISTRICT, SRI LANKA
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2025) Lankeshwara W.L.G.R.K.; Ekanayake, E.M.H.L.
This study aims to investigate the relationship between occupational health and safety practices and job performance among production-level employees in leading glove manufacturing companies in the Gampaha District, Sri Lanka. Specifically, the study examines the impact of management commitment, personal protective equipment (PPE), and safety training and development on employee job performance. A descriptive research design was used, and data were collected through a structured questionnaire from 285 non-managerial employees using convenience sampling. The collected data were analyzed using SPSS and Excel to determine the strength of relationships between the independent and dependent variables. The findings revealed that PPE had the strongest impact on job performance (69%), followed by management commitment (65%) and safety training and development (58%). The model’s R² value of 0.53 suggests that the selected health and safety variables explain 53% of the variance in job performance, indicating a moderate to strong relationship. Based on these findings, it is recommended that organizations prioritize the provision of high-quality PPE, strengthen management’s commitment to safety, and enhance safety training programs to further improve employee job performance. Implementing these measures will not only enhance workplace safety but also contribute to higher productivity and organizational success.
THE IMPACT OF STRATEGIC HUMAN RESOURCE PRACTICES ON EMPLOYEE RETENTION: EXAMINING THE MODERATING ROLE OF EMPLOYEE ENGAGEMENT AMONG NON – EXECUTIVE EMPLOYEES IN THE GLOVE MANUFACTURING INDUSTRY OF SRI LANKA’S WESTERN PROVINCE
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2025) Nuwandara, I.P.T.; Ekanayake, E.M.H.L.
Employee retention is one of the significant topic in today business landscape, as organizations strive to identify the key factors contributing to employee turnover and have to implement effective policies to retain their work pool. These challenges are particularly significant in the glow manufacturing companies in Sri Lanka’s Western Province. Therefore, the intention of this research is to study the impact of the effectiveness of perceived Strategic Human Resource Management practices on employee retention and moderating effect on employee engagement Conducted on the non-executive employees in few glow manufacturing companies in Sri Lanka. In this analysis, 337 considered out of 2600 number of non-executive employees from the few manufacturing companies were taken as a sample. Primary data were collected using a self-administrated questionnaire and analyzed through deductive approach. Correlation analysis indicates strong positive relationships between the variables. The findings reveals that there is positive impact of SHRM practices on employee retention and significantly moderated by the Job engagement because Strategic HRM Practices are significantly correlated with Employee Retention (r=0.633) and Employee Engagement (r=0.852) and Employee Engagement is also strongly associated with Employee Retention (r=0.649). All the correlations are significant at 0.01 level. According to the results obtained through regression and showing higher Strategic HRM Practices with a higher retention level (R=0.633, R 2=0.401, F=223.225). In order to examine the moderating effect of employee engagement, shows a strong positive effect of Employee Engagement on Employee Retention (R=0.649, R2=0.421, F=242.623), with β=0.649. According to the results, model has an even stronger relationship between Employee Engagement and Strategic HRM Practices, R=0.852, R2=0.726, F=882.809, with β=0.852, which also indicates a high contribution. As a conclusion when management of Glove manufacturing industry should have to formulate the performance base pay and incentives for increase their employee retention. Moreover, other the current study found all other independent and moderating variables effect on positively.