Browsing by Author "Mohan, D.U."

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Factors Affecting Intention of Employees’ Retention: A Study of Sri Lanka Air Force
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, 2015) Gunasena, W.K.L.; Mohan, D.U.
This research article describes what factors affect the intention of employee’s retention in Sri Lanka Air Force. The research reviews relevant literature to identify elements of HR practices that influence employee retention and recognized the primary factors in achieving improvement of employee retention. The study primarily collected data through a structured questionnaire with the sole aim of establishing factors related to employee retention in the Sri Lanka Air Force. Data was collected from 60 Clerical Account employees in pay and record section at SLAF. The Component of the factor analysis of the ‘Employees’ Retention’ led to the extraction of 5 factors from organizations. The factors were: financial benefits, job satisfaction, career development, recognition and value, and relationship. The Sri Lanka Air Force values the significance of retaining employees and that, they provide the financial and non-financial incentive to its employees and there are laws, rules, regulations and policies that protects the welfare of the employees as a way to motivate and retain them. The findings of this study show that the most of the employees require financial incentives such as high salary and Incentives (Allowances) to be retained while much emphasis is on non-financial incentives like job security, Career Development, Recognition and value. From this context (Military) the government (Ministry of defense) has great challenge to create new strategies and implement fully the existing useful strategies that will improve employees’ retention. The results indicate that these factors have substantial roles to play in making employees stay while deciding upon the retention strategies in similar contexts.
The Impact of Job Related Antecedents on Employees' Intention to Stay of Operational Level Employees in Aegis Services Lanka (Pvt) Limited
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, 2015) Alwis, K.A.M.H.; Mohan, D.U.
This research is an attempt to examine the impact of job related antecedents and intention to stay among operational level employees in Business Processes Outsourcing industry, which is a continuous challenge for BPO companies in Sri Lanka. In this study three main HR practices namely training and career development, compensation and benefits and performance appraisal and job stress and work environment have been selected as job related antecedents, under independent variable and evaluate the effect of these antecedents on operational level employees' intention to stay in the current employment. The objectives of the study include identifying the impact of intention to stay with training and career development, compensation and benefits, performance appraisal, job stress and work environment. Five hypotheses were formulated in this research. The data was collected from a randomly selected sample of 80 operational level employees in a BPO company, Sri Lanka. A structured questionnaire was administered to collect data. Data were analyzed using SPSS. The results of the study revealed that there is a positive and significant correlation between training and career development, compensation and performance appraisal with intention to stay while the relationship between job stress and intention to stay was an adverse relationship. Additionally the results revealed that a positive relationship between employees’ intention to stay and work environment though the relationship was insignificant. It is hoped that the findings of this study will help managers to implement these practices so that their employees remain working with them and maximize the employees’ intention to stay.
Impact of Rewards Satisfaction on Employee Performance: A Study of Ceylon Pencil Company (Pvt) Limited
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, 2015) Anuradha, W.A.C.; Mohan, D.U.
Human resource is most valuable asset in order to achieve competitive advantage and therefore it is very important to investigate the performance and related factors deeply. Mainly two types of the factors will impact to the performance of the organization and such as extrinsic rewards satisfaction and intrinsic rewards satisfaction. Hence, the main focus of this study is to identify what is the highly influencing factor for employee’s performance among extrinsic rewards satisfaction and intrinsic rewards satisfaction. As well as this study will examine the relationship between extrinsic rewards satisfaction and intrinsic rewards satisfaction and employee performance in Ceylon Pencil Company (Pvt) Limited. The study was conducted among the sample of 60 operational level employees who are working in Ceylon Pencil Company (Pvt) Limited at Peliyagoda. The response rate was 100%. Respondents were asked to indicate their preference on five point Likert scale. Data analysis was conducted by using Statistical Package for Social Sciences (SPSS) with the aid of statistical techniques such as mean, correlation and regression analysis. Findings revealed that there is a positive relationship between rewards satisfaction and employee performance. Intrinsic rewards satisfaction was found to be the most influential. Hence, ways and means to improve employees' intrinsic satisfaction are recommended to HR practitioners and policy makers.
The impact of the characteristics and their differences of men and women entrepreneurs on the business growths: a gender analysis of successful Sri Lankan entrepreneurs
(University of Kelaniya, 2008) Mohan, D.U.
Level of Adaptation of Green Human Resource Management Practices in the Apparel Industry in Sri Lanka
(Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka, 2016) Krishantha, P.D.D.M.; Mohan, D.U.
This study is dedicated to identify the extent to which the human resource management processes have aligned with green management practices as green human resource management practices in the Apparel Industry in Sri Lakethe sample was selected based on simple random sampling method and population refers to the apparel industry in Sri Lanka. For the selected sample of thirteen companies in the apparel industry in Sri Lanka, well-structured questionnaire was distributed and the results gathered from the responses were analyzed using descriptive statistics technique for testing the achievement of objectives and frequencies and percentages for data presentation. Data were collected using both primary and secondary sources. Primary data were collected through questionnaires and secondary data was collected from the previous studies, websites, books, articles and other related publications. Twelve objectives were set to test eleven human resource management practices to achieve the research purpose. Findings revealed that only job design and analysis showed a high level of adaptation of green management concept while all the other human resource management practices showed moderate and low level of adaptation of green management concepts. Thus, the study bridged a gap in the literature in revealing the extent of adopting green human resource management practices in the apparel industry in Sri Lanka, while recommending to the apparel companies to adapt green HRM at least in the major HR processes like recruitment and selection, training and development, performance management, reward management and health and safety management in order to improve their environmental performance in a more sustainable manner.
The Nexus between Educational Attainment and Career Success: A Review
(Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka, 2016) Amarasinghe, K.G.; Mohan, D.U.
Depending on the level of success an individual is seeking to achieve, the level of education may be relative, but the bottom line is, an education of some sort is often paramount to future success in both career and life. The impact of educational attainment on career success has been a burning topic in the world of business. Many academics and professionals have narrated on this relationship and among them different facets could be found. Accordingly this study is a thorough literature review of the relationship of educational attainment and career success which some have identified a strong positive relationship whereas the others have not seen a greater impact among the two variables but stressed on other factors affecting career success. This controversy is being reviewed and shows how an individual makes educational decisions. The author has introduced a new model on the relationship for further developments by the future researchers at the end of the study. This model depicts that education solely does not contribute to career success, but the family background, humanitarian and social skills, and work expertise do have a great impact together.
Readiness of senior HR managers in global companies operating in Sri Lanka to embrace the role of strategic partner
(University of Kelaniya, 2008) Silva, A.P.; Mohan, D.U.
Relationship between Educational Attainment and Career Success of Front Line Middle Management of MAS Linea Aqua
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, 2015) Amarasinghe, K.G.; Mohan, D.U.
Depending on the level of success an individual is seeking to achieve, the level of education may be relative, but the bottom line is that an education of some sort is often paramount to future success in both career and life. In the global aspect, Sri Lankan aspect, and organizational aspect there could be seen many mismatches between education and career. Research on the link between higher education and world of work is still under representative and the prevailing perception and views regarding this connection are controversial in various aspects, which have paved the way to carry on with this particular study. Accordingly with the intention of discovering whether there is a significant relationship between the educational attainment and the success of an individual’s career this study has been carried out in one of the top companies in the apparel industry namely, MAS Linea Aqua (Pvt) Ltd, Giridara, Kapugoda. The sample of the study is 60 (55% of the population) among the population of 110 executive and senior executive frontline employees. Questionnaires, an interview (primary) and database review (secondary) have been used as the tools to collect data. In finding the relationship a mixed approach (quantitative and qualitative) was applied. Quantitative analytical tools have been used to prove with statistical justification including descriptive statistics, frequencies for demographic analysis, and tools such as independent sample t-test and ANOVA for relationship analysis. A concept ledger and thematic analysis were used to justify the relationship through qualitative aspect with the interview data which added more value. As per the outcome of the research the conclusion is that there is no significant relationship between educational attainment and career success of frontline middle management of MAS Linea Aqua. The researchers have identified implications and recommendation which the company can adopt to utilize the resources effectively and efficiently to gain benefit for both the organization and the individual. The outcome of this study will contribute to the policy level, practitioners and for the improvement of knowledge on this aspect and for the society at large for the betterment.
The Relationship between Organization Culture and the Retention of Operational Level Employees in Polytex Garments Limited
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, 2015) Balasooriya, B.M.K.; Mohan, D.U.
Organization culture is one of the major determinants of employee retention in all organizations. Matching organization culture with employee’s necessities is very essential for obtaining maximum contribution of employees towards organizational objectives. Therefore it is needed to identify the relationship and the impact of organization culture towards retention of employees. Hence, the main focus of this study is to identify the impact of organization culture on the retention of employees, working at Polytex Garments Ltd and understand the degree of its impact. The study was conducted among the sample of 60 operational level employees who are in Polytex Garments Ltd, Yakkala, where the response rate was 100%. Respondents were asked to indicate their preference on five point Likert scale. Data analysis was conducted by using Statistical Package for Social Sciences (SPSS 20.0) using the statistical techniques such as mean, correlation & Regression analysis. Findings of the study indicate that there is a positive relationship between organization culture and the retention of operational level employees. That means Polytex Garments Ltd can use their culture to influence the retention of its operational level employees.
The Relationship between Personal Factors and Employee Absenteeism in Polytex Garment (Private) Limited
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, 2015) Athukorala, N.; Mohan, D.U.
Employee absenteeism is a common problem in the apparel sector in Sri Lanka. Although there are many research studies done to reveal the real problem of the employee absenteeism, still the problem remains unresolved. Therefore, this study was dedicated to study the personal factors affected to the employee absenteeism in Polytex Garment (Pvt) Limited at Ekala. 105 machine operators were the sample of the study and sampling method was stratified random sampling. There were 14 questions relating to personal factors asked from the sample through the questionnaire and secondary documented data were used relating to the absenteeism. According to the research findings, there are some factors such as gender, age and marital status that do not affect employee absenteeism while other two factors—health condition and taking care of dependents were found to affect employee absenteeism. Research results can be used as a guideline for taking necessary actions in the company to manage absenteeism of their employees in some extent.
'Response of Tsunami Victims to Post Disaster Reconstruction Efforts: A Study of Crucial Factors Affecting the Behavior of Tsunami victims'
(University of Kelaniya, 2007) Mohan, D.U.
The Tsunami resulted from an earthquake in Sumatra Island on 26th. of December 2004 was the history's most unforgettable hit that ever had that washed away around 31000 people in the costal belt of Sri Lanka within few minutes. The whole restructuring process after the miserable hit of Tsunami was moving at a very slow pace. One of the major challenges that the country had faced is to intensify the bottom level participation in the recent construction process. Since the responses of Tsunami affected people became more critical in expediting the reconstruction process, it was of high importance to identify the behavior of Tsunami affected people and the causes to such behavior, and eventually, this knowledge will greatly impact on the implementation of a proper disaster management strategies and tactics focused on reconstruction. This paper focused on studying behavior of Tsunami victims in Kalutara District in terms of four explaining behavior types: initiating, hard work, cooperative and economic behaviors at the stages of disaster management life cycle: disaster situation, life support, recovery, and development. For the study, ten groups of camp mates each including more than 10 camp mates were selected. In-depth interviews were conducted with these groups to collect data on independent variable that is 'causes to behavior'. And, questionnaire method was adopted to collect data on dependent variable-' behavior' from thirty camp mates in the selected ten groups. Data analysis was based more on qualitative analytical techniques such as data patterns and trend analysis and percentage analysis. It was found that people's major behavior and explaining behaviors were dependent and it was caused by their attitudes towards external reliance and values towards short term orientation and uncertainty avoidance. Further analysis found that social and psychological factors play an intervening role in determining the behavior of people. Finally, the research also sets some directions with respect to the policy decisions and plan implementations regarding natural disaster management in preparation of future such circumstances considering the dependency syndrome of people and causes of them with the identification of major Sri I _ankan cultural assumptions, especially in the costal belt of the country.
Theorizing the Plausibility of Exponential Organizations through Digital Transformation in the Fourth Industrial Revolution
(Faculty of Commerce and Management Studies University of Kelaniya, Sri Lanka, 2020) Thillaivasan, D.; Wickramasinghe, C. N.; Mohan, D.U.
The age of billion USD startups and trillion USD organizations are here signaling the birth of a new era, the Fourth Industrial Revolution (Industry 4.0). Pervasive and inexpensive digital technologies are causing widespread industrial, economic, and social disruption around us. Technological advancements have a major impact on the conduct of business and the move from the physical world to the digital world during Industry 4.0 will have far reaching and transformative implications for business organizations. This new era will be defined and dominated by a new breed of organizations, the Exponential Organization (ExO). The ExO’s are adopting exponential technologies along with new organizational techniques and are capable of generating disproportionately larger impact than their peer organizations. The properties of ExOs are diverse and this paper explores the concept of an ExO, how it emerged, internal and external traits that define them.