Browsing by Author "Preena, G. R."

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Determinants of Sustainable Engagement in E- Recruitment during the Post-Pandemic of Covid-19: Evidence from Final Year Internship Seeking Students of Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka
(Department of of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka, 2021) Udani, A. M. D.; Preena, G. R.
Even though the way Human Resource Management functions are carried out has been changed considerably with the emergence of Online Technology, the impact of e-recruitment on candidates' intention to apply for jobs remains understudied. Hence, the purpose of this research study was to investigate the impact of factors affecting on sustainable engagement in e- recruitment during the post-pandemic of Covid-19. This research was carried out as a cross sectional field study among a sample of 254 Final Year Internship Seeking Students of Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka. Simple random sampling technique was used to select the sample and primary data were collected using a standard questionnaire. Descriptive statistics, inferential statistics, regression and correlation analysis were analyzed using Statistical Package for Social Sciences (SPSS). It is found that, there is a significant impact of perceived usefulness, perceived ease of use and perceived trust on sustainable engagement in e- recruitment of internship seeking university students in the Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka. Further, results show that perceived usefulness, perceived ease of use and perceived trust has moderate and positive impact on sustainable engagement in e- recruitment. Furthermore, these findings are expected to be extremely important for the relevant parties in seeking their job opportunities, both theoretically and practically. Cross validation of the findings of this study in different industries and different point of view, compared among a larger sample, is recommended in future studies, which will add more insights to the substance of the current study.
Factors Influencing the Selection of Human Resource Management as a Specialization area among Management Undergraduates of State Universities of Sri Lanka
(Department of of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka, 2021) Udayanga, N. A. M.; Preena, G. R.
Human Resource Management (HRM) has been identified as the major business function within an organization that aid managing tasks and behaviors of employees. Many state universities in Sri Lanka are provide several specialization areas under the Business Administration degree program. Human Resource Management is also one of specialization area that business undergraduates selected. Accordingly, undergraduates are considering about different factors before selecting their specialization area and this study is conducted to identify those factors that affecting for the selection decision of Human Resource Management specialization. Three main factors were identified after referring to past literature namely Academic Factors, Social Factors and Personal Factors. Moreover, data for the study were gathered through distributing a standard questionnaire among 200 undergraduates in three state universities using simple random sampling technique. Further, statistical Package for the Social Sciences (SPSS) software was used to analysis the collected data. Accordingly, the results revealed that there was a positive correlation between academic, personal factors and the selection decision of HRM specialization. Also, it revealed that social Factors have minor influence on the selection decision of HRM specialization compared to the personal and academic factors. Moreover, it indicated that there is a significant relationship between personal factors, academic factors, and selection decision of HRM specialization. Hence, this study will be helpful for universities, university students, lecturers, and many other parties for identify the most crucial factors that affect selecting HRM as specialization area. Further, the insights would also formulate adequate knowledge to the parties potentially entering to the industry as well.
Impact of Emotional Intelligence on Career Decision-Making of Management Undergraduates
(Department of of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka, 2021) Uduwaka, U. H. P. U.; Preena, G. R.
The purpose of this study was to examine the impact of emotional intelligence on career decision-making. In addition to that, this study intended to contribute to fill the literature gap by looking into the relation between emotional intelligence and career decision-making. Although the associations between emotional intelligence and career decision-making are well established in western literature, few studies have examined the five dimensions of Goleman model of emotional intelligence such as self-awareness, self-regulation, motivation, empathy & social skills with career decision making in the Sri Lankan context, especially in the Management undergraduates in state universities. Hence this was a quantitative and cross-sectional research study. The sample is selected using simple random sampling technique. Primary data were collected through a standard questionnaire distributed via Google form. Questionnaires were distributed to a sample of 280 Management undergraduates in the Sri Lankan state universities. The collected data were analyzed using SPSS. To interpret data graphical charts, descriptive statistics, histograms, correlation analysis and regression were used. Simple regression analysis and Pearson correlation were used to test the study hypotheses. Analyzed results showed a positive impact of emotional intelligence on career decision-making. Further, five dimensions of emotional intelligence; self-awareness, self-regulation, motivation, empathy and social skills had strong positive relationship with career decision-making. The study results clearly underlined that the undergraduates could improve their career decision making through their emotional intelligence. The present study would provide the direction to HR managers, HR policy makers, career counselors, undergraduates and for future researchers.
Impact of Job Satisfaction on Organizational Commitment of Banking Employees in Private Banks of Colombo District, Sri Lanka
(Department of of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka, 2021) Sugathapala, M. H. S. L.; Preena, G. R.
Job satisfaction and organizational commitment are two main concepts connected to the retention of personnel in a range of occupational context. Much of the importance in evaluating and analyzing job satisfaction comes from a concern about probable outcomes of job behavioral moments. This study assessed the impact of job satisfaction on organizational commitment of banking employees in Private Banks. There are contradictory findings relating to the relationship. For this purpose, eight job satisfaction dimensions are chosen to measure independent variable namely Pay, Promotion, Supervision, Fringe Benefits, Coworkers, Operating conditions, Nature of Work and Communication. Also, dependent variable was Organizational Commitment. The sample consisted of three hundred seventy-seven (377) banking employees working in private banks of Colombo district. The sample from the population was selected by using simple random sampling method. Moreover, primary data were gathered through standard questionnaire. The collected data were analyzed through descriptive statistics, correlation analysis and multiple linear regression. The research findings revealed that job satisfaction was strongly associated with organizational commitment while ‘pay’ was the primary predictor of organizational commitment. Future research can be undertaken on the relationship between job satisfaction, organizational commitment and turnover intention among banking employees. Further, job satisfaction model will extend the scope if it includes security, compensation, job related stress and job meaningfulness dimensions.
Impact of Motivation on Employee Job Performance: An Empirical Study in a Sri Lankan-Based Financial Institution
(Department of of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka, 2021) Thanuja, V.; Preena, G. R.
The purpose of this study was to assess the impact of motivation on employee performance of executive level employees in a leading financial institution of Sri Lanka. Accordingly, this study was carried out as quantitative explanatory research work. Further, the sample of the study was selected using simple random sampling technique. This is a cross-industry descriptive research and standard questionnaire was used to collect primary data through a survey. Accordingly, the questionnaires were distributed to a sample of 140 executive-level employees who are working in a leading financial institution of Sri Lanka. Moreover, for data analysis SPSS (Statistical Package for the Social Science) software was used. Accordingly, the findings of the study revealed that there is a significant positive relationship between motivation and employee performance. The present study would provide direction to HR policy makers, employees, supervisors, and to future researchers.
Impact of Non-Financial Benefits on Employee Retention in Selected Manufacturing Organization in Sri Lanka
(Department of of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka, 2021) Victoria, C. J. V.; Preena, G. R.
The purpose of this study was to assess the impact of non-financial benefits on employee retention in selected manufacturing organization in Sri Lanka. This study was carried out as a quantitative explanatory research work. Further, the sample is selected using simple random sampling technique. This is a cross-sectional descriptive research and standard questionnaire was used to collect primary data through a survey. Questionnaires were distributed to a sample of 102 of labor level employees who are currently working in manufacturing organization. To analyze data, SPSS (Statistical Package for the Social Science) was used. To interpret data graphical charts, descriptive statistical techniques such as mean, mode, standard deviation and histograms, correlation and coefficient, simple regression analysis and residual analysis were used. To test the relationship between variables Pearson correlation analysis was used. Simple regression analysis was used to identify the degree of impact of independent variable on dependent variable. And it was found that there is a significantly moderate positive relationship between non-financial benefits and employee retention. Employee retention was the dependent variable and independent variables were job recognition, job autonomy, training and development and supportive environment. The present study would provide the direction to HR policy makers, employees, supervisors and to future researchers.
Impact of Organization Culture on Employee Job Performance: Empirical Study Based on Apparel Sector Production Level Employees of Sri Lanka
(Department of of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka, 2021) Udeshika, J. L. D.; Preena, G. R.
The apparel sector has dominated the global market for decades and was one of the largest sectors strengthening the Sri Lankan economy. Therefore, the labor-intensive garment industry is highly dependent on the performance of its employees. The main aim of this research was to identify the impact of organizational culture on employee performance of production level employees in the apparel sector of Sri Lanka. Accordingly, one hundred seventy-two (172) production level employees were selected as the sample for the research study. Data required for the research were collected through a survey questionnaire that was distributed using simple random sample technique. The hypotheses used in the experiment were analyzed using SPSS software. Accordingly, the statistical data analysis revealed a positive correlation between organization culture and employee performance and a significant positive impact of organizational culture on employee performance. Thus, the results of this study showed that strengthening the organizational culture is crucial for improving employee performance by improving culture compliance. Moreover, this research further supports the Schein’s organizational culture theory while indicating that sound organizational culture is required to maintain the expected performance level of employees.
Impact of Workforce Diversity on Employee Job Performance: Evidence from a Leading Apparel Company in Sri Lanka
(Department of of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka, 2021) Senevirathne, R.M.S.S.; Preena, G. R.
Diversity of the workforce can be seen as an important strategic tool that adds value to an organization rather than creating competition. The main objective of the current research study was to find the impact of workforce diversity on the employee performance of production-level employees working in an apparel company of Sri Lanka. There are many diversity dimensions that can positively or negatively affect the performance of employees. But the present research has included the most critical set of dimensions among other dimensions such as diversity in age, ethnicity, gender, and educational background towards the employees, which were independent variables, and employee performance in an organization which was a dependent variable. This study was carried out as a cross- sectional field study among a sample of 152 production level employees in a selected apparel company in Sri Lanka. The simple random sampling technique was used to select the sample, and primary data were collected using a standard questionnaire. Moreover, Statistical Package for Social Sciences (SPSS) was used to analyze descriptive statistics, inferential statistics, regression, and correlation analysis. Accordingly, it was found that, there is a significant impact of workforce diversity on employee performance of production-level employees in the selected apparel company of Sri Lanka. Further, the study results showed that age diversity, ethnic diversity, gender diversity, and educational background diversity have a positive impact on employee performance. Moreover, these findings are expected to be very important theoretically and practically for the relevant parties in the apparel industry.
State Undergraduates’ Intentions to Become Self – Employed Person: Evidence from Sri Lankan Context
(Department of of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka, 2021) Tharanga, K. V. D.; Preena, G. R.
This study attempted to examine the self-employment intention of state university undergraduates in the Sri Lankan context. The undergraduates’ self-employment intention was the problem variable, which surveyed with five independent variables: Attitude Toward Behavior (ATB), Subjective Norms (SN), Perceived Behavioral Control (PBC), Perceived Desirability (PD) and Perceived Feasibility (PF) coming under two underpinning theories of: Theory of Planned Behavior (TPB) and Entrepreneurial Event Theory (EET). Accordingly, this study was rationalized and found that self-employment intention is influenced by ATB, SN, PBC, PD, and PF. The study sample consisted of 168 management undergraduates from three leading state universities in the Western Province of Sri Lanka. The data were collected from the selected sample through a standard questionnaire. The cross-sectional study results revealed that undergraduates’ ATB, PD, PF, and self-employment intentions were strongly positively correlated. Also, there was a statistically moderate positive correlation between SN, PBC, and self-employment intention. Moreover, the current study was the first to explore the effect of both TPB and EET theories on self-employment intention in the Sri Lankan context. Hence, this study provided valuable theoretical implications grounded on TPB and EET theories. Further, the current study provided managerial implications for the government and policymakers in the educational sector, particularly in tackling and managing graduate unemployment and its associated problems. The government and policymakers can use these research findings to initiate the enlightenment programs that will reorient undergraduate students to avoid having the mentality of securing paid employment jobs after graduation.