Browsing by Author "Rebecca, E."

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Application of foresight planning in strategic business planning
(Global Learners Academy of Development, 2021) Rebecca, E.
Foresight planning discusses the processes which anticipate opportunities and threats which may arise in a foreseeable future from mid to long term time frames. Foresight planning also encourages innovation, strategic evaluation and shaping the future proactively. Thus, unlike in traditional planning which pursued in preventing failure, foresight planning prioritizes resilience which is early detection of threats and fast recovery. Strategic foresight or in other words foresight planning helps a company to make long-term plans especially when the future is unpredictable. That is the main difference between foresight planning and strategic planning. Strategic planning focuses mainly on a future direction based on the learnings in the past, whereas strategic foresight looks 10 to 20 years ahead in a VUCA (Volatility, Uncertainty, Chaos and Ambiguity) world and shaping the strategic direction of the company.
ASSESSMENT ON THE INFLUENCE OF STRATEGIC COMMUNICATION ON EMPLOYEE ADVOCACY ON SOCIAL MEDIA: A CASE STUDY ON A LEADING CONGLOMERATE IN SRI LANKA
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2025) Peiris, W.S.S.; Rebecca, E.
The drastic changes in business organizations have today challenged relationships of an organization. As former studies have suggested, at present this has led to the problem of lack of proper employee advocacy where with low level of engagement of employees have worsened the practical context. As a result, an existing requirement to assess the need of strategic communication to promote employee advocacy was identified. This growing trend of need for positive word-of-mouth and employee engagement has been researched by different authors. However, an existing evidence gap was identified to identify how strategic communication promotes employee advocacy through an internal focus of the organizational relationships. Hence, the research study was conducted, as the philosophical stance the positivism was selected, taking a deductive approach, to conduct a quantitative study using simple random sampling technique focusing on the cross-sectional time horizon. As a case-study approach was adopted, as the unit of analysis a leading conglomerate of Sri Lanka was selected. Out of a population of 2100 employees, a sample of 386 participants were selected and an online questionnaire-based data collection was undertaken. From such data has been analyzed taking IBM SPSS Software to derive inferential statistics. According to the findings of the study it has been identified that there is a significant relationship between strategic communication and employee advocacy. As r = 0.681 a significant positive relationship was observed. The study provided recommendations for strategic leaders and managers to develop foresight in promoting employee advocacy with a keen focus on strategic communication which allow the successful creation of positive brand image and enhance engagement, which will ultimately help organizations to achieve its strategic intent.
Determinants of Student Satisfaction in Online Tutorials: A Study of an Online Education Academy
(University of Ruhuna Sri Lanka, 2023) Nandasena, N.P.H.; Rebecca, E.
Distance learning is gaining popularity as a competitive alternative to traditional classroom instruction. Educational institutions that offer formal classroom education also incorporate distance learning courses due to the benefits it provides, such as low cost, wider access, and shared resources. To investigate student satisfaction in e-learning, this study focused on final-year students of ABC Online Academy in Colombo, Sri Lanka. Data were collected through self-administered questionnaires to assess students’ satisfaction. The study adopted a cross-sectional approach, utilizing a single source of data. A random sampling method was employed, resulting in 145 valid questionnaires from the students of the online education academy. Hypotheses were tested using the Pearson correlation coefficient and regression analysis. The study findings indicated that students' satisfaction is determined by course structure, the flexibility of online tutorials, the quality of online tutorials, and technology quality. The implications of these results for theory and practice were also discussed. Consequently, the study suggests that management should prioritize attention to course structure, the flexibility of online tutorials, the quality of online tutorials, and technology quality, as these factors are linked to increased student satisfaction. So, this research contributes to the existing literature on student satisfaction and e-learning context by examining the determinants of student satisfaction in online tutorials.
Determinants of Training Motivations: A Case of Non –managerial Level Employees in Value added Tea Company
(2016) Rebecca, E.; Bandara, M.M.M.; Weerasinghe, T.D.; de Alwis, A.C.
The purpose of this study is to investigate the factors which determine the employees’ participation in training programs in one of the Tea Manufacturing Companies in Sri Lanka. Even though non-managerial level employees in the aforesaid company have requested several training programs from their supervisors semi-annually, they are reluctant to participate in those programs. Hence, this research is conducted as an exploratory field study which is cross-sectional, intending to explore the determinants of training motivation of employees in the selected company. Unit of analysis of the study is at the individual level; individual non-managerial employees. Researcher administered a standard questionnaire to collect primary data from a sample of 83 non-managerial employees where convenience sampling was used to select the sample. Exploratory Factor Analysis (EFA) was conducted to find out the significant determinants of training motivation. Moreover, factor loading values and cumulative percentage of extraction sums of squared loading values were used to draw the conclusion. It is found that self-efficacy, training reputation and job benefit are the significant training motivators for non-managerial employees in the selected company while supervisory support and the financial sponsorship were found to be insignificant motivators. Hence, it is recommended for practicing manager and Human Resource (HR) professionals in the selected domain to design training programs which will improve the efficacy and the reputation of the participant, and especially, to deliver transferable skills in designing future training programs.
Effect of Social Support on Job Satisfaction in a Reputed Telecommunication Company
(Chartered Institute of Personnel Management Sri Lanka, 2023) Nanayakkara, Ann; Rebecca, E.
Social support has been recognized as an essential tool that can support workers in keeping their efforts goal-directed and improving their quality of life. Research on social support and job satisfaction has yielded mixed results. This research aims to determine how social support affects job satisfaction at a Sri Lankan telecommunications company. This study also addresses knowledge and empirical gaps by examining the relationship between Social Support and Job Satisfaction. Even though the link between social support and job satisfaction has been proven in western literature by mental health organizations, there is relatively little research that has examined this relationship in the Sri Lankan context, particularly in the telecommunications sector. The current study investigated how those factors related to one another and how they affected workers. This deductive method was applied using an online survey research method and a quantitative research methodology. The population of the study was all levels of employees at a reputed Telecommunication Company, and the sample size was 175 observations, with primary data employed as a data source. SPSS - version 23.0 was used to analyze the data, and correlation and regression were employed. According to the study's findings, since social support is an essential buffering mechanism that helps enhance job satisfaction, employers and employees must be proactive in building a robust social network to help them achieve job satisfaction.
Examining the Impact of Technostress on Academic Productivity of University Students
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya Sri Lanka, 2024) Wickramasingha, S.H.T.N.; Rebecca, E.
Due to the rapid advancement of technology, technostress is a serious illness in the competitive environment we all live in today. The COVID-19 pandemic has caused people's lives to become more technologically oriented. In the past, businesses and staff used technology more than students in schools and universities. However, in addition to using technology for their studies, students now need to use it for social media and leisure. Furthermore, all educational institutions, both public and private, are transitioning to online instruction. In particular, technology is used in all government universities' lectures and evaluations. Everyday activities are allowed to be carried on by technology, despite the fact that its negative aspects must be looked into. This paper aims to address the topic of technostress and its effects on Sri Lankan university students' academic productivity. Technostress is characterized as a prevalent adaptation issue that might arise when a user is unable to effectively utilize or adjust to information and communication technology. Due to the large number of students who attend government universities and represent both rural and urban areas of Sri Lanka, this is clearly visible. There are various dimensions that make up technostress, such as overload, invasion, complexity, insecurity, and uncertainty. The study also looks into how students' academic productivity is affected by technostress. Statistical Package for Social Science (SPSS), version 23.0 was used as a tool for data analysis and both descriptive and inferential statistics, namely correlation and regression were used to analyze data. The results show that students had moderate levels of technostress and that, with minor modifications, the technostress instrument is valid for use in the academic setting. Additionally, it was discovered that students' academic productivity was negatively impacted by technostress.
EXPLORING THE RELATIONSHIP BETWEEN EMPLOYER BRANDING AND EMPLOYEE RETENTION OF STAFF LEVEL EMPLOYEES: THE MEDIATION EFFECT OF EMPLOYEE ENGAGEMENT IN THE APPAREL SECTOR COMPANIES AT KATUNAYAKE EXPORT PROCESSING ZONE, SRI LANKA
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2025) Karunathilaka M.G.M.U.; Rebecca, E.
Employee retention remains a critical task in Sri Lankan apparel sector, particularly in the Katunayake Export Processing Zone (EPZ). Using employee engagement as a mediator, this study uses a quantitative research design to investigate the link between employer branding and employee retention.126 staff-level employees from three apparel companies in the Katunayake Export Processing Zone (EPZ), Sri Lanka were asked to complete a structured questionnaire with a 5-point Likert scale. Representativeness across subgroups was guaranteed by the stratified random sampling technique.Using SPSS, statistical analyses were conducted to assess the hypotheses, including correlation, regression and mediation analysis. To improve engagement and retention, those findings highlight the necessity of a strong brand and a positive work environment.The examine gives actionable insights for groups to cope with retention challenges, emphasizing the importance of strategic employer branding and fostering engagement. However, the studies are restrained via its attention at the Katunayake EPZ, go-sectional layout, and reliance on self-suggested information.Future studies must explore longitudinal research, extra variables along with management and repayment, and tailor interventions to organizational contexts. The findings function a realistic framework for enhancing employee retention in competitive industries.
Factors affecting the performance of operational level employees in vogue tex (pvt) ltd
(Global academic research institute, Colombo Sri Lanka, 2023) Rebecca, E.; Gunasekara, V.M.
In contemporary business environment, apparel industry has been identified as a one of the most challenging and competitive industries among the other sort of industries. For endurance, apparel industry needs to have a mean of achieving competitive advantage. Basically this competitive advantage has been achieved by the apparel industry via human resources. Human resource has been identified as the only living resource among the other resources which has the capability to think, innovate and create etc. Consequently, human resource is viewed as a basic factor which pushes an organization towards the goal achievement. Hence, organizations are very sensitive on performance of the employee and on the factors that affect the performance of employees. This study was undertaken to identify the significance of the factors that affect performance of the operational level employees’ in Vogue Tex (Pvt) Ltd. This study was a cross sectional study with the sample of 96 operational level employees of Vogue Tex (Pvt) Ltd. In order to select the sample, convenience sampling method was applied. Data were collected through standard questionnaire and to analyses the data, descriptive statistics, Simple ranking method and Factor analysis were performed using IBM SPSS 20. Based on the empirical findings, researchers have tested eight factors namely, Working Environment, Organizational Culture, Personal Factors and Problems, Compensation & Reward System, Job content, Leadership, Team Cohesiveness and Training. All of these eight factors have been affected significantly in determining performance of the operational level employees. However, based on the findings, researchers have found that Training and Organizational Culture are the major and the most prominent determinants of the performance of the operational level employees. Hence, it has been concluded that Organizational culture and the Training are the most important factors when articulating the performance level of the operational level employees in the Vogue Tex (Pvt) Ltd.
Factors Affecting Training Transfer: A Case of Executive Level Employees in Ceylon Tea Services PLC
(Department of Human Resource Management, Faculty of Commerce and Management Studies,University of Kelaniya, 2017) Rebecca, E.; Sangarandeniya, Y.M.S.W.V.
The current study was designed to assess the impact of training-related factors on the transfer of training. This is a quantitative study and a standard questionnaire was used to collect primary data. The entire population of executive-level employees was considered as a sample of this study and data were collected from 105 executive-level employees who had participated in several training programs in Ceylon Tea Services PLC. Correlation analysis, simple regression analysis, and multiple regression analysis were used to analyze the data. The results of correlation analysis revealed that there is a positive relationship between each of the independent variables: trainee characteristics, training design, the work environment, and the dependent variable: transfer of training. Further, the result of simple regression analysis revealed that trainee characteristics, training design and work environment significantly and positively influence on transfer of training. Moreover, the result of the stepwise multiple regression analysis indicated the work environment and training design respectively has the highest impact on the transfer of training rather than trainee characteristics. Therefore, this study suggests that it can be achieved benefits from the training programs through considering on the work environment and the design of the training program.
Green Finance
(Global Learners Academy of Development Korattur, Chennai – Tamilnadu, India., 2021) Rebecca, E.
Green finance includes all the activities taken by private and public parties such as business, banks, governments, international organizations in developing projects with sustainable impacts through financial instruments. Or green finance provides the financial tools required by finance agents to increasingly generate activities with positive background. Further, this is considered as infrastructure of green growth. This concept of green mainly focus environmental protection through sustainable utilization of scare resources. It leads towards projects which reduces environmental risks and which optimally uses of social and environmental resources. This concept is essential for growth of economic. To develop and promote the green growth. Several green financial products and services have been developed by the organizations. With the competitive environment, the success of the measuring of green initiative has become one of the essential needs in the economy. Just implementing green finance is not sufficient. To get the maximum, it is important to measure the success with the time period. Hence, by considering the current trends and needs of the industry in green finance, this study seeks to explore what Green Finance concept is, the way it processes and the specific products under this concept. Further, this report is enriched with methods of measuring the performance of Green Finance. Also author will consider the opportunities, positive side and challenges of this concept. Finally this chapter will provide the exploratory recommendation and conclusion on Green Finance. According to the findings, it has been discovered that green financing identifying the importance of environment and its contribution to the society, also this concept seeks to improve the quality of the human life as well. Through this concept it leads to reduce the environmental risk and finally to ensure the sustainability development. Hence, there is an empirical need in identifying and processing this concept of Green finance.
The Impact of Cyberloafing on Job Performance with the Mediating Effect of Self-Efficacy
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya Sri Lanka, 2024) Weerasooriya, W.A.N.S.; Rebecca, E.
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-efficacy. This study intends to contribute to fill the empirical gap in the existing literature within Sri Lankan context. Hence this was a quantitative and cross- sectional study which was based on an organization in IT industry employees. Data were collected through a structured questionnaire and 181 employees are participated in this study. The data was analyzed by using Statistical Package for Social Sciences (SPSS). The analyzed results show that there is a significant negative impact of cyberloafing on job performance while there is significant impact of self-efficacy as a mediator on the relationship between cyberloafing and job performance. Furthermore, this study is an initiative of organizational management with the support of supervisors and colleagues, take necessary actions to reduce employee cyberloafing. It will increase productivity, efficiency and reduce time wastage within the organization and improve job performance. Moreover, this study was limited only to one particular company in the IT industry in Sri Lanka. Therefore, the current study suggested that to conduct the study by considering all organizations in the business world within Sri Lanka to get an effective output from future research.
The Impact of Green Human Resource Management Practices on Organizational Citizenship Behavior: Mediator of Job Satisfaction: The Study of ABC Manufacturing Company In Sri Lanka
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya Sri Lanka, 2024) Weerasooriya, G. T.; Rebecca, E.
The purpose of this research is to identify the impact of green human resource management on organizational citizenship behavior through the mediating role of job satisfaction in ABC manufacturing company in Sri Lanka. In addition to that, this study intends to contribute to filling the knowledge gap by looking into the relationship between green human resource management on organizational citizenship behavior with the mediating effect of job satisfaction. There is less research context in Sri Lanka to test green human resource management and organizational citizenship behavior in manufacturing industry, especially in a subsidiary company in a transformational change phase. This research is deductive (theory–testing) research. This research was conducted using a survey research strategy and quantitative research method. Employees in ABC manufacturing company was considered as population. The sample size was 350 according to the Morgan table, data collection was done through a standard questionnaire and simple random sampling technique. A Google form was created and distributed to collect data. The number of employees who responded was 327 among 350 employees. Statistical Package for Social Science (SPSS), version 23.0 was used as a tool for data analysis and both descriptive and inferential statistics, namely correlation and regression were used to analyze data. Result shows that there is a positive impact of green human resource management on organizational citizenship behavior with the mediator effect of job satisfaction.
The Impact of Motivation as a Mediator of the Relationship between 360-Degree Performance Appraisal System and Employee Job Performance within ABC Healthcare Company in Sri Lanka.
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya Sri Lanka, 2024) Weersinghe, W. G. L.; Rebecca, E.
The purpose of this research is to identify the mediating effect of job motivation on the relationship between 360-degree performance appraisal system and employee job performance. In addition to that, this study intends to contribute to filling the theoretical and empirical gap in the existing literature within Sri Lankan context. Although there is enough literature on performance evaluation and employee job performance. There is less research context in Sri Lanka to test the 360-degree performance appraisal system and employee job motivation and employee job performance. This study explored the relationship and examined the influence of 360degree performance appraisal system, employee motivation and employee job performance among a healthcare sector organization in Sri Lanka. This research is deductive (theory–testing) research. This research was conducted using a survey research strategy and quantitative research method. The sample size was 150, data collection was done through a self-administered questionnaire and Convenience sampling technique. A Google form was created and distributed to collect data. The number of employees who responded was 105 among 150 employees. Statistical Package for Social Science (SPSS), version 23.0 was used as a tool for data analysis and both descriptive and inferential statistics, namely correlation and regression were used to analyze data. The results indicate that 360-degree performance appraisal system and Employee job performance have a positive relationship with mediating effect of employee motivation.
The Impact of Technostress on Work Performance and the Moderating Impact of Technostress Inhibitors in ABC IT Company in Western Province Sri Lanka
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya Sri Lanka, 2024) Welivitigoda, N.T.; Rebecca, E.
The aim of this research is to investigate the relationship between technostress and work performance and the moderating influence on this relationship. Previous research indicates that, it is not clear how technostress influences work performance exactly. This research tries to answer how technostress is related to the work performance. The study has been carried out in ABC Company, IT employees with different backgrounds. For this study 204 sample have been analyzed using SPSS analysis. The results show that there is a positive relationship between technostress and the different levels of work performance. This positive relationship is statistically significant. This was tested by using a correlation and regression analysis. The moderating variable that used for this research is technostress Inhibitors. The analysis shows that the stress inhibitors had moderated the relationship between technostress and work performance in a way that is was less negative. However, the results were significant after running a correlation and regression analysis. Moreover, this study was limited only to one particular company in the IT industry in Sri Lanka. Therefore, the current study suggested that to conduct the study by considering all organizations in the business world within Sri Lanka to get an effective output from future research.
The impact of Telecommuting on Work – Family Balance: Mindfulness and Family Supportive Supervisory Behaviour
(Postgraduate Institute of Management (PIM), 2022) Rebecca, E.
Purpose: The COVID-19 epidemic and recent global crises have altered the entire world, requiring many professionals to telecommute from home. Women telecommuters face a bigger struggle in managing work and family compared to men, since telecommuters lack physical borders and work. within psychologically created borders. Although the prevailing literature has been highlighting this concern, there is a dearth in the literature on the manner in what factors causes to managing. psychological borders. Addressing this gap, this study explores the impact of telecommuting on the work-family balance. Further, mediating effect of the bi-directional nature of work-family conflict, and the moderating impact of mindfulness and family-supportive supervisory behaviour will be empirically tested with the support of the Work – Family Border Theory and the Social Support Theory. Design/Methodology: The research adopted a cross-sectional survey to conduct quantitative. research on a sample of 350 women telecommuters in the information technology (IT) industry in Sri Lanka. A sample of women telecommuters was selected using a method of purposeful. sampling, and a self-administered questionnaire was used to collect the data, which was then analysed using the Structural Equation Modeling (SEM) and AMOS. Findings: The empirical findings of the current study indicate that telecommuting has a statistically significant detrimental influence on balancing both work and family domains. The mindfulness trait was found to impact telecommuters' ability to manage work positively–family balance through work to family conflict and family to work conflict. In addition, it was found that family supportive supervisory behaviour (FSSB) plays a positive influenceable role in telecommuting and conflicts between work and family to work. Also, it has been found that mediating impact of work to family conflict is higher than the impact of family to work conflict on balancing work – family balance. In addition, it was discovered that FSSB has a beneficial influencing function between telecommuting and bi – directional way of work – family conflict. Theoretical implications: The study contributes to the existing literature by incorporating the trait of mindfulness as moderator of managing psychological borders when working from home as a telecommuter. In addition, according to the Social Support Theory, the beneficial moderating impact of family supportive supervisory behaviour (FSSB) on the relationship between work– family balance and bi-directional nature of work – family conflicts have been identified. Further, through this study, it has been found that work to family conflict has a greater impact on the relationship between telecommuting and work-family balance than family to work conflict. Managerial implications: This implies the importance of developing mindfulness and suggests that organisations, training institutions, and counselors can focus on strengthening this trait by implementing various personality training programmes since mindfulness is not innate. Further, management can follow family supportive supervisory behaviour to achieve a work-family balance while performing duties from home by minimising the consequences of conflicts of work to family and family to work. Furthermore, organisations should introduce and implement new policies and procedures pertaining to this expanding flexible working system, as existing policies and working scheduling practices may be outdated or were developed decades ago based on employee beliefs and face-to-face supervision systems. Originality/Value: This study reveals the impact of telecommuting on work-family balance and, conceptualised and proposed the moderating role played by the trait of mindfulness in managing psychological borders to validate Work–Family Border Theory further. Further, this study asserts that FSSB moderates the impact of telecommuting on bi-directional nature of the conflicts which causes work – family imbalance.
The Impact of Trainee Characteristics, Training Design, and Work Environment on the Transfer of Training: A Study of Executive Level Employees of a Selected Tea Manufacturing Company in Sri Lanka
(International Journal of Research and Innovation in Social Science, 2023) Rebecca, E.; Sangarandeniya, Y. M. S. W. V.
The primary purpose of this study was to identify the factors affecting the Transfer of Training. The current study was designed to study three main factors: Trainee Characteristics, Training Design, and Work Environment which were identified as possible factors that influence the Transfer of Training. Standard questionnaires were used to collect primary data for the study. This is a cross-sectional study done in a non- contrived setting. The study respondents were the entire population of 105 executive-level employees who had attended training programs in the selected organization and the final sample was 88 executive-level employees. Descriptive statistics, correlation analysis, simple regression analysis, and multiple regression analysis were used to analyze the data. According to the results of correlation analysis, it was revealed that there is a positive relationship between all three independent variables (Trainee Characteristics, Training Design, and Work Environment) and the Transfer of Training. The results of simple regression analysis revealed that Trainee Characteristics, Training Design and Work Environment significantly and positively impact the Transfer of Training. Moreover, the multiple regression analysis results indicate that there is a significant impact of the Work Environment and Training Design on the Transfer of Training, compared to the influence of Trainee Characteristics. Therefore, this study suggests that organizations can successfully achieve the expected outcomes from their training programs by ensuring the transfer of training through proper designing of the training programs and improving factors related to the work environment. This study was carried out only on one organization that operates in the tea manufacturing industry in Sri Lanka, and future researchers can extend the scope of this study by investigating other industries and other country contexts.
IMPACT OF TRANSFORMATIONAL LEADERSHIP ON EMPLOYEE TASK PERFORMANCE IN SELECTED AUTOMOBILE COMPANY IN SRI LANKA
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2025) Madushani, A.P.K.K.; Rebecca, E.
This research investigates the impact of transformational leadership on employee task performance within the context of a selected automobile company. In today's competitive and globalized information culture, maintaining a competitive edge requires organizations to attract and retain talented workers, inspiring them to reach their full potential. The study explores the dynamics of employee task performance in the automobile sector, emphasizing the role of transformational leadership in fostering a positive work environment. The automobile sector in Sri Lanka, a significant contributor to the country's economy, faces challenges related to employee disengagement factors, including negative perceptions of the industry and poor working attitudes. Against this backdrop, the study aims to fill a crucial research gap by examining the impact of transformational leadership on employee task performance in the selected automobile company. Data were collected through a standard questionnaire from 144 non-executive level employees working at the selected automobile company. Simple regression analysis was used to test the study hypotheses, and SPSS version 23 was employed to analyze the collected data. In conclusion, the study sheds light on the transformative leadership practices that can significantly influence employee task performance in the Sri Lankan automobile industry. The findings hold practical significance for selected company and other industry stakeholders, guiding efforts to enhance employee satisfaction, productivity, and overall organizational success. Future research avenues include expanding the study to enhance employee satisfaction, productivity, and overall organizational performance.
IMPACT OF TRANSFORMATIONAL LEADERSHIP ON EMPLOYEES’ REACTION TO ORGANIZATIONAL CHANGE: THE MEDIATION ROLE OF INNOVATIVE WORK BEHAVIOR AND EFFECTIVE COMMUNICATION ON IT SECTOR EMPLOYEE
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2025) Tharuni, B.L.S.N.; Rebecca, E.
This research explores the impact of transformational leadership on employees' reactions to organizational change, focusing on the mediating roles of innovative work behavior and effective communication in the IT sector. The study aims to investigate how transformational leadership influences employees' attitudes towards change, while considering how innovative work behavior and communication practices further shape their responses. Specifically, the research examines how leadership styles foster employee innovation and enhance communication, which may lead to greater acceptance and adaptation to organizational changes. A thorough literature review provides a conceptual framework linking transformational leadership, innovative work behavior, and effective communication, grounded in theories of leadership and organizational change. The research adopts a quantitative approach, utilizing surveys to gather data from employees in the IT sector. By analyzing the relationships between leadership, communication, and innovation, this study aims to offer valuable insights for organizational leaders and HR practitioners in managing change effectively. The findings will contribute to the understanding of how leadership and communication strategies can be leveraged to improve employee reactions to change, ultimately fostering a more adaptable and innovative organizational environment.
Impact of Work-Family Enrichment and Work-Family Conflict on Turnover Intention: Employees in a State Bank in Sabaragamuwa Province, Sri Lanka
(Chartered Institute of Personnel Management Sri Lanka, 2023) Nandasena, N. P. H.; Rebecca, E.
Many obligations at work and at home result in both negative (work-family conflict) and positive (work-family enrichment) spillover, which influence the effectiveness of people in both their lives at work and home. This has led to expanding research into the relationship between work and family. The outcomes of the two components of work-family relationships, work-family enrichment and work-family conflict, vary. This study examined the combined impact of work-family conflict and enrichment on intention to leave among state bank employees in Sri Lanka's Sabaragamuwa Province. Using self-administered surveys, the enrichment and conflict of work-family relationships were measured. The research used a single data source and a cross-sectional design. The data from 250 valid surveys were collected using a simple random sample technique. The hypotheses were examined using Pearson's correlation coefficient and multiple regression analysis. The findings from the research indicate that a simultaneous experience of less work-family conflict and more enriching experiences at work will provide tremendous benefits and long-term benefits to organizations. The implications of these results for theory and practice are also discussed. As a result, it is proposed that management should pay special attention to enhancing work-family enrichment since this appears to be linked to decreased turnover intention. By examining the connection between work-family enrichment and results that are relevant to the workplace, this study adds to the body of work-family literature.
IMPACT OF WORKPLACE BULLYING ON JOB ATTITUDES IN SELECTED COMPANY IN APPAREL INDUSTRY
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2025) Thakshila J.P.D.; Rebecca, E.
Employee turnover and negative attitudes towards the workplace have become a major problem in the current apparel industry. This research investigates the impact of workplace bullying on job attitudes, namely workplace deviance, organizational citizenship behavior, and turnover intention, within the apparel industry in Sri Lanka. In this quantitative, cross-sectional study, data from 140 machine operators were collected using a structured questionnaire and analyzed with the use of SPSS. The results showed significant relationships where workplace bullying positively influenced workplace deviance and turnover intention, while negatively affecting organizational citizenship behavior. This study therefore calls for proactive anti-bullying policies and workplace training to realize respectful and supportive work cultures. Limitations include reliance on self-report data, however, this study provides actionable findings for policy makers and HR professionals. Future research should investigate other leadership styles, other mediating factors, and contexts from different industries to better understand the dynamics of workplace bullying and job attitudes.