Browsing by Author "Wanigasekara, W.M.S.K."

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Empirical Study for Personality and Job Performance of Middle Managerial Level Employees in the Public Commercial Banking Sector in Sri Lanka
(Faculty of Commerce and Management Studies, University of Kelaniya, 2015) Jayamanna, D.A.C.M.; Wanigasekara, W.M.S.K.
Personality is a significant factor which affects job performance of employees according to many previous studies. Hence, the main objective of this study was to examine the relationship between personality and job performance of public commercial banking sector employees using middle managerial level employees as the sample. Personality was measured using the big five dimensions namely extraversion, neuroticism, openness, conscientiousness and openness while job performance was measured through task & contextual performance and counterproductive work behavior. The results of the study was mainly analyzed using correlation and regression analysis and the findings confirmed that personality was a valid predictor which had a statistically significant, strong positive relationship with job performance. Moreover, each big five dimension had a statistically significant moderate positive relationship with job performance. Hence, this study provides new insights to the management of the banking sector indicating that personality should be given due consideration in human resource management practices in their organizations.
Employee Perception on Electronic Performance Monitoring at the Workplace and Its Impact on the Job Performance of It Professionals in ABC (Pvt) Ltd in Sri Lanka
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya Sri Lanka, 2024) Halpagoda, H. M. C. C.; Wanigasekara, W.M.S.K.
Electronic performance monitoring is become more valuable thing than ever because of the technology is become more dynamic factor for success in every organization in local context as well as global context. The integration of information and communication technologies in workplaces, particularly through electronic performance monitoring (EPM), has gained significant power, particularly in the wake of the COVID-19 pandemic. This study investigates into the implications of EPM on individual performance within organizational settings by examining its influence on privacy invasion and individual stress. Standard questionnaire was distributed for the target sample as a Google form online. According to the convenience sampling technique, final sample remains at 151 observations of employees in leading IT organization in Sri Lanka. The sample data set was analyzed through the reliability, normality, linearity, correlation and regression analysis with aid of the Statistical Package for Social Sciences (SPSS). The findings highlight the perception of EPM significantly increases privacy invasion and increase individual stress, and consequently leads to a reduction in individual performance. The findings raise relevant considerations regarding the potential negative implications associated with employer utilization of EPM. Having considered whole study, it is recommended for future researchers to conduct their new construct through longitudinal study across the industries and organizations for better results.
The Impact of Career Anchors on Job Satisfaction of Bank Managers in State Owned Commercial Banks of Sri Lanka
(Faculty of Commerce and Management Studies, University of Kelaniya, 2015) Wanigasekara, W.M.S.K.; Muthukumarana, P.P.S.
Intense customer care is one of the best practices adopted by the private sector commercial banks and this has become a critical success factor that differentiates their service from the service of state banks. Hence, employee job satisfaction is a significant matter of concern for the state banks to face this challenge and achieve service excellence. Therefore, this study investigates the impact of individuals’ selfconcept on job satisfaction in terms of career anchor concept proposed by Edgar Schein. A purposive sample of 108 managers from Bank of Ceylon and People’s Bank head office were selected by using simple random sampling technique. The independent variable representing career anchors includes the following three dimensions; talent based career anchors, need based career anchors, value based career anchors while the dependent variable job satisfaction was analyzed under two dimensions namely; intrinsic factors and extrinsic factors. There are four hypotheses were formulated using deductive approach. A self-administered questionnaire was distributed among the respondents to collect data for the research. Descriptive statistics were used to present the characteristics of the sample of the study. Furthermore the Pearson correlation coefficient and regression analysis were used to measure the impact of career anchors on job satisfaction. The study found that there is a significant impact of need based career anchors on job satisfaction whereas talent based and value based career anchors have no significant impact on job satisfaction of managerial staff at state owned commercial banks.
Impact of Cyberloafing on Student Engagement of Undergraduates in Learning Environment: With Special Reference to Final Year Undergraduates, Faculty of Commerce and Management Studies, University of Kelaniya
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya Sri Lanka, 2024) Gunasekara, S. G. A. S.; Wanigasekara, W.M.S.K.
Information technologies are frequently used by students during educational activities, and are actively used for school-related tasks. There are significant opportunities for cyberloafing behavior while these tasks are being performed. The purpose of the study is to understand the impact of cyberloafing on student engagement. This study focuses on three aspects of student engagement: vigor, dedication and absorption. The current study is a quantitative study. Also, this is an empirical level research that uses a deductive research approach. The primary data collection was conducted through a survey using an online questionnaire, using a convenient sampling technique and the questionnaire was designed based on standard measurement scales. Data was collected from 281 students, final year undergraduates of Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka. The researcher was analyzed the questionnaire's statistical data through the analytical tool called Statistical Package for the Social Sciences (SPSS). The data was analyzed using correlation and regression. The analyzed data shows that there is a significant negative impact on cyberlaofing and student engagement and cyberloafing has a strong negative impact on each dimensions in student engagement: vigor, dedication and absorption. Moreover, this study was limited only to one particular Faculty of the University of Kelaniya, Sri Lanka. Therefore, the current study suggested that to conduct the study by considering all Faculties of the University of Kelaniya, as well as other universities in Sri Lanka to get an effective output from future research
IMPACT OF EMPLOYEE WORK-LIFE BALANCE ON EMPLOYEE TURNOVER INTENTION: THE STUDY OF ABC TEA MANUFACTURING COMPANY IN SRI LANKA
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2025) Millewa, M.S.L.; Wanigasekara, W.M.S.K.
The purpose of this study is to investigate the impact of Work-Life Balance on Turnover Intention of employees who work in a well-reputed tea manufacturing sector organization in Sri Lanka. The results of the study provide empirical evidence that the work-life balance has a significantly negative impact on Employee turnover intention. This was conducted as a quantitative and cross-sectional study. Data was collected through a structured questionnaire using a simple random sampling technique. Correlation analysis and simple regression analysis were used to measure the relationship and to test the advanced hypothesis of the study by using Statistical Package for Social Sciences (SPSS). The analyzed results show there is a significant negative relationship between overall independent and dependent variables. The results indicate that the work-life balance is critical in reducing employees’ turnover intentions. Therefore, managers should pay close attention to implementing and promoting work-life balance policies, as employees' satisfaction with their work-life balance will directly influence their decision to stay with the organization.
IMPACT OF LEVEL OF EDUCATION AND BUSINESS EXPERIENCE ON BUSINESS SUCCESS AMONG SMALL RETAIL OWNER MANAGERS IN SRI LANKA
(2010) Wanigasekara, W.M.S.K.; Surangi, H.K.N.S.
Two key demographic variables that influence entrepreneurship activities are level of education and business experience. The ?Business Experience? ?Formal Education? and the ?Business Success? are three interrelated terms. Most of the researchers have argued for stronger link between the business experience and the business success, and Formal education and the business success. Robrt and Alicia (2003) exposed success of the business is linked with level of the education of the owner .Therefore education is another factor that influences owner mangers entrepreneurial success and Thapa (2007) discovered the education has positive effect on entrepreneurial success. Further owner managers business experience is important determinant for business success. Goslin and Barge (1986) revealed individuals who finance new ventures weigh the owners' experience significantly when making decisions .Then the problem of the study was ;impact of level of education and business experience on business success of owner managers. The purpose of this study was to examine the relationship between business success with business experience and business success with the level of the education. The study was based on sample of 33 owner manager from retail sector. The data collection technique was questionnaire method and used Independent t-test for analyses the data. Findings of the study were there is a significant relationship between level of education and business success and there were no difference between business experience and business success.
The Impact of On-The-Job Training on Employee Perception of Retention of Executive Level Employees in the Glove Manufacturing Industry in Gampaha District, Sri Lanka
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya Sri Lanka, 2024) Gayathrika, E. M. G.; Wanigasekara, W.M.S.K.
Employee retention refers to the ability of organizations to retain their employees. In Sri Lanka, retention problems are currently occurring in every industry. Many factors affect employee perception of retention in an organization. The purpose of this research is to study the relationship between on-the-job training and executive-level employee perception of retention in the glove manufacturing industry in the Gampaha district of Sri Lanka. There is an empirical and knowledge gap in the Sri Lankan context on the impact of on-the-job training on employee perception of retention of executive employees in the glove industry in the Gampaha district, Sri Lanka. The main objective of this research study is to study the relationship between on-the-job training and employee perception of retention in a selected industry. To achieve this objective three hypotheses were developed and tested. This research was carried out as a quantitative study. Primary data was collected from a five-point Likert scale-based questionnaire. This study sample consisted of 157 executive-level employees of the glove manufacturing industry in the Gampaha district. Cronbach alpha reliability test was carried out to test the reliability of each variable of the questionnaire. Pearson’s correlation analysis was carried out to test the relationship between the independent variables and a dependent variable. The correlation analysis results have shown that on-the-job training and its dimensions of coaching and internship have strong and positive relationships with executive-level employee perception of retention.
Impact of Teamwork on Employee Performance of ABC Company
(Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka, 2016) Wanasinghe, T.; Wanigasekara, W.M.S.K.
With the intention of investigating the impact of teamwork on employee performance, this study was conducted in a Sub Business Unit (SBU) of one of the leading group of companies in agrochemical industry that comes under the agricultural sector of Sri Lanka giving special consideration into leadership style, team trust, team spirit and employee performance. Main objective of the research was to investigate the impact of teamwork on employee performance. Hypotheses were developed separately to test whether there is a relationship between each independent variable along with the dependent variable. Total population of the SBU was 120 and a representative sample of 92 employees was selected using simple random sampling technique to collect data via a questionnaire. Quantitative analysis was carried out to find the correlation and regression. Teamwork, team leadership style and team trust had a strong correlation with employee performance while team spirit had a moderate correlation. Regression analysis also revealed that all three independent variables have significant relationships with the dependent variables. The outcome of the qualitative analysis clearly observed that majority of the employees has identified that team work motivates them in delivering at their optimum capacity. All the employees agreed that team work has a positive influence on increasing the profit level of the SBU and main reasons were emphasized as collaboration and mutual support among team members, having common objectives, shared vision and mission and blending of diverse talents and innovative ideas to achieve complex targets. With the analytical results it can be concluded that teamwork, team leadership style, team trust and team spirit respectively have positive and significant relationships with employee performance. It is recommended to have further in-depth studies to prove the outcome of this research.
The Impact of Technostress on Employee Performance in The Manufacturing Industry: Evidence from a Leading Manufacturing Company in Sri Lanka
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya Sri Lanka, 2024) Gajaweera, T.N.; Wanigasekara, W.M.S.K.
The main objective of the research was to assess the impact of techno stress on employee performance in the manufacturing industry via the evidence from a leading manufacturing firm in Sri Lanka. The development of technology has created a vast number of benefits to organizations in current context and at the same time, use of technology in processes create some negative aspects as well. One of the commonly identified negative factor was ‘technostress,’ which is the negative psychological and physiological reactions individuals experience when faced with an overload of technology in their professional lives. As a result, based on the evidence from the extant literature, technostress hinders the performance of employees at the beginning and the performance of the organization as a whole later. Researcher addressed this gap of extant literature via this study. Technostress comprises of five main dimensions namely techno-overload, techno-invasion, techno-complexity, technoinsecurity, and techno-uncertainty. Hypotheses were formed focusing on the effect of these dimensions on employee performance. A self-administered online questionnaire was used to collect primary data for the study and was circulated among a sample of 110 employees in ABC manufacturing company. Out of 110, 105 responses were received after data cleansing, only 98 responses were analyzed via SPSS. The study was conducted as a cross sectional study, focusing on the positivistic research paradigm and under the category of deductive research and was an exploratory study. Prior to hypotheses testing relevant assumptions were assessed and evaluated the suitability of data for further analysis. Based on assumption testing, it identified that the data are normally distributed. Accordingly, regression analysis technique was used in testing hypotheses and to measure the influence of factors impacting towards techno stress among manufacturing employees in Sri Lanka to their job performance. In addition, correlation analysis was used to assess the relationships between variables. Based on the findings of the study, except Techno Overload, all the other variables have a significant relationship with the Job performance. Based on the research findings, researcher provided some recommendations and suggestions. At the same time, although the study contributes to the extant literature and addresses practical issue, study comprised of some limitations. In addition, researcher also provided the directions for further research such as conducting a comparative study to compare private and public sector.
The Impact of Work Stress on Employee Performance with the Moderator Effect of Gender
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya Sri Lanka, 2024) Appumay, D. M. S. S.; Wanigasekara, W.M.S.K.
The purpose of this research is to investigate the impact of work stress on employee performance with the moderator effect of gender. In addition to that, this study intends to investigate the impact of work stress on employee performance. There aren't many studies that have examined how workplace stress affects worker performance in relation to gender. Therefore, the goal of this work is to fill in this information gap. This study explored the relationship and examined the work stress and employee performance in the Sri Lankan garment sector. This research is deductive (theory– testing) research. This research was conducted using a survey research strategy and quantitative research method. Staff officers were chosen as the population of the study. The sample size was 140, 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 103 among 140 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 work stress has a positive relationship with employee performance of staff officers.
Impact of Workplace Bullying on Employee Performance: Study of Operational Level Employees in Polytex Garments Limited
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, 2015) Nirudika, W.N.; Wanigasekara, W.M.S.K.
Negative acts concerning work related and person related are called as workplace bullying. It is common in most organizations today especially with the presence of a diverse workforce in many organizations. Workplace bullying is a problem and is an important organizational and social concern. Bullying seems to have a number of negative individual consequences in the form of stress and poor mental health. This study examined the impact of workplace bullying on employee performance. And also it determines a comprehensive definition of workplace bullying and explores its job-related consequences. In the present study questionnaire was used in order to investigate experience of workplace. Data was collected from 100 operational level employees in Polytex Garments Limited, Yakkala to complete the objectives of the study. The data, analyzed by SPSS 20 revealed that there is a negative relationship between workplace bullying and employee performance. The responsiveness of employee performance towards workplace bullying is 52%. Expectedly, the study found that most dominant variable which affect to employee performance is work related bullying. Researcher recommends that employees who experience bullying at work should be given adequate support and conductive work environment in order to reduce the negative consequences of bullying on employee well-being and performance.
The Nexus between Employer Branding and Executive Level Employees’ Job Satisfaction: A Case of AIA Insurance Lanka PLC
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, 2015) Mendis, M.V.S.; Wanigasekara, W.M.S.K.
Employer branding has emerged as a result of the application of marketing principles to human resource management. Employer branding represents a firm’s efforts to promote, both within and outside the firm, a clear view of what makes it different and desirable as an employer. Employer branding may be a new terminology for many companies in Sri Lanka, but it is becoming more important to today’s businesses. Therefore this study was carried out to investigate the relationship between employer branding and executive level employees’ job satisfaction in AIA Insurance Lanka PLC. The study was based on a survey conducted on a sample of seventy (70) executive level employees working at AIA Insurance Lanka PLC. Employer branding is measured by using five dimensions such as economic value, development value, social value, diversity value and reputation value. Data were gathered through questionnaire method and data analysis was performed by using Statistical Package for Social Sciences. The results of the research indicate a positive relationship between employer branding and executive level employees’ job satisfaction in AIA Insurance Lanka PLC. Findings of this study could be used for bases of further empirical research. It is recommended to perform similar study in different organization or different industry in Sri Lanka.
The Nexus between Organizational Factors and Employee Productivity: Case of Ceylon Fertilizer Company
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, 2015) Maldeniya, M.G.K.S.; Wanigasekara, W.M.S.K.
Labor productivity can be defined as the amount of goods and services that a worker produces with a given amount of inputs while maintaining the expected quality. In quantitative terms, labor productivity is the rate of output per worker per unit of time as compared with an established standard or expected rate of output. Hence, the purpose of this study was to examine the impact of so-called organizational factors on employee productivity. Building on the previous literature, four organizational factors were identified such as financial benefits, working environment, rules ®ulations and organizational politics. Ceylon Fertilizer Company is one of the major states owned public company in the fertilizer industry. 80 Management assistant and executives’ working in Ceylon Fertilizer Company were taken as the sample. Convenient sampling method was applied to select the sample. Primary data were collected through a standard questionnaire. Data analysis was done with the aid of SPSS. Descriptive statistics, correlation analysis and regression analysis was used to analyses data. Under the descriptive analysis mean is close to answer two. It means employees agreed regarding their less productivity and poor facilitation of the organizational factors. It was found a moderate positive relationship between independent variables and employee productivity excluding the financial benefits. Financial benefits were positively, but weakly correlated with employee productivity. According the simple regression analysis there is moderate impact to productivity. Rules and regulations was found to be the most influential factor among the aforementioned organizational factors affecting employee productivity.
THE IMPACT OF REWARD MANAGEMENT PRACTICES ON EXECUTIVE EMPLOYEES’ PERCEPTIONS TO RETENTION AT HAYLEYS ECO SOLUTIONS
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2025) Godakanda G.K.M.L.; Wanigasekara, W.M.S.K.
This study examined the impact of Reward Management Practices on Executive employees’ perceptions to retention at Hayleys Eco Solutions. The specific objectives were to analyze and identify the impact of the reward system on executive employees’ retention, to find out the main reasons for employees’ high turnover rate and find out the suggestions for reducing turnover and increasing the retention rate at Hayleys Eco Solutions. Theoretical literature focused on equity theory and expectancy theory. Empirical literature concentrates on reward systems including intrinsic rewards, extrinsic rewards and their effect on employee satisfaction. This study employed quantitative method research design and used a structured questionnaire to gather data. The target population of the study comprised 208 executives of Hayleys Eco Solutions. A sample of 138 executives was selected from the population using convenience sampling techniques. Collected data through the questionnaire was analyzed by aid SPSS software. The study found out that intrinsic rewards and extrinsic rewards have a positive impact with executive employee retention. Organization should consider these variables in order to enhance employee retention in Hayleys Eco Solutions.
THE IMPACT OF TRAINING AND DEVELOPMENT PRACTICES ON EMPLOYEE TURNOVER INTENTION: A STUDY OF ALL EMPLOYEES IN FAST-FOOD INDUSTRY
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2025) Samarasingha L.M.; Wanigasekara, W.M.S.K.
The study looks into how to impact of training and development practices on employees' intention, focusing on all the employees of ABC Private Limited in the fast-food industry of Sri Lanka. In this connection, employee work engagement serves as a mediating variable to explain how the independent variable—training and development practices—relates to the dependent variable, turnover intention. This study utilized the cross-sectional survey design for research; data was gathered using a structured questionnaire administered to 185 randomly sampled employees. Quantitative analyses were done with SPSS: descriptive statistics, correlations, and regressions have been carried out. The results pointed to a negative relationship between training and development practices and employee turnover intentions, which has been fully mediated by increased employee work engagement. Training programs positively affected the level of engagement, which subsequently minimized the turnover intentions. This study implies the strategic importance of investing in employee training and development, which may negatively influence commitment and reduce turnover. The study offers practical implications for human resource managers interested in retaining talent in very competitive industries like fast food. The recommendations include continuous learning opportunities and fostering a supportive work culture.
THE IMPACT OF TRAINING ON EXECUTIVE EMPLOYEE PERFORMANCE AT XYZ TECHNOLOGIES PRIVATE LIMITED
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2025) Sudasinghe, S. P. S.; Wanigasekara, W.M.S.K.
This study investigates the impact of training on executive employee performance at XYZ Technologies Private Limited, a renowned organization in the Information Technology industry of Sri Lanka. This study addresses the significant knowledge gap in how training impacts the executive employee performance at XYZ Technologies Private Limited. A quantitative research approach was employed, utilizing a structured questionnaire to collect data from 300 executive employees selected based on stratified systematic sampling. On-the-Job Training and Off the Job Training was identified as the dimensions of the independent variable and the results revealed a weak positive correlation between on-the-job training and performance whilst a negative relationship between off the job training and performance. The findings underscore how important it is to maintain a balanced approach with both on the job and off the job training and also to consider the impact of other factors such as leadership and culture on the employee performance. Moreover, this study recommends further research to explore with a sample with more demographic differences and explore the other factors that can affect executive employee performance.