Browsing by Author "Weerakkody, W.A.S."

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Agency Contribution In Achieving Temporary Agency Workers’ Organizational Commitment: A Study In ABC (Pvt) Ltd
(2018) Perera, T.G.T.N.; Weerakkody, W.A.S.
Temporary agency workers are coming under non-standard employments, who have temporary attachment to the working organization. With dynamic business environment and flexible work arrangements, temporary agency employments are also emerged in Sri Lanka. Temporary agency workers are dual committed employees. However, with this dual commitment, organizations face issues in achieving temporary agency workers’ commitment due to low attention of agencies to temporary agency workers. Even though the Client organization provides due attention to temporary agency workers, they fail to receive due commitment due to the lack of attention from agency to temporary agency workers. This study was conducted to identify the agency related factors affecting temporary agency workers’ commitment. This was carried out as a cross sectional field study with a sample of 93 workers from temporary agency works in the ABC (pvt) ltd. 93 temporary agency workers were selected as sample. Data were collected via a standard questionnaire that met accepted standards of validity and reliability. Descriptive statistics, Simple ranking, Factor analysis, ANOVA and Independent Sample T-Test technique were performed to analyze data. No of Temporary workers to supervisor (temp to consult ratio) is the most influencing factor of temporary agency workers’ commitment in agency context. Job satisfaction, agency support, side bets, interactional justice, lack of alternative employments, procedural justice, distributive justice, reciprocity norm acceptance, socialization, breach of psychological contract, lack of skill transferability are the other factors, which are ordered from most influencing factor to less affecting factor to workers’ organizational commitment . Findings revealed that eleven out of thirteen factors are job related factors, other two are organization related and person related factors. Most client companies provide their attention, while agencies fail to provide their due attention. It shows, it is useless to expect temporary agency workers’ commitment without providing due attention from agency. Therefore, the more dually committed the temporary agency workers are, the more eligible they are to receive dual attention from client as well as from their agency.
CHALLENGES IN THE ADOPTION OF ARTIFICIAL INTELLIGENCE FOR EMPLOYEE TRAINING WITHIN ORGANIZATIONS IN COLOMBO, SRI LANKA
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2025) Weerasuriya N.S.; Weerakkody, W.A.S.
The adoption is artificial intelligence (AI) in the training methods in human resource management (HRM) is changing the way in which business organizations operate presenting multiple innovative solutions to develop the workforce. However, even though the adoption of AI in training would generate a multitude of benefits, organizations face many challenges when integrating AI in employee training modules. Through this research the challenges related to the adoption of AI in employee training will be explored within companies based in Colombo, Sri Lanka. This study mainly focused in a qualitative data collection approach where data was gathered through a mixed methods questionnaire which was distributed to five companies which constituted three large scale and two small-scale companies spanning across multiple industries. Further a quantitative approach was also used in order to gather data which was generated using the Linkert scales from the mixed-methods questionnaire. The findings if this study focus upon four critical challenges organizations encounter when adopting AI in training namely, cost constraints, infrastructure limitations, employee resistance, and knowledge gaps. Smaller companies displayed higher significance with the challenges related costs and infrastructure, whilst larger companies reported moderate significance to issued related to infrastructure and employee resistance. Further differences were also observed regarding the significance of these challenges across different industries. Through generating valuable insights of these critical challenges, the study provides logical and practical data for organizations when adopting AI in their employee training systems. Through this study organizations would be able to understand the various challenges related to the adoption of AI in employee training therefore can use the findings in order to ensure a smoother and successful transition towards AI-driven training methods.
An Empirical Investigation of the Impact of Human Resource Management Practices on Organizational Performance in Small and Medium Scale Manufacturing Firms in the Western Province in Sri Lanka
(University of Kelaniya, 2012) Weerakkody, W.A.S.; Ediriweera, A.N.
Employee Reactions to Human Resource Management in SMEs; Evidence from Gampaha District in Sri Lanka
(University of Kelaniya, 2008) Weerakkody, W.A.S.; Ediriweera, A.N.
Small and medium enterprises (SMEs) play a vital role in the economy of Sri Lanka. Despite the ethnic unrest prevailed in the country, SMEs have shown a striking progress over the past two decades. The practice of effective human resource management (HRM) is one that has shown to be an integral part ofsmall business success. Therefore, the goal of this paper was to examine employee reactions to human resource management (HRM) in small and medium enterprises (SMEs) in Gampaha District. The study adds to the literature that helps the understanding ofHRM policies and practices in SMEs in Sri Lanka. This emphasizes the importance of exploring employee reactions towards HRM policies, procedures, practices, and other aspects of HRM. For this purpose, a survey of 100 employees drawn from ten small organizations in Gampaha District was conducted. The survey investigated HR practices in six major areas of recruitment, selection, training and development, rewards, promotion, performance evaluation and health and safety. Data was collected through a questionnaire developed by researchers. Furthermore, on-site interviews were carried out with managers, CEOs, and owner managers in SMEs. The findings from the study indicated a positive attitude of employees towards HRM practices such as promotion from inside, staffing, equal employment opportunity, quality of training, reasonable compensation and paid vacation and sick days. Moreover, under this phenomenon the evidence also showed that productivity has been increasing while employee turnover, absenteeism, and grievances are low. However, the evidence also revealed that training in many SMEs was not integrated in a planned way to employee career development in SMEs.
EXAMINE THE IMPACT OF PSYCHOLOGICAL CONTRACT BREACH ON TURNOVER INTENTION WITH SPECIAL REFERENCE TO IDEA GROUP LIMITED
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2025) Mathangaweera, A. M.; Weerakkody, W.A.S.
The present study was conducted to examine the impact of psychological contract breach on turnover intention of operational level employees in Sri Lankan manufacturing industry with special reference to Idea Group Limited. Turnover intention is the primary antecedent to the actual action of turnover, which refers to employees leaving the organization. Psychological contract breach defined as the failure the reciprocal obligations between an employer and an employee. The manufacturing industry plays a significant role in Sri Lankan economy. However, the industry faces major challenges, such as a lack of skilled labor and high labor turnover. Giving the nature of the manufacturing industry, the working environment is often stressful, creating enough opportunities for breaches in psychological contract. Researchers have found that psychological contract breaches can result in negative organizational outcomes, including increase turnover intention. A review of the literature reveals contradictory findings regarding the impact of psychological contract breach on turnover intention, depending on the authors, contexts, and industries studied. Therefore, it is crucial to investigate this relationship within the Sri Lankan manufacturing industry. This study employed a quantitative research approach, utilizing both primary and secondary data. To achieve the study’s objectives, the researcher distributed 200 self-developed questionnaires among operational level employees in Idea Group Limited. Of these, 180 questionnaires were received, 179 were deemed valid for analysis. The data were analyzed using tools, including correlation and regression analysis. The findings of the study revealed significant positive relationships between relational, transactional and overall psychological contract breach with turnover intention. Additionally, the results indicated a significant positive impact of psychological contract breach on turnover intention.
Impact of Administrative Practices on Job Performance: With Reference to Public Banks in Sri Lanka
(LAP LAMBERT Academic Publishing., 2015) Jayarathna, D.Y.; Weerakkody, W.A.S.
To attain a competitive advantage and remain in the competitive market, organizations should focus on the employee job performance significantly. Achieving the Job performance of the employees has been a critical issue in both private and public sector organizations. Hence it is needed to investigate how the practices of the public banks in Sri Lanka, affect the job performance of their employees. Thus the objective of this research was to investigate the impact of administrative practices on job performance of the public banks in Sri Lanka. The independent variable was administrative practices, with two sub variables named Reward Management and Decision Making and the dependent variable was job performance. The reliability of the instruments were tested against the survey data. This study was engaged in hypothesis testing and it was corelational. This research was conducted in the natural environment where work proceeds normally, with less interference of the researchers (noncontrived). Data was collected from each individual: employees of the public banks, and the study was cross sectional. The analysis was based on the information collected using a self administered questionnaire from 92 Managerial, Executive and Non Executive employees doing a variety of jobs in the Public Banks in Colombo District. Data used for analysis were totally based on primary data which was collected using a questionnaire developed by the researcher. The analysis was done by simple regression models using the software SPSS 15.0. According to the results, there is an impact on administrative practices on job performance, but it is not significant. Based on that it can be concluded employee‘s job performance have been impacted by administrative practices, and the job performance can be improved by developing the administrative practices.
IMPACT OF ARTIFICIAL INTELLIGENCE USAGE ON THE EFFICIENCY OF HUMAN RESOURCE MANAGEMENT PRACTICES IN THE IT SECTOR IN WESTERN PROVINCE
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2025) Jayasinghe, S.; Weerakkody, W.A.S.
Human resource management (HRM) has received a lot of attention worldwide. Artificial intelligence (AI) integration has transformed traditional human resource practices into more efficient and strategic processes. In Sri Lanka's IT sector, particularly in the Western Province, the adoption of AI-driven solutions has become increasingly important in improving the efficiency of HRM practices. This research investigates the impact of AI usage on the efficiency of HRM practices, focusing on three key areas: AI for recruitment, AI for performance management, and AI for training and development. The research problem addressed in this study is ‘what is the impact of AI usage on the efficiency of HRM practices in the IT sector in the Western Province?’. The research aims to examine the impact of AI-driven recruitment on HRM efficiency, assess how AI-based performance management contributes to better HR outcomes, and assess the role of AI in improving training and development efficiency. A structured questionnaire was distributed to 100 HR professionals in the IT sector in Western province, and 80 responses were collected. The constructs were measured with validated instruments, ensuring reliability and accuracy. SPSS statistical software was used to analyse the collected data in order to achieve the research objectives. The findings show that AI applications for recruitment, performance management, and training and development have a highly significant impact on the efficiency of human resource management practices in the IT sector. These findings highlight AI's potential to revolutionize HR operations, allowing organizations to achieve better results and maintain a competitive advantage in an evolving business.
Impact of Attitudinal Factors on Job Performance of Non-Executive Employees in Hotel Industry: With Reference to Kalutara District
(Faculty of Commerce and Management Studies, University of Kelaniya, 2015) Perera, M.D.S.H.; Weerakkody, W.A.S.
Nowadays all organizations have recognized the notion that the fact that an organization can gain competitive advantage in market place only if it has employees who possess positive work related attitudes. The study was made to measure the impact of attitudinal factors on job performance of non-executive employees in hotel industry (star hotels) in Kalutara district, Sri Lanka. On the scenario of continuous discussions on challenges faced by hotel industry in Sri Lanka, human involvement is yet to be considered as a significant organizational element. There are several human resources problems in hotel industry. Some going abroad for high salaries, lack of skillful employees in the hotel industry etc., which have made a huge obstruction to minimize the effort of the achieving organizational objectives in the hotel industry. All the positions (designations) in non- executive employee category of human resources have a significant role to play in maintaining the highest labor productivity in this sector. However the available literature does not provide enough empirical evidence with regard to the impact of attitudinal factors on job performance of non-executive employees in hotel industry (star hotels) in Kalutara district, Sri Lanka. Therefore, this study empirically investigated three attitudinal variables, which could influence on the job performance of the non-executive employees in the hotel industry. The data were collected from a stratified randomly selected sample of 100 non -executive employees in the hotel industry (star hotels) in Kalutara district Sri Lanka by administrating a structured questionnaire, which consisted of 61 questions/statements with 5 points scale. The data analyses included Correlation, Multiple Regression and Simple Regression analyses. According to the findings of the study, job satisfaction and organizational commitment were correlated with job performance of non-executive employees but job involvement was not correlated with job performance of non-executive employees in this sector. There was an impact of job satisfaction and organizational commitment on job performance of non-executive employees but job involvement was not impact on job performance of non-executive employees in hotel industry in Kalutara district, Sri Lanka. Especially job satisfaction and organizational commitment should be considered to enhance the performance of non-executive employees in this industry as an attitudinal factors. Based on the findings valuable suggestions were provided to the managements of hotel industry in Kalutara district Sri Lanka to achieve sustainable competitive advantage through people.
Impact of family friendly policies on work life balance of bank mangers in Gampaha district
(Research Symposium 2009 - Faculty of Graduate Studies, University of Kelaniya, 2009) Ediriweera, A.N.; Weerakkody, W.A.S.
Work-life balance has always been a concern of those interested in the quality of working life and its relation to broader quality of life. Discussions of work and family policies, work-life balance and family-friendly workplaces or similar terms are now a commonplace in both the academic and popular press. Even though work-life balance is an intuitively appealing concept, it is one that has not been clearly explored. Therefore there is a need to identify the factors which have an impact on work life balance. As a small contribution to that need, this study examined the impact of family friendly policies on work life balance of Bank managers in Gampaha District. The independent variable was family friendly policies and dependent variable was work life balance. Sample size was 100 managers who are managers of banks located at Gampaha district. The primary data were collected by using simple random sampling. The validity and the reliability of the instruments were tested by using appropriate methods. The type of this study is hypothesis testing (predictive) and it was conducted in the natural setting with less interference of the researcher (non-contrived). The study is a cross-sectional in time. The unit of analysis was at individual level. A questionnaire developed by the researchers was used to collect the data for the study. To test the hypotheses, Correlation Analysis and Regression Analysis were used. Findings of the study revealed that family friendly policies positively and significantly affect on Work Life Balance of bank managers in Gampaha district. Therefore it can be concluded that family friendly policies can be used to enhance the work-life balance of Bank managers in Gampaha District.
The Impact of HR Key Result Areas on Intention to Quit from the Job of Production Floor Workers in Sri Lankan Garment Industry.
(2017) Saparamadu, S.; Weerakkody, W.A.S.
In today‘s competitive environment, employee retention has become important to thrive and achieve success. HR departments focus on key results areas such as recruitment, rewarding, training and development. Therefore, the management activities should be aimed at identifying the employee‘s intention to stay through practicing key result areas effectively. Hence, the objective of this study is to identify the impact of HR key results areas or HR practices on employee intention to quit. A descriptive study was done to examine the impact of HR key result areas on production floor workers‘ intention to quit of MNO Garments operating under MAS Holdings in the Biyagama export zone. The study investigated the effectiveness of HR key result areas which can influence the intention to quit among production floor workers. The research framework consists of one dependent variable and one main independent variable which have three sub variables. They are recruitment, training and development and remuneration. Three hypotheses were formulated using deductive approach. Variables are neither manipulated nor controlled for the study. Sample consisted of 100 production floor workers who were randomly selected from 10 modules including 10 employees selected from each module using the stratified random sampling method. Measures of the study had possessed sufficient validity and reliability. The structured questionnaire, which consists of 43 statements with five-point scale, was used in order to collect the data. Unite of analysis was individual since data was collected from production floor workers. The data analysis included the univariate, bivariate, and multivariate analysis. The results indicated that there is a strong negative relationship between HR key results areas and intention to quite as well as strong impact of the independent variable on the dependent variable. Therefore, it is concluded that Human Resource key result areas and employee intention to quit strongly relates negatively in the garment industry production floor worker in Sri Lanka.
The Impact of ISO Standards Implementation on Employee Performance of Executive Level Employees in Colombo Dockyard PLC
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, 2015) Madhuranga, H.L.K.; Weerakkody, W.A.S.
Today the customers of any business in the competitive world expect products and services meeting highest standards. The rapid rate of globalization has enabled this expectation to reach almost all parts of the world. Therefore, today organizations have to provide products and services at the world class level. This level can be reached through the adoption and implementation of world class strategies. International organization for standardization (ISO) certification is one of those strategies for organizations to reach the world class level. And also these standards lead employees for higher performance. Higher performance of employees also very critical for organizations to survive in the contemporary world. Thus, this study will examine the relationship between ISO standards implementation and employee performance of executive level employees on Colombo Dockyard PLC. To accomplishment of objectives quantitative research method and questionnaire will be used in order to collect primary data. Sample will be 40 employees represent from the population and it will focus only for the executive level employees and SPSS data analysis software will be used accordingly. The research results can be used as a guideline for the organization to have better understanding of ISO standards implementation and furthermore it will help to implement ISO standards effectively to increase employee performance in the organization. As well as results can be used for the other companies who are trying to implement ISO standards.
Impact of Job Satisfaction on Job Performance of Non-Executive Employees in Hotel Industry: With Special Reference to Kalutara District, Sri Lanka
(Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka, 2016) Perera, M.D.S.H.; Weerakkody, W.A.S.
Currently all organizations recognize that they can gain competitive advantage in the market place only if these organizations have employees who possess positive work related attitudes. Job satisfaction is one of the most important attitudinal factors on job performance. This study measured the impact of job satisfaction on job performance of non-executive employees in the hotel industry (star hotels) in the Kalutara district, Sri Lanka. On the scenario of continuous discussions on challenges faced by hotel industry in Sri Lanka, human involvement is yet to be considered as a significant organizational factor. There are several human resource glitches in hotel industry. It has made a vast impediment to minimize the effort of achieving organizational objectives in the hotel industry. The data were collected from a stratified randomly selected sample of 250 non -executive employees in the hotel industry (star hotels) by administrating a structured questionnaire, which consisted of 38 questions/statements along a 5 points scale. The data analyses consist of correlation and regression. Findings reveal that, job satisfaction was correlated with job performance of non-executive employees. Also there was an impact of job satisfaction on job performance of non-executive employees. Based on the findings valuable suggestions are provided to the managements of hotel industry in the Kalutara district, Sri Lanka to minimize the existing issues.
The Impact of Labour Constrains on Productivity: A Study Based on Handloom Industry in Western Province.
(In: Proceedings of the International Postgraduate Research Conference 2017 (IPRC – 2017), Faculty of Graduate Studies, University of Kelaniya, 2017) Mayadunne, V.; Weerakkody, W.A.S.
Human factors are the very critical factors concern with other resources which can be contributed for the production process. Due to considerable amount of labors have been employed at the weaving industry in Sri Lanka, the rate of Human Resources (HR) related issues are high in this sector. A few studies have been done in this particular sector, but no one address of the HR issues. Therefore, the main objective of this study was to investigate the impact of labour constrains on productivity in weaving industry in Sri Lanka. Basically this is a qualitative study. Three hypothesis were developed based on three main labour constrains. Variables are neither manipulated nor controlled for the study. Hence, the study was conducted in a non-contrived setting. As the data for this study was collected at a single point in time, the study was cross sectional in time horizon. Measures of the study had possessed sufficient validity and reliability. Structured questionnaire was given for the weaving workers and the unit of analysis was individual. The sample was selected based on Western Province, one weaving center in each district. The gathered data was analyzed by using descriptive statistic such as mean and standard deviation. The data was analyzed using SPSS 20 software. The data analysis included the univariate, bivariate, and multivariate analysis. The research revealed that, there are no relationships between wages, and working conditions and productivity of weaving workers. Employee skills positively, but weakly correlate with productivity. Hence, it is concluded that there is a positive and relatively weak relationship between only employee skills and the productivity of the weaving workers in Western province.
Impact of Person Job Fit Concept on Job Satisfaction of Grade “C” Employees in Ceylon Petroleum Corporation
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, 2015) Madumali, M.A.; Weerakkody, W.A.S.
Current work environment is very competitive and dynamic. Human Resource Management is a determinant factor to gain competitive advantage within this competitive and dynamic work environment. So organizations are always satisfied their employees to retain within the organization for a long period. And also organizations select the best employees to their organization. Generally organizations select employees which are best fit to the job. It calls person Job fit concept. It is affect to the job satisfaction of employees. This study examines the impact of person job fit concept on job satisfaction. This is proposed a conceptual framework for examine the person job fit concept and job satisfaction. The main independent variable is person job fit and it is divided into two categories. There are two independent variables. Those are demand ability perspective and needs supplies perspective. The dependent variable of the conceptual framework is job satisfaction. The sample of the study was grade “C” employees in the Ceylon Petroleum Corporation Oil Refinery to justify the impact of person job fit concept on job satisfaction. A self-prepared questionnaire is used to collect data and measure the correlation, regression and multiple regressions through the Statistical Package for the Social Sciences (SPSS). It was found that there is a positive relationship between demand ability perspective and job satisfaction. And also there is a positive relationship between needs supplies perspective and job satisfaction. It illustrate that Ceylon Petroleum Corporation can use person job fit to increase job satisfaction. And the analyzed data are indicated that current demand ability perspective is at moderate level and needs supplies perspective is at above average level. And job satisfaction is at moderate level.
Impact of Rewards on Firms Performance with Reference to SMEs in Western Province - A Mediation Model
(Research Symposium 2010 - Faculty of Graduate Studies, University of Kelaniya, 2010) Weerakkody, W.A.S.; Ediriweera, A.N.
To be competitive and for survival of Small and Medium Businesses (SME) it is suggested to offer sufficient rewards in order to gain higher and broader skills and competencies of employees. So as to achieve this purpose, it is necessary to use a remarkable rewards management system as a function of Human Resource management. On the other hand one major objective of Human Resource Management is, enhancing employee satisfaction and organizational commitment. In Sri Lankan context, there is a need to investigate that how does rewards affect on firm performance through employee satisfaction and organizational commitment of SMEs. Therefore the objective of this study is to identify the impact of rewards on firm Performance through employee satisfaction and organizational commitment. The independent variable was rewards and dependent variable was firm Performance. Intervening variables were employee satisfaction and organizational commitment. The validity and the reliability of the instruments were tested against the survey data. The type of this study is hypothesis testing and it was conducted in the natural setting with less interference of the researchers (non-contrived). The study is a cross-sectional in time and the primary data were collected by using convenient sampling method and sample size was 20managers working in SMEs located at Western Province. The unit of analysis was at organizational level. A questionnaire developed by the researchers was used to collect the data for the study. To test the hypotheses, correlation analysis and regression analysis were performed.. It is concluded that positive and strong relationship exists between Rewards and employee satisfaction and organizational commitment, positive and little bit strong relationship exists between employee satisfaction and organizational commitment and firm performance, and positive and relatively strong relationship between Rewards and firm performance in small and medium enterprises in Western province in Sri Lanka.
IMPACT OF SUSTAINABLE HUMAN RESOURCE MANAGEMENT PRACTICES ON EMPLOYEE MENTAL WELL- BEING IN A LEADING IT COMPANY IN SRI LANKA
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2025) Harischandra, K.H.U.G.; Weerakkody, W.A.S.
The purpose of this study is to examine the impact of sustainable human resource management (SHRM) practices on employee mental wellbeing. The study was conducted as a cross-sectional and quantitative study. The data was gathered with the help of self-administered questionnaires. Simple regression analysis was used to test the study hypotheses. The dependent variable is employee mental wellbeing, while the independent variables are diversity and inclusion, flexible work arrangements and work life balance. Primary data was gathered from the selected leading IT company in Sri Lanka. The sample was chosen using a stratified sampling technique, and the final sample included 360 employees from the selected leading IT company in Sri Lanka. Data were analyzed using correlation and regression with the aid of SPSS. Analyzed results showed a positive impact of diversity and inclusion, flexible work arrangements and work life balance on employee mental wellbeing.
IMPACT OF WORK-LIFE BALANCE PRACTICES ON WORKPLACE PERFORMANCE IN MANUFACTURING INDUSTRY
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2025) Ranathunga M.S.S.; Weerakkody, W.A.S.
Today business environment is rapidly changing. So, Organizations have to adapt to new trends, new technology, and new business concepts. Among many concepts, work life balance has become one of the key issues faced by many employees in the companies. Maintaining work-life balance is an issue increasingly recognized as of strategic importance to organizations and of significance to employees. Without the work-life balance of employees, they have to face many difficulties in their lives. The main objective of this study is to carry out research on the Sri Lankan manufacturing company of Ceylon Agro Industry and recognize the impact of work-life balance practices on workplace performance. The target population of this research is single, married employees in top-level, middle-level, and lower-level positions in the Ceylon agro industry in Sri Lanka. Findings of the study reveal that there is a strong relationship between work life balance practices and workplace performance. All these relationships are positive and have significant levels. The research findings give evidence that better work-life balance practices lead to increased employee performance.
Influence of Gender on Academic Performance: A Comparative Study between Management and Commerce Undergraduates in the University of Kelaniya, Sri Lanka
(University of Kelaniya, 2008) Weerakkody, W.A.S.; Ediriweera, A.N.
Many studies have been carried out on the factors affecting the students' academic performance in university examinations. Some of these factors have been identified as attendance of lectures, knowledge of English, income of the parents, perceptions of learning, attitudes of students and lecturers towards education, teaching aids and method and environmental factors. In countries such as United Kingdom, Australia, New Zealand and USA, it has been recorded that, gender has a significant relationship with the examination performance. Further, these studies have been done for individual subjects. According to this, it can be identified that there are theoretical explanations in respect of influence of gender on university students' academic performance. But there is a lack of comparative studies. Most of them have examined the difference of relationship between gender and academic performance of several categories of university students in Western countries. Therefore, it is important to conduct research in non-Western context. As such, this research tries to indicate the difference of influence of gender on academic performance of various student groups in the Sri Lankan university system by selecting Management & Commerce students who study in the Diversity of Kelaniya. The objective of the research is to investigate whether there is a significant difference of the performance of Bachelor of Business Management (Human Resource, Accountancy, and Marketing) Special Degree Examinations and performance of the Bachelor of Commerce Special Degree Examinations among the university students with respect to their gender. Variables are neither manipulated nor controlled for the study. Hence, the study was conducted in a non contrived setting. The data for this study was collected at a several point in time. Sample for this study was selected from the students of the above mentioned study programmes. The survey was carried out using 5 years data related to the period, from 2002/2003 academic year to 2006/2007 academic year. The sample was consisted of 1200 students ( 600 females and 600 males). Stratified random sampling was used to select the sample. The unit of analysis was at the individual level. For this study, independent sample t-test was used to compare the academic performance of two ��ender categories. Results indicated that there is no significant difference between Commerce and Management students but significant differences could be seen between the academic performance of the male and female students in this study. Exploratory data analysis indicated that in all the course units of Management degrees and Commerce degree, female students tend to perform better at the university examinations than their male counterparts. Hence, the study found that irrespective of the fact that students are Management or Commerce; female students have higher academic performance than the male students.
Influence of gender on academic performance: an empirical study of management students (undergraduates) in the University of Kelaniya, Sri Lanka
(University of Kelaniya, 2008) Nisansala, A.; Weerakkody, W.A.S.
The link between roles of human resource manager and firm performance; with reference to financial firms in Sri Lanka
(Research Symposium 2009 - Faculty of Graduate Studies, University of Kelaniya, 2009) Weerakkody, W.A.S.; Ediriweera, A.N.
Human Resource Managers (HR Managers) play a vital role to increase the performance of organizations. Therefore this paper examined the relationship between roles of HR Manager (in terms of the categorization, done by Dave Ulrich) and firm performance in financial firms in Sri Lanka. In order to acquire a better view of this issue, financial performance, effectiveness, efficiency and development have been used as measures for various aspects of firm performance. Variables are neither manipulated nor controlled for the study. Hence, the study was conducted in a non contrived setting. As the data for this study was collected at a single point in time, the study was cross sectional in time horizon. As the Sample for this study, financial companies in Sri Lanka were selected. The unit of analysis was at the individual level. A questionnaire developed by the researchers was used to collect the data for the study. Correlation coefficient was used to identify the relationship between roles of HR manager and the firm performance. The research findings showed that roles of HR manager have a more significant influence on efficiency, effectiveness and development aspects, as opposed to financial performance. There is a high impact of Administrative expert as one role of HR Manager on efficiency. Being a strategic partner was influenced highly on effectiveness and development aspects of firm performance Also, high orientation in all four roles did not lead to improved firm performance.