Browsing by Author "Weerasinghe, T. D."

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Determinant of Success of Operational Level Employees Empowerment: Evidence from Operational Level Employees in Apparel Manufacturing in Sri Lanka
(5th HRM Student Research Symposium 2018, Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka, 2018) Wijethilakaka, P. D. M. C.; Weerasinghe, T. D.
The concept and the practice of employee empowerment Human Resource Management is an important concept for the apparel sector as well. Because empowerment leads to both job satisfaction and organization’s goals achievements. Highly satisfied staff is most important in achieving this target. Therefore, this study attempts to investigate the factors of success of employee empowerment with special reference two garments factories in Kegalle and Gampaha area. In deciding the sample size of the Supporting employees for this research the researcher used 100 operational level employees for the sample. To test the hypothesis of this study, primary data were used. Primary data were collected through comprehensive Questionnaires given to Machine Operators and Supervisors. The data which collected from the questionnaire, analyzed descriptively using tables, frequencies and percentages. Statistical Package for Social Science (SPSS) 23 was used for statistical analysis process. Those data presented by using tables and graphs. According to the participants’ responses and the analysis of this study employee empowerment has a positive and significant impact on organization culture, leadership style, communication style and self-esteem leads towards higher level of employee’s empowerment. This study contributes to overcome the problems of employee empowerment in apparel sector and given a fair idea that which factors affected to the success of employee empowerment in apparel industry
Determinants of Emotional Intelligence: A Study of the Employees of XYZ Organization
(Faculty of Commerce and Management Studies, University of Kelaniya Sri Lanka, 2022) Ramsil, F. R. M.; Weerasinghe, T. D.
The purpose of this research is to identify the determinants of the emotional intelligence of employees. This study examined the determinants of emotional intelligence adopted by Bar-On’s (1997) Emotional Quotient Inventory and that encompasses Intrapersonal Skills, Interpersonal Skills, Stress Management, Adaptability and General moods. In addition to that, this study intends to contribute to fill the knowledge gap by looking into the associated factors for EI among employees. There is less research context in Sri Lanka to test the emotional intelligence of employees. This research was conducted using quantitative research method. Executive and above level employees of XYZ organization were chosen as the population of the study. Convenience sampling technique was used. Sample size was 113 and primary data collection was done through a self-administered questionnaire. A Google form was created and distributed to collect data. The number of employees who responded was 104 among 113 employees. Statistical Package for Social Science (SPSS), version 26.0 was used as tool for data analysis and both descriptive and inferential statistics, namely correlation and regression were used to analyze data. The study results indicate that intrapersonal skills, interpersonal skills, stress management, adaptability and general mood have a significant positive relationship with emotional intelligence. The study has different implications on theory and practice.
Determinants of Higher Education Non-intention of Eligible Candidates to State Universities in Sri Lanka: A Descriptive Study
(Department of of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka, 2021) Saheeha, M. N. F.; Weerasinghe, T. D.
A better education system ensures inclusive, equitable and affordable learning opportunities. Access to an education system is a fundamental right of a human being. Since independence, Sri Lanka government has taken many progressive steps to improve education in its development efforts. As a result, the country has gained admirable achievements in education such as higher literacy rate i.e., 92% for adults and 97% for youths. Yet, it is impossible to evaluate the prevailing education system as “extremely well” due to some drawbacks among which “higher education non-intention” is a serious issue. The focus of this study is to find out the reasons for higher education non-intention among the students in Sri Lanka and provide policy measures to mitigate this issue. This study is mainly based on qualitative research methods. Semi structured interviews were used to collect the data. The population totally consists of respondents within the age limit of 21- 26 years in Western province and a sample of 20 respondents has been selected from snowball sampling method. Substantial descriptions were used in the data analysis. Personal and family issues, Poverty, socio-economic issues, wrong perception, student mobility and marriage are the main reasons for higher education non-intention of selected respondents in the western province.
Difference of Work Related Behaviors between Generation X and Generation Y: A Study of Professionals of a Development Bank in Sri Lanka
(Faculty of Commerce and Management Studies, University of Kelaniya., 2020) Pathirage, U. K.; Weerasinghe, T. D.
Managing a multi-generation workforce today is becoming endlessly challenging, basically due to their different work related behaviors. In the recent literature, it is reported that further investigations are required for three work related behaviors of generations; work engagement, career development and teamwork, in banks, especially in developing countries. As a leading development bank in Sri Lanka, XYZ is unique in its multi-generation workforce consist of 2347 permanent employees as at 31st July 2019 across the county. In the context, a gap is identified for such a study among two major generations; Gen X and Gen Y. Hence, bridging the gap in the context, and adding further evidence to the extant literature, this study was carried out as a cross-sectional, quantitative, field study among a sample of 350 Gen X and Gen Y professionals, randomly selected from XYZ Bank. Primary data were collected based on a standard measurement scale, through an offline questionnaire survey. Descriptive statistics and the Independent Sample t-test were used to analyze data and coming to conclusions with the aid of SPSS software. There is no significant difference found among Gen X and Gen Y professionals at XYZ Bank in terms of those three work related behaviors; work engagement, career development and teamwork. Further, the importance of a strong corporate culture is emphasized in which generational differences are neutralized up to a significant extent. Hence, it is recommended that the XYZ Bank does customize its people management policies and practices based on the needs and the dynamics of its corporate culture.
The Effect of Marital Status upon the Relationship between Career Attitudes and Subjective Career Success
(5th HRM Student Research Symposium 2018, Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka, 2018) Withanage, V. S.; Weerasinghe, T. D.
The purpose of this paper is to analyze the effect of civil status upon the relationship between career attitudes and subjective career success. By reviewing the literature, it is found that there is a relationship between career attitudes of oneself and their subjective career success, and the gender has an effect on this, yet the effect of marital status is an untouched topic. This study is quantitative and data were collected through a structured questionnaire. The convenience sampling technique was applied to select the sample, and the final sample consisted of 62 working employees in Sri Lanka. The data was analyzed using SPSS statistical package and correlation, regression and ANOVA tests were used. The study found that there is a moderate positive relationship between self-directed career attitudes and subjective career success, marital status has a moderating effect on it, where the married has a stronger positive relationship than unmarried. The findings of the study support the general idea that married people tend to have careers that match their personal requirements, thus frequently, they are the navigators of their own career. Major recommendations are, identifying different career attitudes identical to one another by both individual and organizational level in order to succeed individually as well as an organization, as the subjective career success increase organizational performance as a whole. In order to increase subjective career success, organizational wise, conducting career counseling programs by appointing a permanent career counselor, establishing a career development unit and conducting programs under it such as career workshops, counseling sessions, attitude building programs etc
Effect of Organizational Justice on Employee Job Performance: Mediation Role of Employee Empowerment in InQube Solutions (Pvt) Limited Ranala, Sri Lanka
(Department of of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka, 2021) Samarahewa, R. S.; Weerasinghe, T. D.
This study aimed to examine the relationship between organizational justice and employee job performance among the operational level employee in a selected apparel company named InQube Solutions (Pvt) Ltd. Organization justice is explained under three dimensions: Procedural justice, distributive justice, and interactional justice. A sample of 78 operational level employees in different section of the company is selected for the survey and data is statistically tested by SPSS package. Cronbach’s alpha and exploratory factor analysis were involved for testing reliability and validity of the study and correlation and regression were involved for testing Hypotheses. Correlation analysis results indicate that there is a no significant relationship between organization justice and employee job performance and regression analysis is statically proved there is not direct impact between independent variable and dependent variable. However, result of correction indicates mediating effect has significant relationship between independent and dependent variable. And regression analysis indicates there is 8.4% impact of employee empowerment on organization justice and employee job performance. The present study could facilitate and provide a guideline to consider implementation of practical applications regarding enhancing the employee job performance. Findings of the study have the potential of practical implication for managers and employees alike where they can increase employee job performance in operation level employee through empowering their employees. In a conclusion, the current study concludes by declaring that employee empowerment can consider as a full mediator.
Effect of Road Traffic Congestion on Stress at Work: Evidence from the Employees Working in Metropolitan Areas of Colombo, Sri Lanka
(Faculty of Commerce and Management Studies University of Kelaniya, Sri Lanka, 2020) Weerasinghe, T. D.; Karunarathna, D. I. M.; Subashini, B. L. C.
Though the conventional concept of ‘work stress’, its causes and consequences have been adequately discussed in the extant literature, a very little attention has been given to study the ‘stress at work’; especially, the employees’ stress at work which arise due to the experience in traffic congestion. Hence, bridging that lacuna in the literature, and re-constructing the two variables, the current study was initiated to assess the effect of experience in traffic congestion on employees’ stress at work. Predominantly adopting the hypothetico-deductive approach, this study was conducted among a sample of 420 individual employees prone to traffic congestion in metropolitan areas in Colombo. Purposive convenience sampling was used to select the sample whereas the Hair method was used to determine the sample size. Primary data were collected by adopting standard measurement scales via an online questionnaire survey. Data analysis was done with the aid of SPSS and Excel by employing Exploratory Factor Analysis (EFA) and the multivariate techniques of hypotheses testing. Building on the findings of this study, it is concluded to be considered that the experience in traffic congestion as a significant predictor of employees’ stress at work. Therefore, it is recommended for individual employees who are risked at the frequent road traffic congestion to mindfully develop the awareness of, and the readiness for traffic congestion and appropriate coping skills. Further, it is recommended for employers to provide an adequate amount of opportunities for such employees to relax at work.
The Effect of Servant Leadership on Organizational Citizenship Behaviour: Mediating Role of Organizational Commitment in Apparel Industry Sri Lanka
(Faculty of Commerce and Management Studies, University of Kelaniya Sri Lanka, 2022) Rashima, M. F. L.; Weerasinghe, T. D.
The main purpose of this study to assess the relationship between Servant Leadership and Organizational Citizenship Behaviour in apparel industry. In Human Resource Management filed in Apparel industry faced main issue related to high abseentism and turnover. When investigating about the reasons behind that is employees are more dissatisfied with the organization and less Organizational Citizenship Behaviour among operational level employees. Major element influence on employee behaviour in workplace is manager’s or supervisor’s leadership style. In the current study, investigate about effect of Servant Leadership on Organizational Citizenship Behaviour of the employees. Results of this study shows that there is a significant effect of Servant Leadership on Organizational Citizenship Behaviour of the employees. This study is cross-sectional, deductive, quantitative and exploratory research. A standard questionnaire was used to collect primary data via distributing among 240 operational workers in two garment factories. To assess the effect between IV and DV were analyzed through using SPSS correlation and regression. Other that major findings, results shows that there is a significant effect of Servant Leadership on Organizational Commitment and there is a significant effect of Organizational Commitment on Organizational Citizenship Behaviour. The mediating effect of Organizational Commitment was assessed by Online Sobel Test and results shows Organizational commitment is not a mediator between Servant Leadership and Organizational Citizenship Behaviour. However, the findings, conclusions can be generalize to operational level employees in apparel industry in Sri Lanka.
Factors Affecting Employee Turnover Intention and the Moderating Role of Gender: Evidence from the Laborer Category Employees Working in Katunayake Free Trade Zone of Sri Lanka
(Faculty of Commerce and Management Studies, University of Kelaniya., 2022) Piyasiri, S.; Weerasinghe, T. D.
Although the factors affecting employee turnover intention have been adequately studied in the extant literature in various contexts, minimum attention has been given to studying the actual effect of such factors on the role of gender, especially in the Free Trade Zones in Sri Lanka. Hence, the current study attempts to examine the effect of identified factors from literature, on employee turnover intention with the moderating role of gender on each antecedent. Predominantly adopting the deductive approach, quantitative strategy and cross-sectional time horizon, the study was conducted among a sample of 194 employees of the labourer category working in Katunayake Free Trade Zone via a survey questionnaire developed based on standard measurement scales. A simple random sampling technique was used to select the sample while the sample size was determined based on the Morgan table. Data analysis was done employing multiple regression analysis and the moderator analysis with Hayes process v3.5 macro in SPSS 26.0. Findings revealed that job satisfaction and organizational commitment have a negative relationship whereas job performance and job burnout adhere to a strong positive relationship with the employee turnover intention regardless of gender. Further, it is found that gender has no moderating effect on the hypothesized association. Accordingly, it is recommended for human resource professionals to focus more on each controllable factor affecting employee turnover intention which is more likely to convert into actual employee turnover adding costs to organizations in training and development, poor job performance, poor productivity, and emergency recruitments.
Impact of Emotional Contagion on Work Performance of Employees
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka, 2019) Ekanayake, E. M. H. L; Weerasinghe, T. D.
People possess variety of emotions. In spite of the effectiveness and the productiveness, they capture others’ emotions and moods habitually. It spreads as if a virus among them. Employees serve as the life-blood of any organization that ensures the health at the workplace. Thus, every organization strives to enhance and nurture their work performance effectively and efficiently by carefully managing the factors that affect their performance. The previously mentioned habitual nature of catching others’ emotions at work can have an impact on employees’ performance. Hence, the purpose of this study was to assess the impact emotional contagion on individual work performance. The study is an explanatory, cross-sectional in nature. A standard questionnaire was administered among the participants of the sample, selected through convenience sampling technique, which encompasses 100 respondents who are in the age category of 18 years or above that who work organizations. The items in the questionnaire have been extracted from the standard measurement scales. Descriptive statistics, correlation and regression have been used to test the hypotheses and draw conclusions. Results revealed that there is a significant relationship between the emotional contagion and individual work performance. Further, a significant impact is found from emotional contagion on work performance; as R-square is 15.7% Thus, building on the findings, it is recommended that the individuals should spend more time with the ones who boost their morale while practicing the effective ways they can use to manage the impact of others’ negative emotions and moods. Findings of the study would be beneficial for all the individuals, employees, managers, and for every organization that deploy humans at work to manage the emotions and moods productively in a way which they support their work performance.
Impact of Employee Behavior on Energy Conservation: Evidence from a Leading Tire Manufacturing Company in Sri Lanka
(Faculty of Commerce and Management Studies, University of Kelaniya Sri Lanka, 2023) Tharinda, T. D. D.; Weerasinghe, T. D.
This study investigates the significant role of energy consumption within the Sri Lankan manufacturing sector and its implications for the country's overall energy landscape. Specifically, the research aims to assess the influence of employee behavior on energy conservation in the tire manufacturing industry. To achieve this, the current quantitative & explanatory study incorporates four key independent variables: attitude toward behavior, subjective norms, perceived behavioral control, and performance shaping factors, all embedded within a well-defined conceptual framework. These variables were thoughtfully selected to comprehend their collective impact on how workers perceive and engage in energy conservation practices at their workplace. The sample consists of 300 employees randomly selected from a leading tire manufacturing company, ensuring a thorough examination of the factors that shape energy-saving behaviors within the industry. To gauge the measurement accuracy of the chosen variables concerning perceived energy conservation, Confirmatory Factor Analysis (CFA) was employed. The primary objective of employing multiple linear regression analysis was to establish a model that captures the linear relationship between the explanatory (independent) variables and the response (dependent) variables. The study's findings underscore that all the independent variables under investigation significantly influence how employees within the tire manufacturing industry perceive the importance of energy conservation. Remarkably, attitude was identified as the most influential variable in this context. This outcome underscores the critical importance of cultivating a sustainable workplace energy-saving culture by fostering positive attitudes toward energy conservation among employees.
Impact of Financial Rewards Satisfaction on Employee Retention Intention during the Economic Crisis, Special Reference to the ABC Company PVT LTD.
(Faculty of Commerce and Management Studies, University of Kelaniya Sri Lanka, 2022) Ramanayake., R.T.T.; Weerasinghe, T. D.
The purpose of this research is to identify the impact of financial rewards satisfaction on employee retention during the economic crisis. In addition to that, this study intends to contribute to fill the knowledge gap by looking into the relation between financial rewards and employee retention intention. Although, about financial rewards satisfaction and employee retention researches well established in western literature, very few studies have examined about the financial rewards satisfaction on employee retention intention in the Sri Lankan context, especially in the manufacturing industry. This study explored the relationship and examined the influence of those variables among operational level employees who work in a manufacturing Company in Sri Lanka. This research is a deductive (theory –testing) research. This research was conducted using survey research strategy and quantitative research method. Operational level employees of ABC Company PVT LTD were chosen as the population of the study. Simple random sampling technique was used calculate the sample size. Accordingly, sample size was 133 observations and used primary data as data source, data collection was done through a self-administered questionnaire. A Google form was created and distributed to collect data. The number of employees who responded was 154 among 200 employees. Statistical Package for Social Science (SPSS), version 23.0 was used as tool for data analysis and both descriptive and inferential statistics, namely correlation and regression were used to analyze data. The results indicate that there is a significant impact of financial rewards satisfaction on Employee retention Intention.
Impact of Flex Work Practices on Retention Intention of Women Employees
(Faculty of Commerce and Management Studies, University of Kelaniya Sri Lanka, 2022) Rathnayake, D. A. S. N.; Weerasinghe, T. D.
The purpose of this study to identify the impact of Flex work practices on retention intention of women employees. When considering the findings, it is evident that flexible work policies have a major impact on female employees' intentions to stay with their employers and Flex work techniques have gained a lot of attention over the past couple of decades . Due to their extremely competitive corporate environments, fast-developing nations frequently struggle to retain bright people. Companies are starting to look at flexible working as an alternative strategy for employee retention because increasing cash rewards is seen as an unsustainable strategy and also findings said that women get great advantages than men from flex work practices.to further study about it the study's general objective was to assess the impact of flex work practices on retention intention of women employees. The population of the study consisted about 1000 women employees who work at the head office, distribution center, and outlets of Lanka Sathosa Ltd., one of the best whole sale and retail company in Sri Lanka. This research conducted using survey research strategy and quantitative research method and Simple sampling technique was used calculate the sample size. Accordingly, sample size was 300 observations and used primary data as data source, data collection was done through a self-administered questionnaire. A questionnaire form was created and physically distributed to collect data. The number of employees who responded was 290 among 300 employees. Statistical Package for Social Science (SPSS), version 23.0 was used as tool for data analysis and both descriptive and inferential statistics, namely correlation and regression were used to analyzed data. The results indicate that Flex work practices has significant positive impact on retention intention of women employees.
Impact of Generation Gap on Work Engagement: Evidence from Gen X and Gen Y Employees of a Leading Commercial Bank Located in Colombo, Sri Lanka
(Faculty of Commerce and Management Studies, University of Kelaniya Sri Lanka, 2022) Rathnayake, R. M. N. W.; Weerasinghe, T. D.
Work engagement is an important factor that has a significant impact on employee motivation, commitment, the quality of their work, and overall performance. The best strategy for engaging employees from various generational groups (Generation X and Generation Y) must be determined by the organizations. As a result, this study was carried out to look at the connection between the generation gap and the level of work engagement among banking employees at ABC bank in Sri Lanka. At present, only two generations, Generation X and Generation Y are working within the organization’s workforce. Therefore, only these two generations used to conduct this study. The information was gathered from a randomly chosen sample of Colombo district banking staff members who work for ABC Commercial Bank in Colombo, Sri Lanka. As well as administering a standardized questionnaire with 24 items and a Likert scale with seven points. Data collection was done using the survey approach. The SPSS 23.0 version was used to analyze the data using an independent sample t-test and mean comparison to generate the results. According to the results of the study, identify there is significant impact on work engagement. Which means significant difference between work engagements of two groups. The generation X (1965-1980) employees had the highest work engagement and generation Y (1981-2000) employees presented a lower work engagement than to generation X. As well as Generation X most prominent dimension is absorption and Generation Y most prominent dimensions is dedication. Based on the above results, it can be recommended that the organization creates policies and procedures to increase the work engagement of different generations in order to obtain strongest productivity out of its workforce.
Impact of Green Human Resources Management on Individual Job Performance: Study of Executive Level Employees in Manufacturing Industry, Sri Lanka
(Department of of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka, 2021) Sanjula, Y. T.; Weerasinghe, T. D.
The main purpose of this study was to identify the impact of Green human resources management on individual job performance. Previous literature explanations and empirical findings of the relationships of these variables. The researcher has developed the main objective and based on that; a hypothesis was developed. This is quantitative, deductive, cross- sectional, and explanatory research in nature. Since this research was conducted among 120 manufacturing employees on manufacturing Company and a standard questionnaire was used to collect primary data through a survey. The data was analyzed using Statistical Package for the Social Sciences [SPSS] 23.0 version. This review incorporates diverse functions of HRM to explore the respective green HRM practices under those functions. The findings of the review have identified and highlighted several green HRM practices under the 04 functions of HRM such as job design, recruitment, green training and development. Descriptive statistics, normality, linearity, correlation, and regression are used to analyze the data and make conclusions. Findings revealed that Green HRM practice and individual job performance of Executive level employee in manufacturing industry. Moreover, the findings of the study provide numerous implications for HR practitioners, management practitioners, and policymakers to enhance Green HRM practice and individual job performance manufacturing company.
Impact of Job Satisfaction on Employee Engagement: Evidence from a Leading Appeal Manufacturing Firm in Sri Lanka
(Faculty of Commerce and Management Studies, University of Kelaniya Sri Lanka, 2022) Rathnayaka, R. M. D. T.; Weerasinghe, T. D.
This study's objective was to examine the impact of employee engagement on job satisfaction for employees working in the garment industry. Currently, certain clothing companies have extremely low employee turnover, while several display substantial employee turnover. Under these circumstances, factories work to improve the working environment for their employees. A self-administered survey questionnaire was applied to a sample of 326 employees of ABC Garment Factory selected in Western Province. The sample was selected using the stratified random sampling technique. To test the hypothesized relationships between the constructs, a Simple linear regression analysis was performed using the SPSS version. Results show that towards that there is a linear relationship between employee participation and job satisfaction. Accordingly, it can be concluded that there is a positive relationship between employee participation and job satisfaction. The findings of this study help HR managers to make decisions about employee engagement and job satisfaction, implement flexible strategies to develop employee engagement, study the impact of employee engagement on job satisfaction, and help managers make decisions using forecasting about employees. And this research will be important in bridging the knowledge gap and adding to the literature by providing an understanding of job satisfaction, employee engagement, and employees in the apparel sector.
The Impact of Person-Environment Congruence on Employee Retention Intention of Machine Operators in Selected Apparel Firms in Gampaha District, Sri Lanka
(5th HRM Student Research Symposium 2018, Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka, 2018) Perera, A. A. A. I.; Weerasinghe, T. D.
This study examined the impact of person-environment congruence (i.e., employee-organization congruence, employee-job congruence and leader-follower congruence) on employee retention intention of machine operators in apparel companies. Data were collected through a structured questionnaire. Convenience sampling technique was applied to select the sample, and the final sample consisted of 88 machine operators from two apparel firms in Gampaha district in Sri Lanka. The data was analyzed using the computer based statistical data analysis package, SPSS (Version 23.0). Findings revealed that there is a significant impact of Employee-organization congruence, Employee-job congruence and Leader-follower congruence on employee retention intention. Furthermore, results indicated that employee-organization congruence was highly impact on employee retention
Impact of Realistic Job Preview on Employee Retention Intention: Study of Executive Level Employees in a Leading Apparel Manufacturing Company in Sri Lanka
(Department of of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka, 2021) Sandarenu, K. S.; Weerasinghe, T. D.
Investigating the impact of realistic job preview on employee retention intention with special reference to one of a leading apparel company in Colombo district, Sri Lanka is the main purpose of this study. There were very few research studies conduct to investigate the relationship between these two variables and yet none examines the impact of realistic job preview on employee retention intention in apparel sector Sri Lanka. Drawing on social exchange theory developed by Balu in 1964, the current research examines the impact of realistic job preview and the dimensions of realistic job preview (Job description Information, Job reward information, Promotion system information and Training and development information) on Executive level employees in one of a leading apparel company in Colombo district, Sri Lanka. The current study was conducted as a cross sectional field study among the sample of 100employees including Executive level employees. Primary data was collected through a standardized pretested questionnaire. Collected data were analyzed with the support of SPSS applying correlation, regression and descriptive statistics. Findings reveal that there is a positive significant impact from realistic job preview on Executive level employee on employee retention intention. Thus, this study is suggested to improve realistic job preview method in apparel Sector Company in order to retain high talented employees for betterment of the organization.
The Impact of the Social Media Usage of Generation Y on Their Individual Performance: A Study of Staff and Executive Level Employees in United Motors Lanka PLC
(5th HRM Student Research Symposium 2018, Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka, 2018) Wishwakeerthi, M. M. G.; Weerasinghe, T. D.
Social media is all about awareness and connection, and presently the social networking seems to be the tool that affects job performance of employee in the workplace. Gen Y employees has addicted to social media and they spent their entire lives in the digital environment. The new media is growing so fast that it makes it imperative for employees to embrace the medium. The purpose of the study is to assess the impact of social media usage of gen Y employees on their individual performance. The study was quantitative and a cross-sectional survey design was followed. Data was collected through a structured questionnaire. 80 staff and executive level employees of united motors Lanka PLC, were used as a sample for the study and simple random sampling method was used in this study. The results show that, the weak negative insignificant relationship between social media usage of Y gen employees at workplace with their individual job performance within the related context was the major findings of the study. It reveals there is no any significant impacts of social media usage of gen Y employees on their individual performance in selected context. Finally, whether social media have or not Y gen employees are performed and social media has become insignificant factor towards their individual performance. Accordingly, study suggests to use social media as a communication and entertainment tool at the UML company context
Impact of Time Management Skills on Academic Performance of Management Undergraduates: Evidence from the University of Kelaniya
(Faculty of Commerce and Management Studies, University of Kelaniya Sri Lanka, 2022) Ranasinghe, A. D. N. I.; Weerasinghe, T. D.
The current study investigated the impact of time management skills and academic performance; It aims to identify the impact of time management skills on the academic performance of final-year management undergraduates at the University of Kelaniya. This study is quantitative and conducted as a cross-sectional field study. A standard questionnaire was distributed for the target sample as a Google form online. According to the simple random sampling technique, the final sample remains at 250 observations of final-year management undergraduates at the University of Kelaniya, Sri Lanka. The study developed two hypotheses to test the impact of independent variables on the dependent variable and also, the sample data set was analyzed through validity and reliability analysis, and correlation and regression analysis with aid of the Statistical Package for Social Sciences (SPSS). This research found that there is an insignificant correlation between time management skills and undergraduate academic performance. According to that, it appears that for the modern generation, it is not time management skills but other factors that influence academic performance. In addition, further exploration revealed the reasons why final-year undergraduates procrastinate. Some recommendations for future research have been proposed. First of all, the personality variable under investigation was limited to the achievement of time management skills. Other variables such as optimism, stress, and self-efficacy are also likely to have an impact on academic performance too. Future research will be able to delve deeper into these issues.