Browsing by Author "Weerasinghe, T.D."

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Buddhism and organizational management: A review
(University of Kelaniya, 2014) Weerasinghe, T.D.; Thisera, T.J.R.; Kumara, R.H.G.W.P.
Determinants of Interns’ Satisfaction: Study with Special Reference to Faculty of Commerce and Management Studies, University of Kelaniya
(Department of of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2020) Samendra, L.P. J.R.; Weerasinghe, T.D.
Internship training has become an integral part of degree programs in many state and private universities. While much of the world is focused on internship training, little attention has been paid to interns’ satisfaction. However, interns’ satisfaction is an integral part to achieve the desired results from an internship program. Therefore, the current study attempts to examine, the determinants of interns’ satisfaction of Commerce and Management undergraduates in University of Kelaniya. In addition to that, this study intends to contribute to fill the literature gap by investigating into the associations between the determinants; university support, job characteristics, working environment, contextual factors and interns’ satisfaction. Hence, this was a quantitative, cross-sectional study in which primary data were collected through Google Forms by using probability sampling technique. Correlation and simple regression analysis were used to test the hypotheses. Findings reveal a significant positive impact of university support, job characteristics, working environment and contextual factors on interns’ satisfaction and it is found that there is a significant relationship between university support, job characteristics, working environment, contextual factors and the interns’ satisfaction respectively. Accordingly, it is concluded that, if there is satisfaction in any of these four factors (university support, job characteristics, working environment, and contextual factors) the interns will be retained in that organization. The study results clearly underlined that, if the right and preferred methodologies are being adopted in internships, interns will be able to obtain a greater level of satisfaction from the internship. Furthermore, this study raises the need for stakeholders to look at the determinants on interns’ satisfaction in a more serious and holistic approach.
Determinants of Retention of Psychological Contract of IT Professionals in Sri Lanka
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, 2015) Silva, S.A.I.; Weerasinghe, T.D.
Job hopping of employees has become a tremendous issue in IT firms across the world. Literature reveals that the average period of an IT professional remains in a company is around two years. Further, Literature stated that this issue has arisen because many of the IT firms have failed to retain the psychological contract of IT professionals which is formed at the recruitment and the socialization stages successfully. Building a positive psychological contract at the recruitment stage is not enough to retain the talent in the current business environment. It is vital to retain the psychological contract. The purpose of this study was to identify the determinants of psychological contract retention in the domain of IT professionals in Sri Lanka. This is a cross sectional field study which was carried out among a sample of 80 IT professionals. Convenience sampling was applied to select the sample. A self-administered, standard questionnaire was used to collect data. Exploratory Factor Analysis (EFA) was performed to identify the determinants of psychological contract retention with the aid of SPSS. KMO statistics was used to determine the sampling adequacy while factor loading values and extraction sums of squared loadings (cumulative) values were used to draw the conclusion about significant determinants. The results of the current exploratory study revealed that work atmosphere is the most prominent factor which contributes to retain the psychological contract of IT professionals. Further, stimulating job, task description, autonomy, salary satisfaction were found to be significant determinants of psychological contract retention. Job security, intra-organizational mobility, and work life balance & career development were found to be insignificant in retaining the psychological contract of IT professionals in the Sri Lanka. Thus, it is recommended to pay a serious attention to create and maintain a proper work atmosphere through possible policies, procedures and systems in IT firms to retain a sound psychological contract within employees which is to be created at the beginning of once employment.
Determinants of Training Motivations: A Case of Non –managerial Level Employees in Value added Tea Company
(2016) Rebecca, E.; Bandara, M.M.M.; Weerasinghe, T.D.; de Alwis, A.C.
The purpose of this study is to investigate the factors which determine the employees’ participation in training programs in one of the Tea Manufacturing Companies in Sri Lanka. Even though non-managerial level employees in the aforesaid company have requested several training programs from their supervisors semi-annually, they are reluctant to participate in those programs. Hence, this research is conducted as an exploratory field study which is cross-sectional, intending to explore the determinants of training motivation of employees in the selected company. Unit of analysis of the study is at the individual level; individual non-managerial employees. Researcher administered a standard questionnaire to collect primary data from a sample of 83 non-managerial employees where convenience sampling was used to select the sample. Exploratory Factor Analysis (EFA) was conducted to find out the significant determinants of training motivation. Moreover, factor loading values and cumulative percentage of extraction sums of squared loading values were used to draw the conclusion. It is found that self-efficacy, training reputation and job benefit are the significant training motivators for non-managerial employees in the selected company while supervisory support and the financial sponsorship were found to be insignificant motivators. Hence, it is recommended for practicing manager and Human Resource (HR) professionals in the selected domain to design training programs which will improve the efficacy and the reputation of the participant, and especially, to deliver transferable skills in designing future training programs.
Difference of Work Related Behaviors between Generation X and Generation Y: A Study of Professionals in one of the Leading Development Banks in Sri Lanka
(International Conference on Business and Information (ICBI – 2019), [Human Resource Management], Faculty of Commerce and Management Studies, University of Kelaniya Sri Lanka, 2019) 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. So, it is recommended that the XYZ Bank does customize its people management policies and practices based on the need and the dynamics of its corporate culture.
Downfall of Sri Lankan Cricket: Local Fans’ Perspective
(9th International Conference on Business and Information (ICBI-2018), Department of Management Studies and Toc H Institute of Science and Technology, India, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka, 2018) Arjun De Silva; Weerasinghe, T.D.; Maldeniya, D.
Even though the most popular and the most watched game during last few decades in Sri Lanka is cricket, it has been witnessed that the cricket fans are becoming less excited about the game of cricket during last years since Sri Lankan National men’s cricket team showed a losing momentum. Hence, bridging the gap in the context with empirical knowledge, the current study attempts to identify whether Sri Lanka Cricket actually has a downfall, and if so, what caused it, from the perspective of local cricket fans. Overall design of the study is qualitative. A trend analysis was performed using secondary data related to Test and ODIs match wins/draw/tie. A total of 74 Facebook comments were collected for the public question asked from July 14 at 11:54 PM to July 21 midnight. The qualitative data analysis; conventional content analysis was performed using the Atlas.ti application software. The comments carried 118 opinions out of which 2 said there is no downfall in Sri Lankan Cricket, and 116 said different opinions of the losing trend. The trend analysis provides that there is a downfall in Sri Lanka Test/ODI National men’s Cricket over last 8 years. According to the fans’ comments; poor management strategies, sport and politics, domestic cricket (school/club) issues, individual talent related issues, issues in selection of players, and sport commercialization are the main reasons whilst player replacement succession planning issues, issues related to the infrastructure distribution, and sport celebrity nature cause minor effect on the downfall of Cricket in Sri Lanka. Accordingly, it is suggested to formalize the selection procedure of players to the national team and establish a sound mechanism to regulate sport commercialization & eradicate undue political influences.
Effect of COVID-19 Epidemic on Health and Safety Management Function in Apparel Sector, Sri Lanka
(Department of of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka, 2021) Senananda, W.H.S.G.; Weerasinghe, T.D.
Human Resource Department that performs Human Resource Management (HRM) function in organizations must play a key role in fighting against coronavirus while ensuring the sound health and safety of its employees and the sound performance of other HRM functions. Apparel manufacturing industry in Sri Lanka was particularly affected by the COVID-19 pandemic mostly because most of the industry manufactures for exporting which had to stop because the supply chain had come to a halt. Once the country started emerging out of the pandemic, factories had re orient themselves to the ‘new normal’, which entailed COVID-19 prevention safety protocols which would be of utmost importance to safeguard health of employees. The research aims to understand the impact of COVID 19 spread on health and safety management function of Sri Lankan apparel manufacturing companies as regards health and safety protocols for prevention of COVID-19 spread. This study is carried out as a qualitative exploratory research work. Further, purposive sampling was used to select the sample. This was carried out as a cross sectional descriptive study comprising of 10 respondents. Data was collected via telephone interviews and the reliability and validly was tested through thematic analysis. The themes of Conceptual Health & Safety Control, Innovative Health & Safety Control, Engineering Health & Safety Control, Administrative Health & Safety Control and Self- disciplined Workforce Control were recurring themes brought up by the respondents. The findings of this research serve as a guideline for every organization, HR practitioners and to all the health and safety practitioners in the country. It is recommended to HR, give more consideration on employee wellness, employee upskilling, identifying key employees and recognizing their efforts, employee counseling and proper communication in order to get the work done from their employees efficiently even within this turbulent period.
The Effect of Full Time Employment of Undergraduates on their Academic Performance
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, 2019) Umayanga, W.A.U.I.,; Weerasinghe, T.D.
Full time employment of a full time undergraduate is predicted to be the most challenging phenomenon in next two decades in higher education. Even though this context in higher education has been researched and reported in the extant literature, conclusions derived are vague across various higher education disciplines. Thus, in Sri Lankan university culture not adopted and accepted those various higher education disciplines yet. So, this study attempts to touch and investigate this in Sri Lankan context. The objective of this study was to assess the effect of full time employment of a full time undergraduate on academic performance in public universities. To analyze these two hypotheses were formulated using deductive approach. The methodology adapted for this involves, reviewing existing literature related to the research theme and primary data. Primary data have been collected through selfdeveloped questionnaire. The study was conducted by using a convenience sampling technique. Type of investigation was correlation and it was cross-sectional on time horizon. The unit of analysis was individual level. Undergraduates who are employing in full time while reading degree in public universities were taken as respondents in this study. Data were collected from 50 respondents who are reading degree in public universities. In order to test the hypothesis that was concerned with the relationship between full time employment of a full time undergraduate and academic performance the Pearson Correlation technique was applied. It is found that there is no significant impact of employment of an undergraduate on academic performance. Further, study hours do not moderate the above mentioned relationship significantly. Hence, it is recommended to modify the curricular, time table and their curriculum teaching procedures, assessments, exams to release undergraduates to get the experience of employment accordingly.
Entrepreneurial Intention of Female Undergraduates: Evidence from the Faculty of Commerce and Management, University of Kelaniya, Sri Lanka
(Department of of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka, 2021) Senanayake, S.M.S.D.; Weerasinghe, T.D.
Entrepreneurship is very importance for all countries. But some people approach it without a proper understanding about it. In time, their business went bankrupt. But people with business management knowledge are less likely to do so. Hence, the main objective of this study was to identify the entrepreneurial intention of female undergraduates of the faculty of Commerce and Management, university of Kelaniya, Sri Lanka as there is a business management knowledge. This was carried out as a quantitative and conducted as the cross-sectional field study among a sample of 310 female undergraduates of the Commerce and Management faculty, University of Kelaniya, Sri Lanka. Convenience sampling was applied to select the sample. Data were collected via a standard questionnaire that met accepted standards of validity and reliability and it was distributed among female undergraduates as a Google form online. The sample data set was analyzed with aid of the Statistical Package for Social Sciences (SPSS). According to the independent t-test analysis, the family background creates a great impact on entrepreneurial intention. Although they have entrepreneurial intention through creativity and educational support, they are reluctant to start a new business due to their family background. Researcher recommends establishing a mechanism with the aid of the key research findings, to capture the entrepreneurial intention of female undergraduates before leaving the university. Therefore, female undergraduates can gain the university support to become an entrepreneur. Further, researchers would suggest the organization of entrepreneurial motivational programs to promote the parallel entrepreneurship in the university.
The Impact of Emotional Dissonance on Employee Stress: A Study of Frontline Employees in Service Industry
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, 2019) Sulakkana, P.A.D.W.,; Weerasinghe, T.D.
There is a major global shift in economy which makes the service sector emerge than ever before. In this competitive environment the front line employees have to play a crucial role in leading businesses to success by satisfying its customers. Hence, organizations impose different rules to display emotions which its employees are expected to adhere. Every employee doesn’t feel the same and they are not in the same emotion when they work. Sometimes organizational expectation (Display rules) and emotional status of employee at the moment tend to clash, that leads to emotional dissonance which can be a cause of stress. The purpose of this study is to assess the impact of emotional dissonance on employee stress of ground level/frontline employees in service sector organizations in Sri Lanka. Further, the current study was designed to identify whether frontline employees feel emotional dissonance while they work and does it influence on stressing them. This is a cross-industry descriptive research & a standard questionnaire was used to collect primary data through a survey. This study is quantitative in nature. The data for the present study were collected from 141 front line employees working in various organizations and the data is analyzed by using SPSS. Existing, established scales were used to measure the research constructs. The results of the study indicate a positive relationship between emotional dissonance and employee stress and also found a significant positive impact of emotional dissonance on employee stress. The major recommendation based on the findings is that, service sector organizations should focus on building deep acting skills within employees because that is the sustainable solution for Employee Stress cause by Emotional Dissonance. Other than that, as short term solutions organizations can give recognition for the work they are doing, praise them and reward them financially and non-financially.
The Impact of Leadership Style of Superior on Job Performance of Subordinates: A Study of the Employees of Geological Survey & Mines Bureau
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, 2019) Weerasinghe, N.A.W.D.,; Weerasinghe, T.D.
Even though there are many evidences about how leadership style effect on employee performance in the world, is reported the government sector of Sri Lanka context is little investigated about this. The main objective of current study was to assess the effect of superior leadership style (transformational, transactional and laissez-faire) on job performance of employees in Geological Survey & Mines Bureau. Which is a leading government organization. The study was quantitative, and a cross-sectional survey design was followed. The primary data was collected through a standard questionnaire. Simple random sampling technique was applied to select the sample, and the final sample consisted of 119 employees working in Geological Survey & Mines Bureau of Sri Lanka. The collected data were analyzed with the support of SPSS. Descriptive and inferential statistical techniques were used for data analysis. Pearson correlation and regression analysis were used to assess both relationships and effects as per the hypotheses of the study. It is found that transformational, transactional and laissez fair leadership styles positively correlated with employees' job performance. Moreover, result shows that, there is a significant impact of transformational, transactional and laissez fair leadership styles on employees' job performance. According to the finding, with the combinations of the leadership styles the leaders can enhance employees' performance of the organization. Therefore, it is recommended that mix of leadership styles is most suitable than leadership styles act as separately.
Impact of Open Office Work Environment on Employee Psychological Well-being: Study with Special Reference to the Banking Industry of Sri Lanka
(Department of of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2020) Senanayake, R.N.; Weerasinghe, T.D.
Optimizing employee psychological well-being is a must for an organization, so that it is a practice gaining more importance in organizational disciplines nowadays. However, a gap is found as per the extant literature, between the ideal condition and practical level of the employee’s workplace well-being. As the open office work environment is a novel concept to Sri Lankan banking industry, and its effects on employee psychological well-being is not well addressed yet. Hence, the current study attempts to assess the effect of open office work environment on employee psychological well-being with special reference to the banking industry in Sri Lanka. The study was quantitative and cross-sectional survey design was followed. Data was collected through a standard questionnaire. Simple random sampling technique was applied to select the sample, and the final sample consisted of 316 executive level employees selected from three main licensed commercial banks in Sri Lanka. Primary data were analyzed using correlation and regression with the aid of SPSS and Excel. Findings revealed that the more significantly, psychological well-being is perceived by the banking sector employees to be impacted by the open office work environment, and there is a strong positive relationship between open office work environment and psychological well-being. Thus, it is concluded that open office work environment improves overall psychological well-being of employees due to advantages like allowing them to easily communicate with each other and leads to reduce the stress level for employee encountered. It is suggested that to maximize the effectiveness of open office further, organizations can take more initiatives to enhance the level of collaboration, manage the noise level, and to increase the level of privacy in the work environment. Cross-validation of the findings can be done in different industries, using quite a bigger sample in future studies.
Impact of Workplace Mentoring on Employees' Career Development: Study of Executive Level Employees in Sanken Construction (PVT) Limited
(Department of of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2020) Sanjeewanie, B.V.S.; Weerasinghe, T.D.
Mentoring is a major determinant of career development of employees. Executive level employees of a construction company are facing career limitations in Sri Lanka. However, the extant literature does not represent consistent evidence regarding the relationships between mentoring and employees’ career development. Hence, the purpose of this study is to assess the direct effect of workplace mentoring on the individuals’ career development. Current study is quantitative and conducted as a cross-sectional field study. Standard questionnaire was distributed for the target sample as a Google form-online. According to the convenience sampling technique, final sample remains at 104 observations of executives in Sanken Constructions (Pvt) Ltd. The sample data set was analyzed through validity and reliability analysis, normality and linearity analysis and correlation and regression analysis with the aid of the Statistical Package for Social Sciences (SPSS). It is found that there is a moderate positive correlation in between the mentoring and career development of employees. Further, findings present that mentoring significantly impacts on the individuals’ career development. It validate the concept of mentoring has greater involvement in career development of employees. Organizations can survive and attain business success with embedded mentoring programs into their organizational culture. Career shocks and career stagnations of employees can be overcome through the mentoring. Other than that employees can be promoted, offered higher salaries. Having considering whole study, it is recommended for future researchers to enrich this study by using the probability sampling technique for selecting the bigger sample than the existing one. Further, they can conduct their new construct through longitudinal study across the industries and organizations for better results.
Job Stress and Job Satisfaction: A Study of Managerial Employees in Domestic Commercial Banks
(2011) Weerasinghe, T.D.; Batagoda, C.K.
This study was conducted to measure the impact of job stress on job satisfaction of managerial employees working in Domestic Commercial Banks. Job stress is considered as the harmful physical and emotional response that occurs when there is a poor match between job demands and capabilities, resources or needs of the employee. Job satisfaction describes how comfortable an individual is with own job. A self develop research model was tested where job stress is stated as the independent variable. All the branches of domestic commercial banks located in Colombo district were investigated and it was carried out on a sample of sixty branch managers. Simple random sampling was applied to select a representative sample. A self develop questionnaire was used to collect data. It was found that the measurement scales met the acceptable standards of validity and reliability analyses. Correlation analysis and regression analysis were used to test the research hypothesis. Researcher found that there is a high degree of job stress among branch managers of private commercial banks while having a moderate degree of job stress among branch managers of public banks. Findings revealed that women managers have a higher degree of job stress than male managers. Managers in public banks are highly satisfied while managers in private banks have either moderate or low level of job satisfaction. Women managers enjoy their jobs highly while male managers enjoy moderately. Study confirmed that job stress is significantly correlated with job satisfaction. Though job stress is a significant predictor of job satisfaction, it can be concluded that too little or too much of job stress leads to have low level of job satisfaction and moderate level of job stress leads to have high level of job satisfaction, in the tested domain. Key Words: Domestic Commercial Banks, Job Satisfaction, Job Stress
Key Determinants of Entrepreneurial Intention of Non-Undergraduate School Leavers in Sri Lanka
(Department of of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2020) De Silva, H.L.P.; Weerasinghe, T.D.
Entrepreneurs are more important for Sri Lanka as a developing country. The main objective of the study was to identify the key determinants of the entrepreneurial intention of non-undergraduate school leavers in Sri Lanka. There has been a lack of concern about the future of school leavers who will not enter the higher education system. Therefore, this study will facilitate identifying the key determinants of non-undergraduate school leavers in Sri Lanka. This was carried out as a cross-sectional field study among a sample of 132 non-undergraduate school leavers in Sri Lanka. Further, the researcher interviewed 27 respondents out of those 132. Convenience sampling was applied to select the sample. Data were collected via a standard questionnaire that met accepted standards of validity and reliability. Descriptive statistics, simple ranking, thematic analysis were used to analyze data. It is found that the economic condition of the country, preference to the field from childhood, being independent, and job dissatisfaction stimulates the entrepreneurial intention while the intention of going forward in career life reduces the entrepreneurial intention. Analysis of factors which were found through previous literature reveals that familyrelated factors are more influential on entrepreneurial intention than person-related factors. As most of the respondents don’t implement their entrepreneurial ideas even they have the intention, the researcher recommends establishing a mechanism with the aid of the key research findings to capture the entrepreneurial intention of school leavers before leaving the school. Further, data gathered through the mechanism can be linked with business units, financial institutions, and government. Therefore, non-undergraduate school leavers can gain external support to become an entrepreneur. As some individuals are interested in being an entrepreneur while engaging in a job, most importantly, it is recommended to prepare and implement relevant policies to promote parallel entrepreneurship in the country.
Keys to Effective Listening and Presenting: An Action Plan
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka, 2014) Weerasinghe, T.D.; Thisera, T.J.R.
This is a review article on keys to effective listening and presenting skills which have been identified as two main skills to be improved for effective communication. Accordingly, the article focusses first on listening skills; importance, barriers for effective listening, and keys to improve listening skills. It then moves towards presenting skills while discussing key guidelines to improve verbal, non-verbal and para-verbal aspects of an effective presentation. Finally, this paper proposes an action plan for three months in order to improve these skills in a pragmatic way.
Knowledge and knowledge management (With special reference to the Deming's theory of management and Malcolm Baldrige criteria for organizational performance)
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka, 2016) Weerasinghe, T.D.; Thisera, T.J.R.
Mediating Effect of Self Efficacy on the Relationship between Social Support and Employee Wellbeing: Study of Operational Level Employees in Ansell Lanka (Pvt) Limited, Sri Lanka
(Department of of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka, 2021) Sayanji, K.R.; Weerasinghe, T.D.
Currently, manufacturing sector organizations have significant challenges, and little effort has been made by academics in Sri Lankan literature to combine social support with employee well-being among operational workers. On Ansell Lanka (Pvt) Ltd. Biyagama, the problem of this study is to investigate the current levels of social support and employee well-being, the type of relationship between social support and employee well-being, how social support affects employee well-being, and the mediating role of self-efficacy in the relationship between social support and employee well-being. To investigate this situation, a logical strategy was used to create a hypothesis. The approach used for this includes a review of current literature and primary data linked to the study issue. A standardized and standard questionnaire was used to obtain primary data. Ansell Lanka (Pvt) Ltd used a basic random sample to perform the study. Correlation was the type of inquiry, and the temporal span was cross-sectional. Individual level analysis was the unit of analysis. Respondents in this survey were operational staff. After ensuring reliability and validity, the study's measurements were of excellent quality. A total of 120 people were surveyed. In order to test the hypothesis that was concerned with positive impact between social support and employee wellbeing. The results of the study showed a significant and positive impact between social support and employee wellbeing and hypothesis of mediation effect of self-efficacy on social support and employee wellbeing behaviors was accepted. Further, this study also supported the view that the managers of Ansell Lanka (Pvt) Ltd should get strategic steps to increase employee well-being among the employees.
Moving towards a Competitive Edge: A Case of ABC Apparel Solutions Limited
(Staff Development Unit, Faculty of Commerce & Management Studies, University of Kelaniya, 2015) Jayasinghe, J.A.C.B.; Nishanthi, H.M.; de Silva, G.H.B.A.; Silva, H.M.S.V.; Dharshani, B.K.N.D.; Tissera, T.J.R.; Weerasinghe, T.D.; Jayarathna, S.M.D.Y.; Padmasiri, M.K.D.
With rapidly booming technological, economical and political environments, the change and development for an organization is critical. Organizations should have their keen focus on the change in the environment and adjust and maintain them to be sustaining in the competitive environment. In Sri Lankan context, there is a need to investigate how these changes are addressed by the apparel sector. Having understood that, the authors selected a leading apparel solution in Sri Lanka; ABC Apparel Solutions Limited. This case focuses on four major changes occurred within last five years in the selected domain referring to the theories of continuous, transformational and trans-organizational changes. Furthermore, this case signifies how the redefinition occurred in terms of the name change, structural change, merger and the implementation of ERP solution. As per the analysis the organization has managed the change effectively by reducing the complexity of the structure, managing the confusion of the employees, improving the quality of the products, accessing to new technological resources, improving the effectiveness and efficiency, and high speed of implementing the practices in order to enhance the sustainability.
The Nexus between Work-Family Conflicts and Organizational Citizenship Behavior: A Study of Executive Level Employees in the Banking Sector of Sri Lanka
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, 2019) Wariyapperuma, W.A.A.I.P.,; Weerasinghe, T.D.
The purpose of this study was to assess the nexus between work family conflict and organizational citizenship behavior in the banking sector in Sri Lanka. This study is carried out as a quantitative explanatory research work. Further, the sample is selected randomly and used simple random sampling technique. This is a cross-industry descriptive research & standard questionnaire was used to collect primary data through a survey. Questionnaires are distributed to a sample of 185 of executive employees who are currently working in banks. To analyze received questionnaires data, SPSS (Statistical Package for the Social Science) was used. To interpret data analyzed and to obtain the result graphical charts, descriptive statistical techniques such as mean, mode, standard deviation and also histograms, correlation and coefficient, simple regression analysis and residual analysis were used. To test the relationship between variables Pearson correlation technique analysis was used. Simple regression analysis was used to identify the degree of the impact of the independent variable on dependent variable was analyzed by using R square value. And also, it was found to be that there is a significant moderate negative relationship between work family conflict and organizational citizenship behavior. Courtesy and Sportsmanship are the dimensions of dependent variable and they were only significant and others were insignificant with the work family conflict. The present study would provide the direction to HR policy makers, employees, supervisors and to future researchers.