Browsing by Author "Wijewantha P."

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IMPACT OF ORGANIZATIONAL HEALTH AND SAFETY PRACTICES ON ORGANIZATIONAL COMMITMENT OF NON- MANAGERIAL EMPLOYEES IN A SELECTED APPAREL SECTOR COMPANY IN SRI LANKA
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2025) Senadhilankara W.I.M.; Wijewantha P.
The aim of this research study is to examine the impact of organizational health and safety practices, specifically management safety practices and job safety, on organizational commitment among non-managerial employees in the apparel sector in Sri Lanka. The study was conducted at an apparel company located in the Katunayake Export Processing Zone, using a structured questionnaire distributed to 240 non-managerial employees. A simple random sampling technique was employed to ensure a representative sample that reflects the diversity in gender, age, educational level, and years of service. The data collected were analyzed using SPSS software, and the study’s findings indicate that management safety practices have a significantly stronger positive impact on organizational commitment compared to job safety. Both management safety practices and job safety are positively correlated with organizational commitment, The results suggest that while safety initiatives are essential in fostering organizational commitment, other factors, such as organizational culture, employee engagement, and job satisfaction, may also influence commitment levels. The study underscores the importance of proactive safety leadership and emphasizes the need for a comprehensive approach that includes not only safety but also elements like communication and employee well-being to enhance organizational commitment. Additionally, the findings contribute to the theoretical understanding of safety management and organizational behavior in developing country contexts, particularly within the apparel sector.
IMPACT OF REMOTE WORK ON EMPLOYEE JOB PERFORMANCE A STUDY OF REMOTE WORKING EXECUTIVES AT ABC COMPANY
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2025) Abegunawardhana K.K.; Wijewantha P.
The purpose of this study is to identify the impact of remote Work on Employee job performance. In addition to that, this study intends to contribute to filling the literature gap by looking into the impact of remote work on Employee job performance. Although in western literature, very few studies have examined to identify this impact, when it comes to Sri Lankan settings, there were not many research findings. The study was conducted as a quantitative and cross-sectional research study. The data were collected with the help of self-administered questionnaires. Simple regression analysis was used to test the study hypotheses. The independent variable is remote work , while the dependent variable is employee job performance. Primary data was collected from ABC company in Sri Lanka. The sample was chosen using a (Non probability sampling – convenience sampling) sampling technique, and the final sample included (80executive-level) employees from a (specific ABC company). Data were analyzed using correlation and regression with the aid of SPSS. Analyzed results showed a negative impact of remote Work on Employee job performance. The study results underlined the potential negative impact of remote Work on Employee job performance. Furthermore, this study raises the need for companies to look at their employee’s job performance with a more serious and holistic approach.
IMPACT OF THE PERCEIVED ORGANIZATIONAL CULTURE ON ORGANIZATIONAL COMMITMENT WITH MEDIATING EFFECT OF PERSON-ORGANIZATION FIT: A STUDY OF EXECUTIVE LEVEL EMPLOYEES IN TEA EXPORTING INDUSTRY
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2025) Dilanka, K.G.M.; Wijewantha P.
Organizational culture plays a crucial role in shaping employee behavior, fostering commitment, and influencing overall job satisfaction. As a result, organizational culture and commitment have become increasingly valuable concepts in both theoretical and empirical research in organizational behavior. A strong cultural alignment enhances employees’ sense of belonging, whereas a mismatch between organizational culture and individual values can negatively impact their commitment and intention to stay. Given the competitive business environment, organizations must understand the interplay between culture and commitment to design effective retention strategies. This study explores the relationship between perceived organizational culture and organizational commitment, emphasizing the mediating role of person-organization fit. A cross-sectional research design was employed, focusing on a leading tea export company in Sri Lanka. Data was collected from 143 executive-level employees across multiple departments using a standardized questionnaire. By analyzing the data through SPSS version 23 and Andrew F. Hayes’ Process Macro (v.4.3), the study aims to uncover key insights into how cultural perceptions influence employee commitment. Findings from this study are expected to highlight the significance of aligning individual values with organizational culture to enhance commitment and job satisfaction. By identifying person-organization fit as a crucial factor in this relationship, the research provides valuable insights for management in designing strategies to strengthen cultural alignment and foster long-term employee engagement. However, since the study focuses on a single tea export company, its findings may have limited generalizability, suggesting the need for further research across diverse industries.
THE IMPACT OF PERCEIVED ORGANIZATIONAL CULTURE AND WORK-LIFE BALANCE ON INTENTION TO STAY – A STUDY OF EXECUTIVE-LEVEL EMPLOYEES IN ABC PRIVATE LIMITED
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2025) Hansanee, H.M.K.; Wijewantha P.
The purpose of this research is to examine the impact of perceived organizational culture and work-life balance on the intention to stay of executive-level employees. Additionally, this study aims to fill the knowledge gap by investigating the relationship between these variables in the Sri Lankan corporate context. There is a lack of research related to the impact of perceived organizational culture and work-life balance on intention to stay of executive level employees of manufacturing sector in Sri Lanka. This study intends to contribute to filling the theoretical and empirical gap in existing literature. This study explores these relationships by analyzing how perceived organizational culture and work-life balance impact retention among executives at ABC Private Limited. The research follows a deductive approach, as hypotheses were developed based on existing theories and tested empirically. Hence this was a quantitative and cross-sectional study which was based on an organization in the manufacturing sector. Data was collected through a structured questionnaire using a convenience sampling technique. The study's population comprised executive-level employees, with a sample size of 108. Statistical analysis was performed using SPSS version 23.0, using descriptive and inferential statistics, including correlation and regression analysis. The results indicate that perceived organizational culture and work-life balance have a significant positive relationship with the intention to stay. These findings contribute to the existing body of knowledge by providing insights into factors influencing executive-level employee retention in Sri Lanka, offering practical implications for HR strategies aimed at improving workforce stability.