Browsing by Author "Wijewantha, P."

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Challenges to Online Learning in the Time of Covid 19: A National Survey of Undergraduates of Arts Faculties of State Universities in Sri Lanka
(Department of of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka, 2021) Madhusankha, L. A. C. J.; Wijewantha, P.
The COVID-19 outbreak required all Sri Lankan state universities to move from face-to-face teaching and learning to online instruction in March 2020. This research aims to determine the challenges that undergraduates in the arts faculties of Sri Lankan state universities confront in this situation. The authors distributed the Google form to the students of arts faculties via email and social media platforms to collect data. The questionnaire included multiple-choice, Likert scale, and open-ended questions about demographic information, technical resource access, study habits, living conditions, self-evaluation of online learning capacity, and perceived barriers to acquiring knowledge using the internet. The research was carried out as a national survey. Based on the data collected, there were both opposition and acceptance towards switching to online learning platforms due to students' real impediments and perceived issues. The outcomes of this study are critical for undergraduates, academic and administrative personnel, and all government organizations responsible for higher education to make future decisions about online teaching and learning, even beyond COVID-19. Based on the findings of this research, a strategy for the successful implementation of e-learning may be formed, and technology can be viewed as a good step toward development and transformation.
Challenges to online Learning in the Time of COVID-19: A National-Level Survey of Undergraduates of Management Faculties of State Universities in Sri Lanka
(Department of of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka, 2021) Lankathilaka, H. M. M. C.; Wijewantha, P.
In March 2020, the COVID-19 pandemic forced all Sri Lankan state universities to stop face-to-face teaching and learning activities and abruptly shift to online teaching. Given this situation, this study aims to identify the challenges faced by undergraduate students in the management faculties of state universities in Sri Lanka during this teaching-learning process. The authors shared a Google® Form among undergraduates of management faculties of state universities in Sri Lanka through email and social media platforms for data collection. The questionnaire comprised a combination of multiple-choice, Likert scale, and open-ended questions, with the expectation of obtaining demographic information and information about access to technological resources, study habits, living conditions, self-assessment of capacity for online learning, and perceived barriers to online learning. The study was undertaken as a survey, and the authors collected 822 responses. Descriptive statistics are used for the analysis of data. Among the 822 respondents, 65% owned at least one device, and 56% of the sample were using pre-paid mobile data to access online resources and attend lectures. Out of the respondents, only 27% had been in the highest 27%. Furthermore, the results indicated that the students were able to survive at this level because 58% of them have had some form of financial scholarship. Challenges experienced by students in the online learning process could be classified under five categories: technological, individual, domestic, institutional, and community barriers. The findings of this study are significant for all state universities (undergraduates, academic, and administrative staff) and all government institutions responsible for higher education for their future decision-making related to online teaching and learning in any situation beyond the pandemic of COVID-19. Based on the findings of this study, a strategic plan could be developed for the successful implementation of e-learning and view technology as a positive step towards evolution and change, irrespective of whether there is a pandemic or not.
Continuing professional development of academics in sri lankan national universities
(HRM PERSPECTIVES Insights on Human Resource Management Practices, Institute of Personnel Management Sri Lanka (Inc.). p.01., 2017) Wijewantha, P.
The teaching and learning processes in the Higher Education (HE) sector are changing rapidly with the chronological evolutions in the field. Consequently, the focus on CPD of academics is gaining attention of the human capital development projects in HE world over. However, so far only a limited amount of studies has been undertaken in the world, in this upcoming research area. Considering this void in literature, this paper reports the results of a survey conducted with the aim of ascertaining the sources used by academics for their CPD. Data was collected from academics in Management and Arts disciplines (n=102), selected based on convenience to access; and the responses indicated that CPD can be achieved through a wide array of sources. According to the findings, the most common source of CPD is the quality time spent with senior or parallel colleagues engaging in formal and informal intellectual discussions or debates. However, it was perceived by many that the main barrier for CPD is, the low time available to engage in the same due to ceremonial and administrative activities popularizing in universities these days, and organizational politics. This finding contradicts with literature coming from the West, where the main barrier for CPD, is the demand for greater focus on research. Thus, it could be stated that both the Higher Education Institutions (HEIs) and the academics need to pay attention on creating synergies on both formal and informal sources of CPD, rather than depending on only one source. Finally, the most important conclusion of the study is that, it is much needed to inculcate the insight, that CPD should be part and partial of the life of an academic rather than focussing on it, only during one stage of the career.
Creating multi-cultural organizations for diversity management
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka, 2016) Wijewantha, P.
Developing global leaders through transformational leadership
(International Conference on Human Resources Management,Rethinking HRM in Asia and the Globalising World, 2016) Wijewantha, P.; kailasapathy, P.
This paper attempts to see whether there is an impact of line managers’ transformational leadership on global leadership competencies of high potentials in MNC subsidiaries operating in Sri Lanka. The relationship is established extending the transformational leadership theory to the MNC context, based on previous literature that line managers contribute to follower leadership development. This is a quantitative survey study, based on primary data. The unit of analysis is dyads: the high potential subordinate and his or her respective supervisor. Data were collected using self-administered anonymous questionnaires after taking precautionary methods to reduce CMV. Questionnaires were developed using the ‘Profile of the Global Leader of the Future’ developed by Accenture containing 41 items and 39 items from Form 5–X of the MLQ, covering the four main dimensions of transformational leadership. Data were analyzed with SPSS and AMOS 16.0 software using hierarchical regression analysis. According to the results, the hypothesis is supported indicating there is an impact of line managers’ transformational leadership on global leadership competencies of high potentials. As the number of studies reported on high potentials in the Sri Lankan context with respect to both MNCs and local companies is very limited, the present study fills that void in literature to a great extent.
Developing Global Leadership Bench Strength through Transformational Leaders
(Asian Journal of Empirical Research. Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka, 2018) Wijewantha, P.
Developing the global leadership bench strength by advancing the global leadership competencies of high potential employees is a critical concern for Multinational Corporations (MNCs), to achieve sustainable competitive advantage. Accordingly, the main purpose of this paper is to emphasize the role of line managers transformational leadership in developing the global leadership competencies of their respective subordinates, with the theoretical support of the transformational leadership theory. For the above purpose, data were collected from line manager-high potential dyads, using a structured questionnaire developed using well accepted, standard measures. Upon completion of preliminary analyses, the hypothesis was tested. From the regression analyses, it was found that there is a major impact of line manager's transformational leadership in the development of global leadership competencies of high potential subordinates. This finding is consistent with the transformational leadership theory and other empirical studies in the area and suggests the development of line manager's transformational leadership competencies for the purpose of developing the global leadership bench strength in MNCs.
Doctors Look After Our Well-being, But How to Look After Theirs? Testing a Model of Work-Family Conflict, Perceived Social Support, and Employee Well-being
(University of Kelaniya, Sri Lanka. p.01., 2018) Wijewantha, P.; Wijewardena, N.
This paper examines Work-Family Conflict (WFC) and Employee Well-Being (EWB) of married female medical doctors and how this relationship is impacted by their Perceived Social Support (PSS). More specifically, this aims to examine 1) the impact of WFC on wellbeing and 2) the direct, indirect, and buffer effects of PSS on the relationship between WFC and well-being of married female doctors. With the increase in women’s workforce participation (Casper et al., 2011) and women entering previously male dominant professions, WFC issues amongst employed women have increased. Thus, Cinamon (2009) calls for research on WFC female professionals. To date, limited attention has been given to WFC of female doctors (e.g., Brown, 1992), though they engage in highly demanding work and experience reduced EWB (Walsh, 2012). This can especially be witnessed in Asian cultures, where females must combine occupational demands, marriage, motherhood, and extended family (Brown, 1992) which cause them to experience additional burdens and greater well-being issues than male counterparts (Goh, Ilies, & Wilson, 2015). Thus they need resources that reduce their WFC, and increase well-being. As such, this study examines ‘social support’ as one such resource that can positively impact the well-being of married female doctors. Using the Conservation of Resource (COR) Theory (Hobfoll, 1989) and other literature (Drummond et al., 2016; Greenhaus & Parasuraman, 1987; Lapierre, & Allen, 2006), the following hypotheses were developed to be tested.  H1: WFC has a direct negative impact on EWB  H1a : Work Interference with Family (WIF) conflict negatively impacts EWB  H1b : Family Interference with Work (FIW) conflict negatively imapcts EWB Next, based on the Social Support Theory (SST), the following hypotheses were developed.  H2: PSS has a direct positive impact on EWB (Direct effect)  H3: PSS indirectly impacts EWB through WFC (Indirect effect)  H3a: WIF conflict mediates the relationship between PSS and EWB  H3b: FIW conflict mediates the relationship between PSS and EWB  H4: PSS moderates the relationship between WFC and EWB (Buffering effect)  H4a: PSS moderates the relationship between WIF conflict and EWB  H4b: PSS moderates the relationship between FIW conflict and EWB A self-administered questionnaire was used for collecting data from a sample of 537 married female medical doctors employed in government hospitals in Sri Lanka (SL). EWB was measured with the 18-item scale by Zheng, Zhu, Zhao, and Zhang, 2015. WFC was measured using the 18-item multi-dimensional scale by Carlson, Kacmar, and Williams (2000) while PSS was measured using the multi-dimensional measure by Zimet, Dahlem, Zimet, and Farley (1988). Data were analyzed using the SPSS 23.0 software. Hypotheses 1 (H1a and H1b) and 2 were supported explaining direct effects. Partial mediation was supported in hypothesis 3 (H3a and H3b) as confirmed by the Sobel test calculation. However, the proposed buffer effect of PSS on the relationship between WFC and EWB as posited in H4 (H4a and H4b) was not supported. These results are consistent with the COR Theory and prior literature and the direct effects of SST, and the empirical literature supporting the indirect effects of social support. The results are inconsistent with the buffering hypothesis of the SST, indicating that in a collectivist culture like Sri Lanka, people have strong family ties, extended family support, and deep community bonds on which they are highly dependent on a daily basis, rather than seeking support in times of stress. The main contributions of this study are, i) it examines the relationship between WFC and well-being of female professionals, i.e., medical doctors, ii) assesses WFC, and its cross–domain linkages as a mediator between PSS and EWB outcomes, and iii) tests PSS in a different cultural context to see its effects. The main implications of this study are: 1) it provides insights on being proactive about well-being of married female doctors by taking steps such as introducing family-friendly employment practices and WLB programmes to the health sector of SL; 2) introducing transformations to the health sector by designing suitable interventions to help married female doctors (e.g., National Sick Doctors scheme, Telephone helpline, free counselling services, and psychotherapy for doctors) and 3) provide training and awareness programs for doctors to improve their social support systems and their own well-being.
Emotional Intelligence as a Predictor of Work-Life Balance with the Moderating Effect of Coworker Support
(Proceedings of the Annual Research Symposium 2012, Faculty of Graduate Studies, University of Kelaniya, 2012) Sangarandeniya, Y.M.S.W.V.; Wijewantha, P.
In the modern day employment context, with extensive demands placed on professionals, they are facing the challenge of striking a balance between their personal life and work-life, irrespective of whether they work in the state or the private sector. With the strenuous nature of the job and the limited amount of research tapping this area it was identified as appropriate to look at how the medical doctors strike a balance between their work and personal life. Accordingly, this study fills that gap in knowledge by looking at how Emotional Intelligence (EI) competency of doctors impact on their ability of striking a Work-Life Balance (WLB). EI is a cross-section of emotional and social competencies that determine how well people understand and express themselves, understand and relate with others, and cope with their daily demands and pressures. Further, it was tested whether the perceived co-worker support which is a key construct associated with work in the health sector is moderating this relationship between the independent and the dependent variable. EI was measured using the Trait Meta-mood scale whereas WLB was measured using the scale adopted by Rangreji (2010). Items measuring perceived co-worker support were adapted from the perceived organizational support scale used by Wayne, Shore, and Liden (1997). Data were collected from a sample of 244 doctors working in teaching hospitals using a self-administered questionnaire. The impact of EI on WLB was tested using simple regression analysis, whereas the impact of the moderating variable on this relationship was tested using the moderated multiple regression analysis. Results indicated that EI has a significant predicting effect on WLB of medical doctors and that relationship was significantly moderated by perceived co-worker support. Finally theoretical and practical implications are discussed.
Emotional Intelligence as a Predictor of Work-Life Balance with the Moderating Effect of Coworker Support
(University of Kelaniya, 2012) Sangarandeniya, Y.M.S.W.V.; Wijewantha, P.
In the modern day employment context, with extensive demands placed on professionals, they are facing the challenge of striking a balance between their personal life and work-life, irrespective of whether they work in the state or the private sector. With the strenuous nature of the job and the limited amount of research tapping this area it was identified as appropriate to look at how the medical doctors strike a balance between their work and personal life. Accordingly, this study fills that gap in knowledge by looking at how Emotional Intelligence (EI) competency of doctors impact on their ability of striking a Work-Life Balance (WLB). EI is a crosssection of emotional and social competencies that determine how well people understand and express themselves, understand and relate with others, and cope with their daily demands and pressures. Further, it was tested whether the perceived co-worker support which is a key construct associated with work in the health sector is moderating this relationship between the independent and the dependent variable. EI was measured using the Trait Meta-mood scale whereas WLB was measured using the scale adopted by Rangreji (2010). Items measuring perceived co-worker support were adapted from the perceived organizational support scale used by Wayne, Shore, and Liden (1997). Data were collected from a sample of 244 doctors working in teaching hospitals using a self administered questionnaire. The impact of EI on WLB was tested using simple regression analysis, whereas the impact of the moderating variable on this relationship was tested using the moderated multiple regression analysis. Results indicated that EI has a significant predicting effect on WLB of medical doctors and that relationship was significantly moderated by perceived co-worker support. Finally theoretical and practical implications are discussed.
Empathic Listening in Organizational Communication: Putting oneself in the other person’s shoe
(Communication. Relations. Management, Volumina. Szczecin. pp. 31-38, 2018) Wijewantha, P.
A common cause associated with most of the organizational problems are linked to listening issues of managers. If leaders or managers actively question and listen to their employees, it encourages dialogue and debate within the organization and thereby the employees will be encouraged to perform (Garvin, Edmondson and Gino, 2008). But what happens within the organizations is, when employees take their problems to the managers, the managers only tend to listen briefly to what is said by the employees, where as they are very quick in proposing their own solutions. But sometimes these solutions proposed do not pertain to the actual problems encountered by the employees, and thereby make the problems worse.
Employee Perceptions of Training and Perceived Firm Benefits in Small and Medium Scale Manufacturing Enterprises in Sri Lanka: A Conceptual Model
(Faculty of Commerce and Management Studies, University of Kelaniya, 2021) Nandasinghe, G.; Welmilla, I.; Wijewantha, P.
Every firm must deal with training, and the objective is to increase employee competency so that the organization's human resources are as efficient and effective as possible. The major goals of training are to expand, improve, and enhance employees' abilities, skills, capabilities, and knowledge, resulting in higher productivity. There hasn't been any research done on the perception of training in the small and medium enterprises (SME) in Sri Lanka, particularly in the manufacturing sector. Further research found that no one has looked into the reasons for not arranging training and the relationship between training and company benefits in Sri Lankan SME businesses. Therefore, this study focused on the employee perceptions of training and perceived firm benefits in manufacturing sector of SME in Sri Lanka and the SME owner’s perspective on the importance and benefits of training initiatives. To bridge the gap in the literature, this study proposes a conceptual model based on an extensive review of the literature. Hence, a research framework has been propounded to determine the relationships between identified constructs in a future study. This conceptual model provides information regarding an association between employee perception of training and perceived firm benefits of training. Furthermore, the model can be identified the mediation effect of motivation to learn on the relationship between employee perception of training and perceived firm benefits of training. In addition, the conceptual model will serve as additional literature on the employee perception of training and perceived firm benefits of training in the SME sector in Sri Lanka that has not been explored.
Global Leadership Development through Transformational Leadership and Psychological empowerment: A Study in Multinational Companies in Sri Lanka
(2015) Wijewantha, P.
Impact of Career Expectations and Organizational Commitment on Career Advancement: A Study of Executive-Level Female Employees in FMCG Industry of Sri Lanka
(Department of of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka, 2021) Madushani, S. K. S.; Wijewantha, P.
In today's challenging and competitive environment, organizations are making continuous efforts to ensure employee career advancement as a strategy of increasing the level of engagement of their employees. This study investigates the impact of career expectations and organizational commitment on the career advancement of executive-level female employees in the FMCG industry of Sri Lanka. Career advancement is a form of career development that includes promoting employees to management and or professional positions in organizations. Career expectations refer to authentic and attainable aims, as well as career goals that an employee intends to achieve. Organizational commitment refers to employees' responsibilities and obligations towards an organization. This study is carried out as quantitative, explanatory research. This quantitative study is a cross-industry research as primary data were collected from multiple organizations in the FMCG industry using a standard questionnaire. Data were collected from a sample of 185 female executives working in organizations representing the FMCG industry. Data were analyzed using SPSS. According to the results, career expectations significantly impact the career advancement of executive-level female employees. Furthermore, it was found that organizational commitment mediates the relationship between career expectations and career development. The results-based findings of this study have important implications to the manufacturing sector, which can think about designing career management and development strategies for their employees that cater to the employees' career expectations.
Impact of Employee Psychological Contract on Job Satisfaction: A Study in a Leading Pharmaceutical Products Marketing and Distribution Company in Sri Lanka
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, 2015) Premathilaka, A.M.H.K.; Wijewantha, P.
The problem addressed through this study is, ‘why non-managerial employees at the selected Pharmaceutical Products Marketing and Distribution Company are not satisfied with their jobs?’ Over the past few years, the concepts of psychological contract and job satisfaction have gained considerable attention among both practitioners and academics. Accordingly, the purpose of this study, based on literature is to examine the impact of employee psychological contract on job satisfaction. As such, this study has one hypothesis, which checks the direct effect of psychological contract of employees on their job satisfaction. The population of the study is non-managerial workers in the selected organization. Since it is not practically possible to deal with the whole population, a sample of 88 employees was selected using the convenience sampling technique to conduct the survey. This quantitative study follows the deductive approach. The survey instrument was a self-administered anonymous questionnaire developed using standard measures available for variables and it is in English language. The measure for job satisfaction was adopted from the validated Minnesota Job Satisfaction Questionnaire (Short version of the MSQ) and Psychological Contract Inventory (PCI) developed by Rousseau was used to measure that variable. The data collected were analyzed using the Statistical Package for Social Sciences (SPSS) 20.0. The findings show a significant, positive impact of employee psychological contract on job satisfaction. This study has three limitations such as single source bias, examines limited factors affecting job satisfaction, and focuses on a small sample.
Impact of employee psychological contract on job satisfaction: a study in a learning pharmaceutical products marketing and distribution company in Sri Lanka
(Faculty of Commerce and Management Studies, University of Kelaniya, 2015) Premathilaka, A.M.H.K.; Wijewantha, P.
Impact of Employer Brand Attractiveness on Intention to Apply for a Job: A Survey of Final Year Management Undergraduates
(Faculty of Commerce and Management Studies, University of Kelaniya Sri Lanka, 2022) Maheshika, G. A. P.; Wijewantha, P.
The purpose of this study is to investigate the impact of employer brand attractiveness on undergraduates’ intention to apply for a job in those particular employer organizations. With the increasing competition in the business world, the organizations face severe challenges related to recruiting talented professionals for organizations. In this backdrop of events the organizations need to ensure that their organization is identified as a sought-after employer by enhancing the level and quality of elements that make them an attractive employer. Accordingly, this study investigated particularly about five dimensions of employer brand attractiveness; value of interest, social value, economic value, development value, and value of cooperation of employer brand attractiveness. The study investigated the perspectives of prospective employees by taking all the final year undergraduates of state universities of management faculties located in the Western Province of Sri Lanka, as the population. The study tested one main hypothesis and five sub hypotheses. The data were collected from a convenience sample using a virtually circulated Google Form. The responses were received for the online survey from 210 final year management undergraduates and the data were analysed using the SPSS software. The results indicated that there is a significant positive impact of employer brand attractiveness on undergraduates’ intention to apply for a job in those particular employer organizations. These findings of the study provide a basis for research on the dimensions of employer brand attractiveness and also provides insights to the organizations and their respective HR Managers on enhancing the companies’ ability to attract talented individuals.
Impact of Home Demands on Burnout: A Study of State University Academics in Sri Lanka during the Covid-19 Pandemic
(Department of of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka, 2021) Madushani, M. K. L.; Wijewantha, P.
The purpose of this study is to examine the impact of home demands on the burnout of state university academics in Sri Lanka during the Covid-19 pandemic. Although the associations between home demands and burnout is well established in the Western literature, only a few studies have examined the impact of home demands on burnout in the Asian setting, including Sri Lanka. It is especially difficult to find this kind of studies done using state university academics as the sample. This study contributed to fill that gap in the literature by examining the impact of home demand variables (quantitative home demands, emotional home demands, and mental home demands) on burnout among the state university academics in Sri Lanka during the Covid-19 pandemic. This is quantitative research undertaken using the survey strategy by collecting data in one point of time. Primary data were collected from 128 respondents using a standard questionnaire developed using well-accepted standard scales. Simple regression analysis was used to test the hypotheses of the study. Analyzed results showed a positive impact of home demands on burnout of state university academics in Sri Lanka during the Covid-19 pandemic. In conclusion, this study raises the need for all universities to look at how the home demands impact burnout of state university academics in Sri Lanka during the Covid-19 pandemic and take the necessary steps to support them.
Impact of Immediate Supervisor's Transformational Leadership and Job Autonomy on Organizational Commitment: A Study of Executive-Level Employees in Pharmaceutical Industry of Sri Lanka
(Department of of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka, 2021) Madhushani, H. A. E.; Wijewantha, P.
This study aims to identify the role of job autonomy as a mediator between transformational leadership and organizational commitment. Accordingly, the study was undertaken by selecting a sample of executive-level employees within the pharmaceutical industry of Sri Lanka. Data for this quantitative, explanatory study were collected from a convenience sample of respondents out of the population, all executive-level employees of pharmaceutical companies in Sri Lanka, by using convenience sampling. A standard questionnaire was used to collect primary data adopting the survey strategy. A total of 150 responses were received, and the data collected were analyzed using SPSS (Statistical Package for Social Sciences). During the data analyses, initially, the data cleaning was performed. After that, the authors performed the preliminary analyses. The hypotheses were tested using simple regression analysis. The results indicated that there is a significant impact of transformational leadership and organizational commitment. The mediating effect of job autonomy was tested using Baron and Kenny's four steps three regressions approach and the SOBEL test. Results confirmed that job autonomy mediates the relationship between the immediate supervisor's transformational leadership and organizational commitment.
Impact of Job Demands on Stress: A Study of Academics in State Universities in Sri Lanka During COVID-19 Pandemic
(Department of of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka, 2021) Shahleen, M. R. F.; Wijewantha, P.
The purpose of this study was to investigate the impact of job demands on stress among the academics in the state universities in Sri Lanka during the Covid-19 pandemic. This study was carried out as a quantitative study which mainly focused on testing the developed theory-based hypotheses. The sampling technique of the study had to be convenience sampling. This is a cross sectional study, and a standard questionnaire was used to collect primary data following the survey technique. Questionnaire developed using well accepted standard measures was distributed among the academics from state universities via email and WhatsApp as a Google form. Out of the responses received, 135 usable responses were used in the data analysis. To analyze received data, SPSS 27.0 (Statistical Package for the Social Science) was used. Upon completion of the preliminary analyses, hypothesis was tested using simple regression analysis. Accordingly, it was found that there is a significant moderate positive relationship between job demands and stress. Job demands considered under this research were workload pressure, task interdependence, professional isolation, and work interference with family. The present study would provide the direction to HR policy makers across industries, academics, employees, government bodies and to the future researchers.
The Impact of Leadership Style on Employee Intention to Quit of Brandix Lanka
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, 2015) Udayanga, B.I.; Wijewantha, P.
The garment sector plays an important role for the economic development of the country. Employee turnover, which is considered to be one of the challenging in business nowadays, creates a similar challenge to organizations in the apparel industry as well. High employee turnover rate is a critical problem to the companies. This study attempted to examine the impact of leadership styles (Autocratic, Democratic and Laissez faire) on employee turnover measured in terms of intention to quit in Brandix Lanka Ltd, Ratmalana. This organization was selected as an organization which suffers largely from employee turnover. Data were collected from employees regarding their intention to quit and leadership styles of their supervisors through self-administered anonymous questionnaire. The sample consisted of 100 employees who are working in Brandix Lanka Ltd in Ratmalana. Preliminary analyses were performed initially evaluate the suitability of the data for hypotheses testing and later regression analysis was performed for hypotheses testing. It was identified that there is a positive relationship between autocratic leadership, a negative relationship between democratic leadership and a negative relationship between laissez faire leadership and intention to quit of employees.