Human Resource Management
Permanent URI for this collectionhttp://repository.kln.ac.lk/handle/123456789/217
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Item The impact of employer-employee relations on employee commitment: a case from Sri Lanka(Kelaniya Journal of Human Resource Management, 2017) Sawithri, L.D.; Nishanthi, H.M.; Amarasinghe, K.G.Many factors influence the employee commitment in an organizational setting, where the employer-employee relationships play a significant role. There have been a considerable amount of research conducted to identify the impact of supervisor relationship on employee commitment. In this paper, the researchers specifically analyzes the impact of line manager relationship and trust with senior management on employee commitment with reference to Ceylon Electricity Board (CEB) in Sri Lanka. The study is of deductive in nature. Primary data have been collected through a structured questionnaire using a random sample of CEB including 86 assistant level employees where data were obtained from 54 respondents. According to the results of the study, it shows a high positive impact of the line manager relationship and trust in senior management on employee commitment at CEB which directly relates with productivity. Hence, it is recommended to grow and uplift the employer-employee relationships through greater coordination and building a climate of trust.Item The Impact of Job Tension on Job Satisfaction: A Study on Executive Level Employees of the Apparel Industry in Anuradhapura District of Sri Lanka(Kelaniya Journal of Human Resource Management, 2018) Yasarathne, K.H.V.P.; Nishanthi, H.M.; Mendis, M.V.S.Apparel industry in Sri Lanka has become major contributor to Sri Lanka’s economic development. Due to supply of low cost creative labour and organizational friendly government policies, many international apparel brands and apparel firms are outsourcing their manufacturing functions to Asian countries. Of those, Sri Lanka is a leading country where most apparel sector giants are interested to invest in. Further, in Sri Lankan context apparel sector is highly competitive as quite a number of big giants such as MAS Holdings, Brandix Apparel Lanka Ltd, Hela Clothing (Pvt) Ltd are operating in the market. Due to this high competitiveness in the industry, greater struggle is visible to attract and retain key talent. However, retaining talent has become difficult due to the job tension associated with high competitiveness. In the current study, the researchers attempt to investigate in depth the impact of job tension on job satisfaction of the executive level employees of the Apparel Industry, with special reference to Anuradhapura District. The executive level employees in three leading garment manufacturing organizations in Sri Lanka were investigated through a sample of 100 employees. Simple random sampling method was used to select the representative sample. A self-administrated structured questionnaire was used to collect data. The correlation analysis and regression analysis were used to test the research hypotheses. The study confirmed that job tension is significantly correlated with employee job satisfaction. The findings of the study also indicated that there is a strong negative relationship between job tension and job satisfaction of executive level employees. This study directly provides a major theoretical contribution filling the gaps of former studies which were done on apparel sector. The findings and the recommendations of the current research directly addresses lot of practical issues related to job tension and job satisfaction faced by the apparel firms.Item The Impact of Human Resource Management Practices on Impersonal Organizational Trust (With special reference to financial institutions in Sri Lanka)(Kelaniya Journal of Management, 2018) Nishanthi, H.M.; Kulathunga, M.G.M.D.The main purpose of this study was to identify whether there is a significant impact of identified strategic human resource management practices (learning and development, communications, performance evaluations and rewards, career opportunities, participation, job design) on impersonal organizational trust with the backing of Social Exchange Theory. This was a cross sectional field study of quantitative nature. Primary data were collected using a well-structured questionnaire. Sample consisted of 100 executive and above employees in the financial institutions in Western Province of Sri Lanka. Descriptive statistics, Pearson correlations and regression analysis were used to analyze data and make conclusions. Findings of the study revealed that there is a significant positive impact of HRM practices on impersonal organizational trust. It revealed that employee trust on the functioning of the entire organization depends on the perceptions of fairness and well-execution of the HRM practices.Item Perceived employee voice and organizational commitment: a case from Sri Lanka(Department of Human Resources Management, Faculty of Commerce & Management Studies, University of Kelaniya,Sri Lanka,2018. Asian Journal of Empirical Research 2018, 2018) Prasadika, G.H.H.P.; Nishanthi, H.M.Committed employees within the organization have become more valuable for the organizations which highly focus on to sustain and develop in this competitive business world. The main purpose of this research was to identify the impact of perceived employee voice on organizational commitment and identify the mediating effect of employee line manager relationship and employee trust of senior management on organizational commitment. To assess the aforesaid relationships, a standard pre-tested questionnaire was used to collect data. Correlation and simple regression analyses were used to analyze data. It was found that perceived employee voice has a significant impact on the organizational commitment. Further, employee line manager relationship and employee trust on senior management on organizational commitment partially mediated the relationship among perceived employee voice and organizational commitment and all the hypothesis were accepted. It was further suggested to strengthen the relationship between employees and management via allowing better voice to gain commitment to the organisation.Item 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.