Human Resource Management
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Item Telecommuting on Women’s Work-Family Balance through Work-Family Conflicts(2023) Rebecca, E.; Jayawardana, A.K.L.This study draws on the work-family border theory to examine the impact of telecommuting on work-family balance through work-family conflicts and managing psychological borders. Since telecommuters lack physical boundaries and work within psychologically created borders, it is more challenging for women telecommuters to balance work and family responsibilities while working from home as telecommuters. Although available literature has illuminated this concern, there is a dearth of literature on managing psychological borders. Addressing this gap, this study explores the impact of telecommuting on work-family balance (WFB) through the bi-directional nature of the mediating effect of work- family conflict and the moderating impact of mindfulness, which will be empirically tested. The research adopted a cross-sectional survey strategy to conduct quantitative research on women telecommuters in the information technology industry in Sri Lanka. Interestingly, the findings of this study reveal that telecommuting has an impact on WFB, and that the trait of mindfulness was found to impact women telecommuters’ WFB significantly. The study contributes to the existing literature by incorporating mindfulness as a moderator and highlights the importance of developing the trait of mindfulness, since it is not innate in most people.Item Factors affecting the performance of operational level employees in vogue tex (pvt) ltd(Global academic research institute, Colombo Sri Lanka, 2023) Rebecca, E.; Gunasekara, V.M.In contemporary business environment, apparel industry has been identified as a one of the most challenging and competitive industries among the other sort of industries. For endurance, apparel industry needs to have a mean of achieving competitive advantage. Basically this competitive advantage has been achieved by the apparel industry via human resources. Human resource has been identified as the only living resource among the other resources which has the capability to think, innovate and create etc. Consequently, human resource is viewed as a basic factor which pushes an organization towards the goal achievement. Hence, organizations are very sensitive on performance of the employee and on the factors that affect the performance of employees. This study was undertaken to identify the significance of the factors that affect performance of the operational level employees’ in Vogue Tex (Pvt) Ltd. This study was a cross sectional study with the sample of 96 operational level employees of Vogue Tex (Pvt) Ltd. In order to select the sample, convenience sampling method was applied. Data were collected through standard questionnaire and to analyses the data, descriptive statistics, Simple ranking method and Factor analysis were performed using IBM SPSS 20. Based on the empirical findings, researchers have tested eight factors namely, Working Environment, Organizational Culture, Personal Factors and Problems, Compensation & Reward System, Job content, Leadership, Team Cohesiveness and Training. All of these eight factors have been affected significantly in determining performance of the operational level employees. However, based on the findings, researchers have found that Training and Organizational Culture are the major and the most prominent determinants of the performance of the operational level employees. Hence, it has been concluded that Organizational culture and the Training are the most important factors when articulating the performance level of the operational level employees in the Vogue Tex (Pvt) Ltd.Item Determinants of Student Satisfaction in Online Tutorials: A Study of an Online Education Academy(University of Ruhuna Sri Lanka, 2023) Nandasena, N.P.H.; Rebecca, E.Distance learning is gaining popularity as a competitive alternative to traditional classroom instruction. Educational institutions that offer formal classroom education also incorporate distance learning courses due to the benefits it provides, such as low cost, wider access, and shared resources. To investigate student satisfaction in e-learning, this study focused on final-year students of ABC Online Academy in Colombo, Sri Lanka. Data were collected through self-administered questionnaires to assess students’ satisfaction. The study adopted a cross-sectional approach, utilizing a single source of data. A random sampling method was employed, resulting in 145 valid questionnaires from the students of the online education academy. Hypotheses were tested using the Pearson correlation coefficient and regression analysis. The study findings indicated that students' satisfaction is determined by course structure, the flexibility of online tutorials, the quality of online tutorials, and technology quality. The implications of these results for theory and practice were also discussed. Consequently, the study suggests that management should prioritize attention to course structure, the flexibility of online tutorials, the quality of online tutorials, and technology quality, as these factors are linked to increased student satisfaction. So, this research contributes to the existing literature on student satisfaction and e-learning context by examining the determinants of student satisfaction in online tutorials.Item Effect of Social Support on Job Satisfaction in a Reputed Telecommunication Company(Chartered Institute of Personnel Management Sri Lanka, 2023) Nanayakkara, Ann; Rebecca, E.Social support has been recognized as an essential tool that can support workers in keeping their efforts goal-directed and improving their quality of life. Research on social support and job satisfaction has yielded mixed results. This research aims to determine how social support affects job satisfaction at a Sri Lankan telecommunications company. This study also addresses knowledge and empirical gaps by examining the relationship between Social Support and Job Satisfaction. Even though the link between social support and job satisfaction has been proven in western literature by mental health organizations, there is relatively little research that has examined this relationship in the Sri Lankan context, particularly in the telecommunications sector. The current study investigated how those factors related to one another and how they affected workers. This deductive method was applied using an online survey research method and a quantitative research methodology. The population of the study was all levels of employees at a reputed Telecommunication Company, and the sample size was 175 observations, with primary data employed as a data source. SPSS - version 23.0 was used to analyze the data, and correlation and regression were employed. According to the study's findings, since social support is an essential buffering mechanism that helps enhance job satisfaction, employers and employees must be proactive in building a robust social network to help them achieve job satisfaction.Item Organizational Justice and Innovative Work Behavior: Effect of Knowledge Sharing(Chartered Institute of Personnel Management Sri Lanka, 2023) Nathasha, W. S. A. U.; Rebecca, E.The current imperative is to encourage employees to behave innovatively at work. Prior research has documented the influence of organizational justice on innovative work practices. However, the majority of this research comes from the context of information technology. Moreover, the underlying mechanism linking these variables, namely, the role of knowledge sharing, is sparse. This paper aims to examine the mediating role of knowledge sharing in the relationship between organizational justice and innovative work behavior and to address the problem of a lack of innovation among executive employees of the selected Sri Lankan construction company. The study was conducted by using a simple random sample from a construction company, and the time horizon was cross-sectional. Individual-level was the unit of analysis. Employees who were at the executive level were included as respondents in this survey. After reliability and validity were confirmed, the study's measurements were of a high caliber. The executives of a construction company are surveyed using a questionnaire survey method. A total of 118 valid questionnaires are collected. The hypotheses were examined using Pearson's correlation coefficient and linear regression analysis According to the study, organizational justice significantly influences how creatively employees behave at work. Additionally, it has been discovered that knowledge-sharing mediates the relationship. This paper is only intended for the executive employees of a particular Sri Lankan construction firm. Future researchers will be able to acquire data from various sources, mixing experimental settings with real-world circumstances, strengthening the scientific quality of research methodologies and raising the credibility of research findings. This study emphasizes knowledge-sharing as an underlying mechanism to demystify the relationship between organizational justice and innovative work behavior. An improvement is made to the theoretical framework that now describes the results of organizational justice.Item Impact of Work-Family Enrichment and Work-Family Conflict on Turnover Intention: Employees in a State Bank in Sabaragamuwa Province, Sri Lanka(Chartered Institute of Personnel Management Sri Lanka, 2023) Nandasena, N. P. H.; Rebecca, E.Many obligations at work and at home result in both negative (work-family conflict) and positive (work-family enrichment) spillover, which influence the effectiveness of people in both their lives at work and home. This has led to expanding research into the relationship between work and family. The outcomes of the two components of work-family relationships, work-family enrichment and work-family conflict, vary. This study examined the combined impact of work-family conflict and enrichment on intention to leave among state bank employees in Sri Lanka's Sabaragamuwa Province. Using self-administered surveys, the enrichment and conflict of work-family relationships were measured. The research used a single data source and a cross-sectional design. The data from 250 valid surveys were collected using a simple random sample technique. The hypotheses were examined using Pearson's correlation coefficient and multiple regression analysis. The findings from the research indicate that a simultaneous experience of less work-family conflict and more enriching experiences at work will provide tremendous benefits and long-term benefits to organizations. The implications of these results for theory and practice are also discussed. As a result, it is proposed that management should pay special attention to enhancing work-family enrichment since this appears to be linked to decreased turnover intention. By examining the connection between work-family enrichment and results that are relevant to the workplace, this study adds to the body of work-family literature.Item Organizational Justice and Innovative Work Behaviour: Effect of Knowledge Sharing(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya Sri Lanka, 2022) Nathasha, W. S. A. U.; Rebecca, E.The current imperative is to encourage employees to behave innovatively at work. Prior research has documented the influence of organizational justice on innovative work practices. However, most of this research comes from the context of information technology. Moreover, the underlying mechanism linking these variables, namely, the role of knowledge sharing, is sparse. This paper aims to examine the mediating role of knowledge sharing in the relationship between organizational justice and innovative work behaviour and to address the problem of a lack of innovation among executive employees of the selected Sri Lankan construction company. The executives of a construction company are surveyed using a questionnaire survey method. A total of 118 valid questionnaires are collected. According to the study, organisational justice significantly impacts how creatively employees behave at work. Additionally, it has been discovered that knowledge-sharing mediates relationships. This paper is only intended for the executive employees of a particular Sri Lankan construction firm. Future researchers will be able to acquire data from various sources, mixing experimental settings with real-world circumstances, strengthening the scientific quality of research methodologies and raising the credibility of research findings. The results show that organizational justice impacts knowledge-sharing and innovative work practices. Additionally, it was revealed that the above relationship is partially mediated by knowledge sharing, which affects employees' innovative work behaviours. This study emphasizes knowledge-sharing as an underlying mechanism to demystify the relationship between organizational justice and innovative work behaviour. An improvement is made to the theoretical framework that now describes the results of organizational justice. Keywords: Innovative work behaviour, Innovation, Knowledge sharing, Organizational justice, Organizational performance.Item The visionary leadership for sustainable development(The Faculty of Management Studies,The Rajarata University of Sri Lanka (RUSL), 2023) Harshani, M.D.R.; Rebecca, E.Zealand has taken the necessary steps to move towards renewable energy sources. New Zealand is one of the most non-polluted countries with clean air and water. Most of the triple bottom-line leaders have implanted a sharing economy using the available resources for multiple purposes. 21st-century leadership must practice triple bottom- line leadership since the Earth is at a huge risk of climate emergency. The failed leadership who cannot understand the climate emergency and ssv9nece will take the nation into disasterItem The Impact of Trainee Characteristics, Training Design, and Work Environment on the Transfer of Training: A Study of Executive Level Employees of a Selected Tea Manufacturing Company in Sri Lanka(International Journal of Research and Innovation in Social Science, 2023) Rebecca, E.; Sangarandeniya, Y. M. S. W. V.The primary purpose of this study was to identify the factors affecting the Transfer of Training. The current study was designed to study three main factors: Trainee Characteristics, Training Design, and Work Environment which were identified as possible factors that influence the Transfer of Training. Standard questionnaires were used to collect primary data for the study. This is a cross-sectional study done in a non- contrived setting. The study respondents were the entire population of 105 executive-level employees who had attended training programs in the selected organization and the final sample was 88 executive-level employees. Descriptive statistics, correlation analysis, simple regression analysis, and multiple regression analysis were used to analyze the data. According to the results of correlation analysis, it was revealed that there is a positive relationship between all three independent variables (Trainee Characteristics, Training Design, and Work Environment) and the Transfer of Training. The results of simple regression analysis revealed that Trainee Characteristics, Training Design and Work Environment significantly and positively impact the Transfer of Training. Moreover, the multiple regression analysis results indicate that there is a significant impact of the Work Environment and Training Design on the Transfer of Training, compared to the influence of Trainee Characteristics. Therefore, this study suggests that organizations can successfully achieve the expected outcomes from their training programs by ensuring the transfer of training through proper designing of the training programs and improving factors related to the work environment. This study was carried out only on one organization that operates in the tea manufacturing industry in Sri Lanka, and future researchers can extend the scope of this study by investigating other industries and other country contexts.Item The impact of Telecommuting on Work – Family Balance: Mindfulness and Family Supportive Supervisory Behaviour(Postgraduate Institute of Management (PIM), 2022) Rebecca, E.Purpose: The COVID-19 epidemic and recent global crises have altered the entire world, requiring many professionals to telecommute from home. Women telecommuters face a bigger struggle in managing work and family compared to men, since telecommuters lack physical borders and work. within psychologically created borders. Although the prevailing literature has been highlighting this concern, there is a dearth in the literature on the manner in what factors causes to managing. psychological borders. Addressing this gap, this study explores the impact of telecommuting on the work-family balance. Further, mediating effect of the bi-directional nature of work-family conflict, and the moderating impact of mindfulness and family-supportive supervisory behaviour will be empirically tested with the support of the Work – Family Border Theory and the Social Support Theory. Design/Methodology: The research adopted a cross-sectional survey to conduct quantitative. research on a sample of 350 women telecommuters in the information technology (IT) industry in Sri Lanka. A sample of women telecommuters was selected using a method of purposeful. sampling, and a self-administered questionnaire was used to collect the data, which was then analysed using the Structural Equation Modeling (SEM) and AMOS. Findings: The empirical findings of the current study indicate that telecommuting has a statistically significant detrimental influence on balancing both work and family domains. The mindfulness trait was found to impact telecommuters' ability to manage work positively–family balance through work to family conflict and family to work conflict. In addition, it was found that family supportive supervisory behaviour (FSSB) plays a positive influenceable role in telecommuting and conflicts between work and family to work. Also, it has been found that mediating impact of work to family conflict is higher than the impact of family to work conflict on balancing work – family balance. In addition, it was discovered that FSSB has a beneficial influencing function between telecommuting and bi – directional way of work – family conflict. Theoretical implications: The study contributes to the existing literature by incorporating the trait of mindfulness as moderator of managing psychological borders when working from home as a telecommuter. In addition, according to the Social Support Theory, the beneficial moderating impact of family supportive supervisory behaviour (FSSB) on the relationship between work– family balance and bi-directional nature of work – family conflicts have been identified. Further, through this study, it has been found that work to family conflict has a greater impact on the relationship between telecommuting and work-family balance than family to work conflict. Managerial implications: This implies the importance of developing mindfulness and suggests that organisations, training institutions, and counselors can focus on strengthening this trait by implementing various personality training programmes since mindfulness is not innate. Further, management can follow family supportive supervisory behaviour to achieve a work-family balance while performing duties from home by minimising the consequences of conflicts of work to family and family to work. Furthermore, organisations should introduce and implement new policies and procedures pertaining to this expanding flexible working system, as existing policies and working scheduling practices may be outdated or were developed decades ago based on employee beliefs and face-to-face supervision systems. Originality/Value: This study reveals the impact of telecommuting on work-family balance and, conceptualised and proposed the moderating role played by the trait of mindfulness in managing psychological borders to validate Work–Family Border Theory further. Further, this study asserts that FSSB moderates the impact of telecommuting on bi-directional nature of the conflicts which causes work – family imbalance.