Human Resource Management
Permanent URI for this collectionhttp://repository.kln.ac.lk/handle/123456789/217
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Item Occupational Health and Safety (OHS) and Organizational Commitment: Evidence from the Construction Industry of Sri Lanka(Paper presented at III Human Capital in Enterprise and Economy – Perspective of Management and Economics Conference, University of Szczecin, Poland, 2018) Wijewantha, P.This study examines the relationship between OHS management practices and employee organizational commitment in the construction industry of Sri Lanka. The survey was carried out among labourers in the construction industry, chosen using convenience sampling. Data were collected by distributing a self-administered anonymous structured questionnaire among 250 labourers where 155 were received. Data analyses were performed using the SPSS 23.0. Upon completing the preliminary analyses, the relationship was determined using correlation and regression analyses. Results indicated a significant positive relationship between OHS management practices in the industry and forms of organizational commitment – affective, normative, and continuanceItem 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 Protean Career Attitude And Organizational Commitment A Study Among Mid- Career MBAs(University of Kelaniya, Sri Lanka., 2012) Wijewantha, P.Commitment is an attitude reflecting an employee's loyalty to the organization, and an ongoing process through which organization members express their concern for the organization and its continued success and well being. With the increasing mobility of employees especially the mid careers, the HR Departments are highly concerned about maintaining the level commitment and loyalty of employees towards their organizations. Given this continuing importance of organizational commitment, this study examines the impact of mid career manager’s protean career attitude on organizational commitment with the moderation effect of developmental opportunities. Despite the growing concern on protean career attitudes in the international research domain little empirical evidence is available with regard to it in the Sri Lankan context and this study attempts to fill that knowledge gap. Affective, continuance and normative commitment are identified as the dimensions of organizational commitment where as self-directed career management and values-driven career management are identified as the dimensions of protean career attitude. Data was collected from a convenience sample of 92 part-time MBAs using a self administered questionnaire. Meyer and Allen’s 24 item Organizational Commitment Questionnaire (OCQ) was used to measure organizational commitment where as the protean career attitude was measured using the 14 item Protean career attitude scale of Briscoe and Hall. Data collected were analyzed using correlation, regression, or moderated multiple regression. Perceived organizational and supervisor support, organizational culture and leadership style of the supervisor are controlled for in the data analysis. There exists a negative relationship between protean career attitude of mid career managers and organizational commitment, where the development opportunities moderated this relationship. This means higher developmental opportunities resulted in higher commitment even for those with higher levels of protean career attitude. Finally the practical and theoretical implications are discussed.