Volume 12 - Issue 2 - 2017
Permanent URI for this collectionhttp://repository.kln.ac.lk/handle/123456789/29542
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Item The Impact of Employer-Employee Relations on Employee Commitment: A Case from Sri Lanka(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka, 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 Impact of Organizational Citizenship Behavior on Role Conflict: A Study of a Leading Paints Manufacturing Company in Sri Lanka(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka, 2017) Silva, H. M. S. V.; Ranasinghe, W. A. C. U. K.The purpose of this study was to investigate the impact of Organizational citizenship behavior (OCB) on Role conflict in a leading paint company Sri Lanka. This is a quantitative study conducted within the positivistic research philosophy using the deductive approach. This study was carried out as cross sectional study with a sample of 150 operational level employees who are directly engaged with the production process. Simple random sampling and survey strategy was followed in the study. A self-administered, anonymous, pre-tested questionnaire was used for data collection purpose. A theoretical basis for a relationship between OCB and role conflict was identified using Role theory. The first hypothesis was tested using multiple regression analysis and it was possible to conclude that there is a that 60 % of the variance in role conflict of operational level employees is explained by organizational citizenship behavior alone. The dimensional analysis was conducted to test sub hypotheses of H1 and it revealed that civic virtue as a most influential dimension (ß =.580, p < 0.05) of OCB on role conflict of operational level employees. As the number of studies testified OCB on role conflict in the Sri Lankan context is limited the present findings have implications for researchers and practitioners to identify efforts that work toward increasing commitment of team members, thereby increasing organizational citizenship behavior in the organization.Item Effect of Employee Welfare Facilities on Employee Retention: A Study of Cabin Crew Employees in Sri Lankan Airlines(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka, 2017) Harshani, M. D. R.; Welmilla, I.The employee welfare facilities are recognized as one of a prominent Human Resource Management section in current world. This study is to discuss the effect of employee welfare facilities on cabin crew employee retention in Sri Lankan Airlines. The main objective of the study was to examine the effect of Employee Welfare Benefits to the Retention of the Employees among Cabin Crew Employees in Sri Lankan Airlines. To achieve this objective two hypotheses were developed and tested. The independent variable and the dependent variable of the study was welfare facilities and employee retention respectively. The validity and reliability of the instruments was tested by using Cronbach’s Alpha and test-retest methods. The type of this study is hypothesis testing and it was conducted in the natural setting with less interference of the researcher. The study is a cross-sectional in time and the primary data was collected by using random sampling technique and sample size was 40 cabin crew employees who are working in Sri Lankan Airlines. The unit analysis was at individual level. Data was collected through a structured questionnaire. The offline method was used to gather the data and the primary data set was used. The correlation and regressions methods were performed to test hypotheses and analyzed data. Findings of the study reveal that employee welfare facilities positively and significantly effect on employee retention and there is a positive strong relationship between employee welfare facilities and employee retention. As a significant factor, welfare facilities should be enriched by the management to get the maximum benefits from the employees.Item Workplace democratic practices and industrial relations climate: a study on large scale Apparel company in Western Province, Sri Lanka(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka, 2017) Vidyarathne, C. N.; Dhammika, K. A. S.; Mendis, M. V. S.Workplace democracy is often associated with increased employee engagement and involvement, innovation and increased employee commitment. It is one of the important concepts in today’s business world and through our research we have find out its impact on industrial relations climate. The research was carried out in a large scale apparel manufacturing organization of Sri Lanka, which is further known as a major player in the apparel manufacturing industry. This study empirically evaluated five workplace democratic practices (open communication, improved trust and less fear, employee empowerment, freedom of association and meaningful work) and their likely impact on the industrial relation climate in the Sri Lankan large scale apparel manufacturing organization. Non-executives of the selected organization were investigated by using a sample of 200 employees. Data collection was done by using a self-administrated structured questionnaire. The study confirmed that workplace democratic practices are significantly correlated with industrial relations climate. The findings of the study indicate that open communication, improved trust and less fear, employee empowerment, freedom of association variables were positively and significantly correlated with industrial relation climate whereas the meaningful work was negatively correlated with industrial relation climate.