5th Student Symposium - 2018
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Item Determinants of Employee Job Satisfaction: A Case of ABC (Pvt) Limited(5th HRM Student Research Symposium 2018, Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka, 2018) Wanaguruge, H. D.; Padmasiri, M. K. D.This study focused on investigating factors affecting job satisfaction of non-executive employees in ABC (Pvt) Limited. The study used quantitative methods and survey strategy was followed. Data were collected using a standard questionnaire from 101 non-executive level employees. Findings revealed that there is a strong relationship between salary and job satisfaction and poor relationship between supervisor support and employee job satisfaction. Findings suggest to provide a reasonable salary for employees in order to enhance their job satisfaction and improve management practices to train supervisors, obtain frequent employee feedback to ensure supervisor support while removing communication barriersItem An Empirical Study on Factors Causing the Less Motivation Behavior of Operational Level Employees in the Apparel Industry of Sri Lanka; With Reference to Embilipitiya Area(5th HRM Student Research Symposium 2018, Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka, 2018) Hapuarachchi, D. P.; Padmasiri, M. K. D.This study focuses on the factors causing to less motivation behavior of operational level employees in the apparel industry in Embilipitiya, Sri Lanka. Data were collected from 100 lower level employees of garment factory by using structured questionnaires. The applied sampling technique was simple random sampling method. The data were analyzed using descriptive statistics, one way ANOVA test, and Pearson correlation and regression analysis. Findings revealed that salary, working conditions, supervision and organization policies caused to employees motivation. Accordingly, the study suggests to strengthen these factors to enhance motivation of lower level employees.Item The Impact of Training and Development on Employee Performance at Semi-Government Sector Organizations in Sri Lanka(5th HRM Student Research Symposium 2018, Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka, 2018) Siriwardhana, A. D. G.; Padmasiri, M. K. D.This study attempts to identify the impact of training and development on employee performance of executive level employees at two semi-government organizations in Sri Lanka. Further, it examines the relationship between training and development and employee performance, the level of performance and measure the differences of employee performance based on age and gender differences. This study was a quantitative and cross sectional survey where data was collected through a structured questionnaire. Convenience sampling technique was applied to select the sample and the sample consisted of 99 executive level employees. The data were analyzed using the computer based statistical data analysis package, SPSS (Statistical Package for Social Science) and Correlation and Regression analysis were used as analytical tools. Finding revealed that there is positive impact of training and development on employee performance of executive level employees. Accordingly, the researcher suggests to establish proper training and development programs to ensure higher level performance from employeesItem The Impact of Welfare Facilities on Employee Retention: A Study of Operative Level Employees in the Apparel Industry(5th HRM Student Research Symposium 2018, Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka, 2018) Maduwanthi, M. A. N.; Padmasiri, M. K. D.The purpose of this study was to identify the impact of welfare facilities on the employee retention of operative level employees in apparel industry in Sri Lanka. The study was quantitative and a cross-sectional survey design was followed. Data were collected using convenience sampling technique and 120 operation level employees who are working in the selected apparel organization were selected. The data were analyzed using the computer based statistical data analysis package, SPSS (Statistical Package for Social Science) and Correlation and Regression analysis were used as analytical tools. Findings of the study revealed that employee welfare facilities positively and significantly impact on employee retention and there is a positive relationship between employee welfare facilities and employee retention. As a significant factor, welfare facilities should be enriched by the management to retain employees in the organizationItem Features of an Online Job Advertisement that mostly Influence Job Seekers’ Intention to Apply for a Particular Job Vacancy: Moderating Role of Organizational Attractiveness(5th HRM Student Research Symposium 2018, Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka, 2018) Neydorff, I. S. F.; Jayarathana, S. M. D. Y.Presently, the world of recruitment pays an increasing interest on online recruitment where designing an attractive online job advertisement has become crucial to attract potential applicants’ intention to apply for a particular job vacancy. To design an online job advertisement that trigger intention to apply for a job vacancy, recruiters should pay close attention to the content or the features of the advertisement. Thus, this study focused on determining the features that significantly affect intention to apply of Commerce and Management undergraduates in the University of Kelaniya, Sri Lanka and the moderating role of organizational attractiveness. Data were collected from 146 respondents through a questionnaire developed using standard measures validated by previous researchers. The researcher found that organizational culture and HR offerings are the two features considered by the most respondents out of work characteristics, employee portrayal, organizational culture, aesthetic appeal of the advertisement and HR offerings. Furthermore, the study revealed that organizational attractiveness as a strong moderator to strengthen the relationship between features of an online job advertisement and intention to apply. The study contributes to knowledge domain on recruitment while adding valuable insights to recruitment personnel and organizations in identifying features of an online job advertisement that mostly considered by applicants who intend to apply for a particular companyItem The Effect of Financial and Non-Financial Rewards on Employee Performance(5th HRM Student Research Symposium 2018, Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka, 2018) Wijesooriya, W. A. K. P.; Jayarathana, S. M. D. Y.Employee performance is substantial to any organization as it drives the business for success or failure. Thus, researchers continuously focus on conducting studies around this phenomenon. Though there are several studies on employee performance, there are still debates on how financial and non-financial rewards impact on employee performance. Hence, this study investigates the effect of financial and non-financial rewards on employee performance of employees at Emjay Penguin (PVT) Ltd. With the support from previous theoretical models and literature, the researcher has developed hypotheses, and used a personally administered questionnaire developed using standard measures ensured the reliability and validity. An exploratory cross sectional quantitative research design is applied to a sample of 90 respondents. Correlation and multiple linear regression analysis are used to test seminal theory that predict relationships between financial and non-financial rewards on employee performance. Findings revealed that financial and non-financial rewards have a significant positive relationship with employee performance where non-financial rewards have slighter higher impact than financial rewards on employee performance.Item Impact of Job Satisfaction on Organizational Citizenship Behavior(5th HRM Student Research Symposium 2018, Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka, 2018) Madhushanki, P. A. S.; Jayarathana, S. M. D. Y.Although a vast amount of researches have been done on the relations of job satisfaction and Organizational Citizenship Behaviours (OCB) in western or foreign context, there is a little empirical evidence in domestic context. Further, researchers argue that OCB can be diverse in different cultures. Thus, this study was conducted to identify the impact of job satisfaction on OCB in Sri Lankan context. Sample of the study was 70 managerial level employees in Hirdaramani Knit Apparel Wathurugama and Kiridiwela clusters and used personally administered questionnaire developed using standard measures. Multiple linear regression was used to test the developed hypotheses while percentage and graphs were employed for the purpose of descriptive analysis. The findings showed that job satisfaction significantly impact on OCB. Furthermore, the study examined the impact of dimensions of job satisfaction both extrinsic and intrinsic on OCB and revealed intrinsic job satisfaction explains more on OCB than extrinsic job satisfaction. Therefore, this study highlights the significant of maintaining employees’ job satisfaction and specially providing intrinsic motivational factors to enhance OCBItem The Impact of Job Involvement on Job Hopping of Marketing Employees of “Y” Generation in Telecommunication Sector in Sri Lanka(5th HRM Student Research Symposium 2018, Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka, 2018) Arachchi, D. K. K. K.; Jayarathana, S. M. D. Y.The main purpose of the study is to examine the impact of the job involvement on job hopping of marketing employees of “Y” generation in telecommunication sector Sri Lanka. Further, this study examines the moderate impact of organizational commitment on the relationship of job involvement and job hopping. This is a quantitative, cross sectional study which was carried out as an individual level study with a sample of 100 marketing employees, whose age range is 24-38 (Y generation). Survey strategy was followed and self- administered pre tested questionnaires were used to collect data. The study revealed that there is a negative relationship between job involvement and job hopping and organizational commitment significantly moderates the impact on the relationship of job involvement and job hopping. This study will significantly help managers to identify how to reduce job hopping of employees by increasing job involvement and organizational commitment.Item The Impact of Person-Environment Congruence on Employee Retention Intention of Machine Operators in Selected Apparel Firms in Gampaha District, Sri Lanka(5th HRM Student Research Symposium 2018, Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka, 2018) Perera, A. A. A. I.; Weerasinghe, T. D.This study examined the impact of person-environment congruence (i.e., employee-organization congruence, employee-job congruence and leader-follower congruence) on employee retention intention of machine operators in apparel companies. Data were collected through a structured questionnaire. Convenience sampling technique was applied to select the sample, and the final sample consisted of 88 machine operators from two apparel firms in Gampaha district in Sri Lanka. The data was analyzed using the computer based statistical data analysis package, SPSS (Version 23.0). Findings revealed that there is a significant impact of Employee-organization congruence, Employee-job congruence and Leader-follower congruence on employee retention intention. Furthermore, results indicated that employee-organization congruence was highly impact on employee retentionItem The Effect of Marital Status upon the Relationship between Career Attitudes and Subjective Career Success(5th HRM Student Research Symposium 2018, Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka, 2018) Withanage, V. S.; Weerasinghe, T. D.The purpose of this paper is to analyze the effect of civil status upon the relationship between career attitudes and subjective career success. By reviewing the literature, it is found that there is a relationship between career attitudes of oneself and their subjective career success, and the gender has an effect on this, yet the effect of marital status is an untouched topic. This study is quantitative and data were collected through a structured questionnaire. The convenience sampling technique was applied to select the sample, and the final sample consisted of 62 working employees in Sri Lanka. The data was analyzed using SPSS statistical package and correlation, regression and ANOVA tests were used. The study found that there is a moderate positive relationship between self-directed career attitudes and subjective career success, marital status has a moderating effect on it, where the married has a stronger positive relationship than unmarried. The findings of the study support the general idea that married people tend to have careers that match their personal requirements, thus frequently, they are the navigators of their own career. Major recommendations are, identifying different career attitudes identical to one another by both individual and organizational level in order to succeed individually as well as an organization, as the subjective career success increase organizational performance as a whole. In order to increase subjective career success, organizational wise, conducting career counseling programs by appointing a permanent career counselor, establishing a career development unit and conducting programs under it such as career workshops, counseling sessions, attitude building programs etc