2nd Student Symposium - 2015

Permanent URI for this collectionhttp://repository.kln.ac.lk/handle/123456789/12573

Browse

Now showing 1 - 20 of 56

Attitude of Health & Safety Management and Turnover Intention of Industry Level Employees in Colombo Dockyard PLC
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, 2015) Gunathileka, S.N.; Pieris, M.D.P.
Human resource is important asset for a firm to gain a competitive advantage. However, it is very difficult to maintain health and satisfy of a firm’s employees. Therefore it is very important to investigate employee’s attitude on health and safety management on their turnover intention. Health and safety management is an important point to retain employees of a company. Thus, this study will examine the relationship between employee attitude on health and safety management and their turnover intention of industry level employees on Colombo Dockyard PLC. To accomplish objectives quantitative research method and questionnaire are used in order to collect primary data. The sample consists of 40 industry level employees. SPSS was used to analyze the data. Research results can be used as a guideline for the organization to have better understand the significance of health and safety management of their employees. Furthermore, it will help design and implement health and safety management strategically to retain employees. In addition to that, results of this research can be used by other companies to implement health and safety management measures for the benefits of their employees.
Career Expectations of Generation Y: Case of Management Undergraduates of National Universities in Sri Lanka
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, 2015) Fernando, K.H.K.; Gamage, P.N.
The main purpose of this study is to identify the main career expectations characterized in Management Undergraduates of Generation Y in the Sri Lankan context based on final year undergraduates of three major Management Faculties in Sri Lanka. Further, the research tries to compare the findings with western world findings to see whether there is a similarity of career expectations between Sri Lankan Generation Y and Western world’s Generation Y. Present Study was done using a convenient sample of 100 undergraduates of three major Management faculties: University of Sri Jayewardenepura, University of Colombo and University of Kelaniya. A questionnaire designed by the author associating Broadbridge, Maxwell, & Ogden (2007) work which summarizes an array of Generation Y career expectations under four categories found in the popular researches those had been carried out till 2007 was used to collect data from a stratified random sample. The findings of the current research shows that career expectations of Management Undergraduates of Sri Lankan Y Generation have both similarities and differences compared to the generalized career expectations found in Broadbridge et al. (2007) work. And the findings did not show substantial differences with respect to gender but researcher showed that there is a significant difference of career expectations based on their upbringing stages of lives and the professional qualifications. Future research must focus in doing an exploratory study based on pure Sri Lankan sources without associating European famous researches to identify whether there are especial expectations inherent to Sri Lankan Y generation those have not been highlighted in European studies. And it is suggested that similar researches should be done using more heterogeneous Generation Y samples and using larger samples to see if the outcomes change.
The Contribution of HRM Practices to Foster the Green Concept
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, 2015) Lakshini, I.M.; De Alwis, A.C.
Green practices are environmental friendly manufacturing and minimizes the negative influence on the environment through the diverse business activities. Business organizations pay more responsibility to safeguard environment. Human Resource Management is a most significant to practice this aspiration within the organization. Human Resource Management assists towards this aspiration as a representation developer and as a model. As a model Human Resource Management Department use diverse Human Resource Practices to execute Green Concept within the organization. Here researcher strives to identify, according to Sri Lankan context what and how Human Resource Management practices are contributed for execute of the Green Concept within the organization. Researcher selected four Human Resource Managers as the sample from four leading garment factories in Sri Lanka. Depth- interviews were used gather data, and used content analysis to analyze the gathered data. According to the findings, some of the Human Resource Practices in the selected companies are not fostering the green concept, and Human Resource Practices which are being contributed on green concept are not contributed precisely. The current research has not found any HRM practice which is fully contributed on the green concept.
Determinants of Retention of Psychological Contract of IT Professionals in Sri Lanka
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, 2015) Silva, S.A.I.; Weerasinghe, T.D.
Job hopping of employees has become a tremendous issue in IT firms across the world. Literature reveals that the average period of an IT professional remains in a company is around two years. Further, Literature stated that this issue has arisen because many of the IT firms have failed to retain the psychological contract of IT professionals which is formed at the recruitment and the socialization stages successfully. Building a positive psychological contract at the recruitment stage is not enough to retain the talent in the current business environment. It is vital to retain the psychological contract. The purpose of this study was to identify the determinants of psychological contract retention in the domain of IT professionals in Sri Lanka. This is a cross sectional field study which was carried out among a sample of 80 IT professionals. Convenience sampling was applied to select the sample. A self-administered, standard questionnaire was used to collect data. Exploratory Factor Analysis (EFA) was performed to identify the determinants of psychological contract retention with the aid of SPSS. KMO statistics was used to determine the sampling adequacy while factor loading values and extraction sums of squared loadings (cumulative) values were used to draw the conclusion about significant determinants. The results of the current exploratory study revealed that work atmosphere is the most prominent factor which contributes to retain the psychological contract of IT professionals. Further, stimulating job, task description, autonomy, salary satisfaction were found to be significant determinants of psychological contract retention. Job security, intra-organizational mobility, and work life balance & career development were found to be insignificant in retaining the psychological contract of IT professionals in the Sri Lanka. Thus, it is recommended to pay a serious attention to create and maintain a proper work atmosphere through possible policies, procedures and systems in IT firms to retain a sound psychological contract within employees which is to be created at the beginning of once employment.
Effect of Emotional Labor on Emotional Exhaustion of Female Nurses in Sri Lankan Hospitals
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, 2015) Silva, D.P.A.K.H.; Thisera, T.J.R.
The competition within the service sector made the organizations to think not only about satisfying their consumers but also about going beyond that and delighting their customers. The revolutionary concept of “emotional labor” has emerged as a result of this concept “quality of service”. The present study examines the concepts emotional labor, its two dimensions: surface acting and deep acing and emotional exhaustion. This exploratory study selected hundred nurses under convenience sampling method and used a 43 item survey to collect data. Correlation and regression analyses were conducted to test the proposed hypotheses. In the results of the study it has been determined that there is a relationship between emotional labor and emotional exhaustion, surface acting has a positive relationship with emotional exhaustion while deep acting has a negative relationship with emotional exhaustion which was consistent with previous research findings. In addition it is found that surface acting is the more dominant variable that effect emotional exhaustion. The study has implications for the ways by which nurses manage their emotional exhaustion at their employment. The issue of generalizing the findings over the population, time availability and access restrictions to the hospitals has been identified as limitations of the study.
The Effect of Extracurricular Activities on Career Outcomes of HR Professionals
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, 2015) Weerakkody, W.M.D.I.; Jayarathna, S.M.D.Y.
Although much attention has already been devoted to document the benefits of extra-curricular activities in general; from the developmental and social perspective, very little focus has been given to a complete an academic study of the effect of Extra Curricular Activities (ECA) on HR professional’s career success. Hence, the purpose of this study was to examine the effect of engagement of extra-curricular activities on career success of HR professionals. In order to achieve the stated objective, an exploratory study was conducted among 50 HR professionals in well recognized companies in Sri Lanka. Structured questionnaire was used to collect data. This study examine the effect of ECAs on career success building on four dimensions; fostering academic outcomes; improving skill set; psychological development and improving access to social capital with the engagement level of ECAs as suggested Keenan (2012). The results revealed that there is a significant positive moderate relationship between ECAs engagement level and HR professional’s career success. When results were analyzed individually on ECAs engagement with career success indicators; Fostering academic outcomes, skill acquisition and psychological development that results revealed significant positive relationships. Only one dimension (access to social capital) was found to be insignificant. The implications of these findings are useful to all stakeholders of HRM especially current and potential job seekers, organizations, institutions which offer HRM professional courses, and in the broader sense HRM workforce developers.
Effect of Health and Safety Practices on Job Satisfaction of Field Employees in Ceylon Electricity Board, Area Office in Gampaha
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, 2015) Perera, H.D.W.; Sangarandeniya, Y.M.S.W.V.
Occupational health and safety practices are one of key functions under Human Resource Management. The primary objective of health and safety practices is, to provide employee freedom from physical and emotional illness and to protect employees from injuries caused by work related accidents. Health and safety practices can be affected to other outcomes such as high employee morale, high job satisfaction, decrease absenteeism and increase productivity. Ceylon Electricity Board Gampaha area office is one of a branch; which is responsible to electricity power distribution. The management is highly concern on to provide better health and safety practices for field employees, because of the high risk physical working situations with related to their job. They have to bear huge financial expenditure on health and safety practices as well. The management is very much interested in identifying whether there is an effect of health and safety practices on job satisfaction of field employees. Therefore, the purpose of this research was to identify the effect of health and safety practices on job satisfaction. The researcher started the study by going through relevant literature. Then data were collected from 60 field employees through a self-administered questionnaire, which was developed on five point Likert scale. The Statistical Package for Social Sciences (SPSS) version 20.0 was used to analyze the collected data. Descriptive statistics, correlation coefficient and simple regression analysis aided in the analysis of data. Findings suggested that there was a significant weak positive relationship between health and safety practices and job satisfaction (R = 0.299); and the regression analysis revealed (R2 = 0.089) that health and safety practices could explain the variation of 8.9% of job satisfaction. In sum, this study indicated the significant positive effect of health and safety practices on job satisfaction.
The Effect of Psychological Contract on Employee Retention
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, 2015) Weralupitiya, A.C.; Jayarathna, S.M.D.Y.
Employee retention has been a major concern for organizations in this competitive job market because there are employment opportunities for talented professionals, the greater the demand for their services. In order to retain the best talents with the organization, strategies are aimed at satisfying employee’s needs. The problem remains how great the effect of each strategy on employee’s retention. The primary aim of this study is to assess the effect of psychological contract on employee retention in Ansell Lanka (Pvt) Ltd, Biyagama. Hence the objective of this research was to identify the effect of psychological contract on employee retention. The Independent Variable was psychological contract under the seven dimensions, namely stimulating job, work atmosphere, autonomy, salary, task description, intra organizational mobility, work life balance and job security and the Dependent Variable was employee retention. The reliability of the instruments was tested against the data. This study was engaged in hypothesis testing and it was co relational. Data was collected from each individual at Ansell lanka, Biyagama. The analysis was based on the information collected using a self-administered questionnaire. Data used for analysis were totally based on primary data which was collected using a questionnaire developed by the researcher. According to the results, there is an impact of psychological contract on employee retention and there is a relationship between psychological contract and employee retention which is significant. The solution to retention problems at the Ansell Lanka, Biyagama is to put more emphasis on work atmosphere and autonomy because according to the findings these dimensions were more correlated with the employee retention than other dimensions
Emotional Intelligence and Job Performance: An Empirical Investigation of Employees Working in Hospitals in Sri Lanka
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, 2015) Sewwandi, P.D.I.; Thisera, T.J.R.
Emotional intelligence is an emerging concept in today’s workplace. The major reason is some level of emotional intelligence is needed to perform each role of the workplace. Nursing work involves cognitive and technical skills, there has been increasing recognition of the interpersonal and intrapersonal skills required to cope with the complex demands of modern health care systems. This study examined the impact emotional intelligence on job performance of nurses in private and public sector hospitals. The sample size was 100 female nurses. Researcher conducted correlation analysis, regression analysis and descriptive statistics in order to testing the hypothesis. SPSS package was found that there is a positive moderate relationship between emotional intelligence and job performance. Further it was found that there is a significant impact of emotional intelligence on job performance and it is revealed that there is a higher impact in private sector. Findings of this study is vital to determine that identifying and managing own and others emotions is essential to nurses to enhance their performance and make critical decisions such as death and life decisions. The researcher recommended to organizing educational and training programs regarding emotional intelligence and job performance to achieve above objectives.
Emotional Labor and Job Satisfaction: Case Study on Bank Tellers in Sri Lanka (With Special Reference to Bank of Ceylon)
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, 2015) Kodikara, K.A.S.D.; De Alwis, A.C.
This study was conducted to examine the relationship between emotional labor and job satisfaction of tellers working in banks in Sri Lanka. This study focus to identify surface acting and deep acting behavior of bank tellers, and in turn how it affects to job satisfaction. Gender was taken as a moderator in the current research. Bank tellers in the Bank of Ceylon is the population of this study. Study Sample size is sixty six and convenience sampling technique used to select sample and gathered data using self-administrative questionnaire. Correlation and regression analysis were used to test research hypotheses. There is significant relationship between performing emotional labor and job satisfaction. However surface acting has not been found to be significantly associated with job satisfaction and deep acting found significantly associated with job satisfaction. Further female workers significantly moderate relationship between emotional labor and job satisfaction. Tellers in the Bank of Ceylon perform surface acting technique more than deep acting. So it is recommended to the bank to give more training to develop necessary skills to performing deep acting. In order to increase performing deep acting and surface acting, so as to obtain the benefits of emotional labor it is recommended to use emotional labor as selection criteria in the front office employees’ selection process. Further it is prescribe to use orientation program to convey appropriate attitude and display rules to the new employees. This study identifies that, there is significant relationship between emotional labor and job satisfaction and surface acting has greater impact on job satisfaction than deep acting Bank of Ceylon tellers in Sri Lanka.
Factors Affect to the Job Satisfaction and Its Impact on Intent to Quit of Employees of Pegasus Reef Hotel
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, 2015) Kaushalya, G.N.; De Alwis, A.C.
Job dissatisfaction and turnover intention is a remaining issue in the hotel organization This study was carried out in a selected hotel organization in Pegasus Reef Hotel and examined how factors (opportunities for advancement and development, interesting work, job involvement, personal loyalty, salary, job security, working conditions and company policy) job satisfaction influence on intent to quit) of junior executives and non-executives employees. The main objective was to investigate how the factors effect on job satisfaction of employees and its impact on intent to quit. Further it aims at examining the relationship between job satisfaction and intent to quit. Two demographic factors gender and total service period of employees were evaluated to find out the moderate effect on these relationships. The nature of this study compelled to use explanatory research design. The purpose is explanatory. Data for this study were collected at a single point in time and the study was cross-sectional in time horizon. Two structured self-administered questionnaires were carried out to explore these interrelationships. Using simple random sampling method 70 employees were selected from the job level of junior executives and Non- executive’s workers of seven departments. For the sample of junior executives, 49 employees were cluster sampling selected (N=31) and sample of Non-executives, 62 employees were cluster sampling selected (N=39). 70 Questionnaires were distributed and the statistical analysis was based on valid total questionnaires. The unit of analysis is at individual level. This study is correlation in type of investigation as finding out the critical factors which contribute to the problem. The statistical analysis confirmed negative relationship between job satisfaction of employees and intent to quit as well as significant relationship between job satisfaction of employees and intent to quit. The outcomes of moderate effect calculated by using moderated multiple regression showed findings: First, job satisfaction is significantly correlated with intent to quit. Second, gender of employees is significant moderate relationship between job satisfaction and intent to quit. The results can be used as a basis for decision making and future planning. Results also highlight the need to emphasize positive factors to enhance employees’ satisfaction and to brainstorm solutions for improving job satisfaction and retaining employees. The study addressed an important hotel concern at a time of sparse research. The findings are noteworthy and important for the delivery of proper hotel hospitality that would lead to improved hospitality status for the society. Further, this study confirms that gender of employees moderating variable when studying job satisfaction and intent to quit of employees. This study proposed that employees who work in an ethical hotel environment will be more satisfied with their job, more loyal to the organization and have low turnover intentions. It also proposed that there are strong relationship between job satisfaction and intent to quit. More specially, higher levels of job satisfaction can negatively affect intent to quit. Furthermore, it was supported that hotel employees perception of their organization’s and their job satisfaction. Finally it was supported that employees perception of their organizations, their job satisfaction and their turnover intention. The researchers findings suggest that employers should focus on improve worker job satisfaction, and ultimately lower turnover intent.
Factors Affecting Intention of Employees’ Retention: A Study of Sri Lanka Air Force
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, 2015) Gunasena, W.K.L.; Mohan, D.U.
This research article describes what factors affect the intention of employee’s retention in Sri Lanka Air Force. The research reviews relevant literature to identify elements of HR practices that influence employee retention and recognized the primary factors in achieving improvement of employee retention. The study primarily collected data through a structured questionnaire with the sole aim of establishing factors related to employee retention in the Sri Lanka Air Force. Data was collected from 60 Clerical Account employees in pay and record section at SLAF. The Component of the factor analysis of the ‘Employees’ Retention’ led to the extraction of 5 factors from organizations. The factors were: financial benefits, job satisfaction, career development, recognition and value, and relationship. The Sri Lanka Air Force values the significance of retaining employees and that, they provide the financial and non-financial incentive to its employees and there are laws, rules, regulations and policies that protects the welfare of the employees as a way to motivate and retain them. The findings of this study show that the most of the employees require financial incentives such as high salary and Incentives (Allowances) to be retained while much emphasis is on non-financial incentives like job security, Career Development, Recognition and value. From this context (Military) the government (Ministry of defense) has great challenge to create new strategies and implement fully the existing useful strategies that will improve employees’ retention. The results indicate that these factors have substantial roles to play in making employees stay while deciding upon the retention strategies in similar contexts.
Factors Affecting to the Motivation of Operational Level Employees in Hirdaramani Garments: With Special Reference to the Katunayake Factory
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, 2015) Fernando, M.L.L.; Gamage, P.N.
This research study desires to provide practitioners in the garment industry the ability to recognize motivators for the employees. A garment factory consists of different types of operating departments such as Stores, Cutting, Sewing, Washing, Finishing and Warehousing. This study focuses on employees in sewing department of Hirdaramani Garments (Pvt) Ltd at Katunayake. The purpose of this study is to identify factors affecting employee motivation in motivating operational employees in Hirdaramani Garments (Pvt) Ltd. Further, this intended to understand the level of motivation of the employees in the tested context. After creating a thorough research review, a questionnaire was designed. The sample for this study was a convenience sample consisting of 60 operational employees in the sewing department of Hirdaramani Garments Katunayake (Pvt) Ltd. To collect the information a questionnaire was distributed among that sample and questionnaire consisted of three parts including basic demographic information of the sample, motivational preferences and Likert scale statements to confirm those motivational preferences. Basic demographic information included age, gender, type of employment, marital status and education qualifications. Motivational preferences included job security, wages, interesting works, promotion and growth in the organization and working conditions. Results from the study revealed that interesting work was most important motivating factor for the operational employees working in the sewing department of Hirdaramani Garments Katunayake (Pvt) Ltd. Wage was more important to operational employees; promotion and growth had a strong influence in motivating operational employees; fourthly, job security was found to be more important to operational employees; lastly, working condition was found to be a motivational factor for the operational employees.
Factors Affecting to Work Preference of Employees in Mahaweli Authority of Sri Lanka
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, 2015) Ekanayake, E.M.N.D.; Dhammika, K.A.S.
In this complex business world the place which the field of human resources management has taken is very precious. Therefore human resources managers have to engage more carefully with employees in order to get the maximum use of it. In that case identifying work preference of employees has become very important. Work preference represents the extent to which an individual make his/her choice to engage in work. As human behavior is different from one person to another, employees are having different preferences to engage in work at their work place. According to the work preference two categories can be identified as ‘workaholics’ and ‘leisure lovers’. In simply employees who engage more work and more hard are referred as ‘workaholics’, while others; who prefer to enjoy leisure in the work place without that much focusing on works are referred as ‘leisure lovers’. The work preference is taking two different choices according to many factors like gender, marital status, personality, organizational support, experience of the field, level of family involvement and so on. This study has analyzed the factors affecting to work preference of employees. Though there are many factors, here it is considered only few factors like personality type, organizational support and family centrality which are affecting to work preference of employees. Employees which are in headquarters of Mahaweli Authority of Sri Lanka were the population. 95 employees were included in the sample, who were selected at the convenient of the researcher.
Factors Leading to Intention to Participation in Training Programs: With Special Reference to Software Engineers of Virtusa (Pvt) Ltd
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, 2015) Wijayasena, B.A.P.M.; Padmasiri, M.K.D.
Today’s organizations believe human resource is the most valuable asset that they could have in their organizations. To have a valuable & competent workforce, employers are conducting training programs time to time. Especially IT companies are having series of training programs in order to update its’ workforce with the new trends in the technological environment. Even though companies are spending thumping amount of money in Training, Only few are benefited by the training programs. Most of employees do not like to participate on training programs. The study is about finding the reasons behind this scenario, as to why employees are not intended to participate in trainings, with special references to software engineers at Virtusa (Pvt) Ltd. By conducting a deep literature review, researcher found different factors affect to training intention of employees. Hence by conducting a deductive research, accompanied by a survey, researcher found the most influential factors affecting to training intention of software engineers. To conduct the survey researcher got a sample of 80 participants. The most influential factors out of different related factors are learning intention of employees and motivation of employees, including intrinsic and extrinsic motivation of employees. These two factors are personal factors of employees. Although the results shows, organizational factors which highly influence in training intention of employees. Those are time availability to participate on training programs with highest work load and the less linkage between rewards and training. Those four factors were sorted by SPSS statistical software, using factor analysis. The results specifies that, with the increasing of age of employees, the learning intention of goes down. To increase the motivation and learning intention employees can have a transparent communication of objectives of training program with the participants in advance, also the benefits associated with training program has to stress to the audience in advance. Finally both the company and the employee is achieving their expected goals by having a motivated staff.
Flexible Work Schedules and Employee Performance: Case Study of Executives in Asian Alliance Insurance PLC
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, 2015) Lakmali, T.M.K.; De Alwis, A.C.
The purpose of this research was to examine the relationship between flexible work schedules and employee performance of Asian Alliance Insurance PLC. Having observed the current situation, researcher identified that this organization has sound flexible work arrangement system and employees choose most suitable work schedule. Executives in the aforementioned organization was the population of the study. Study sample size is forty three (43), and convenience sampling technique was used to select the sample. Data was collected using a self-administered questionnaire. Correlation and regression were used to test the advanced hypotheses. It is found that there is a positive relationship between flexible work schedule and performance of the executives in the tested domain. Executives in Asian Alliance Insurance most of prefer work with flexible work schedule. In the flexible work schedule system most of the insurance companies are still practicing this on the marketing and sales side employees. But the scenario of the management level employees most of the insurance industry managers enjoy this facility. So if the company can make the target and appoint task and duties to the workers rather than more flexible approach it makes more motivated executive level employees. Findings revealed that executive’s performance in Asian Alliance Insurance positively link with flexible work schedule in the company established.
The Fundamental Determinants of Dual Commitment of Employees: Evidence from the Public Sector of Sri Lanka
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, 2015) Fernando, D.L.L.; Gamage, P.N.
Dual Commitment is an interesting phenomenon that gained research focus starting from mid-60 especially in the US academia. It was a longstanding stagnating deadlock for managers whether the employees should be forced out of unions to increase their commitment to the organization or should they ignore the militancy of trade unions under pseudo legal covers. Therefore researchers were in a mission to find out whether employees could commit to the organization and to the union simultaneously. In a path-breaking milestone research this was achieved by researches and established that dual commitment is possible in organizations and that harmonious labor-management relationship climate positively influenced the level of dual commitment of employees. It was further confirmed in a very handful of empirical researches in Sri Lanka. But this research purported to reconfirm those findings and add to the literature in establishing that Charismatic Organizational Leadership and Democratic Union Leadership too could influence the level of dual commitment of employees. This research finally purported to establish that not each individual fundamental determinant determines dual commitment but that the integration of the three fundamental determinants could achieve sustainable dual commitment of employees.
Generation Gap and the Conflicts of the Government Organizations: An empirical study with reference to the Ceylon Petroleum Storage Terminal Limited
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, 2015) Damayanthi, G.T.M.; Welmilla, I.
Generation gap is nothing new concept in the present work context. Generation gaps in perspectives, attitudes, and behaviors are nothing new, but they can be difficult to reconcile in the workplace. Paying lack attention to the generational gap will create less efficiency to the organization. The critical management skills will involve understanding generational differences in order to strengthen work relationships between and among employees especially between Baby Boomers, Generation X and Generation Y. To get this picture it is important to determine how to maximize the performance of younger and older employees to understand the unique backgrounds from where they are coming from. There are major five types of generations in the population. Traditionalist, Baby boomers, Generation X, Generation Y and Generation Z. But in the workforce structure Traditionalist and the Generation Z are excluded. Traditionalist are almost retired and the Generation Z still not representing in the workforce. This research study focused the Baby Boomers, generation X and the Y generation/Millenniums. The particular objectives of the study were identifying the workforce structure of the CPSTL and find out whether the organizational diversity is incurred the conflicts and identifying the factors affecting to the conflicts. The methodology used in this study is a survey questionnaire. The questionnaires were distributed among one hundred employees in selected groups of CPSTL companies. The total number of respondents was 86 and the findings from this study resulted in there is a negative relationship between the generation gap and the conflicts among the employees.
Human Resources Information System (HRIS) User Satisfaction as a Predictor of HRIS Success in Sri Lanka Telecom PLC
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, 2015) Perera, A.H.U.; Sangarandeniya, Y.M.S.W.V.
Success of the Human Resource Information System (HRIS) of an organization is a vital factor which contributes towards strategic advantages. Therefore understanding what leads to the success of HRIS is critical. Thus, the objective of this study is to identify whether the HRIS user satisfaction positively impacts the success of HRIS in Sri Lanka Telecom PLC. A deductive approach is used in this cross sectional study. In operationalizing the conceptual model, HRIS user satisfaction was measured using four dimensions; (Perceived HRIS System Quality, Perceived HRIS Information Quality, Perceived HRIS Ease of Use and Perceived HRIS Usefulness) where the HRIS success was measured using seven dimensions (Salary Advice, Employment Benefits, Assessment and Training Needs, Recruitment, Performance Management, Industrial Relations and HR Planning). In developing the questionnaire with a seven point Likert scale, standard questionnaire (Shibly, 2011) was used to measure HRIS user satisfaction and to measure HRIS Success, questions were prepared based on the study of Hussain, Wallace, and Cornelius (2007). A pilot survey was also conducted before the distribution of the questionnaire to the sample. The whole population of 32 senior HR executives were selected to the sample and the response rate was 94%. Simple Regression and Correlation were mainly used for the analysis of the study; and the results revealed that HRIS user satisfaction has a significant positive impact on HRIS success in the context of the study. In conclusion, HRIS user satisfaction can be identified as a predictor of HRIS success in Sri Lanka Telecom PLC. As the implications of the study, by upgrading the current HRIS to provide a higher level of user satisfaction in Sri Lanka Telecom PLC, a higher level of HRIS success can be achieved subsequently.
The Impact of Employee Job Stress on Job Satisfaction of Non- Executive Employees at MAS Holding
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, 2015) Tennakoon, T.M.K.I.; Sangarandeniya, Y.M.S.W.V.
Job stress is considered as a condition which arises when realizes the pressure on them or requirements of situations are wider than they can handle, and if these requirements are huge and continue for a long period of time. The study intended to identify the impact of job stress on job satisfaction of the studied sample. Satisfaction can be defined as the positive emotional reactions and attitude an individual has towards his job. A random sample of sixty non-executives are given a questionnaire to ascertain the impact of job stress on their job satisfaction. The Sample was selected from a garment manufacturing factory belonging to Mas Holdings (Casual Line). Job stress of these employees was measured on six dimensions such as heavy workload, role ambiguity, time pressure, shift work, supervisory style and social support. The job satisfaction was measured on five dimensions such as work itself, pay, promotion, supervision, co-workers, working condition. Questionnaire was analyzed using SPSS (Statistic Package for the Social Science) method. According to the correlation analysis, correlation coefficient between independent variable and dependent variable is - 0.396 (p = 0.002) and it was revealed that there is a negative relationship between employee job stress and satisfaction. According to the regression analysis, there is a 13.9% impact of job stress on job satisfaction and it indicates that there is a significant negative impact of employee job stress on job satisfaction.