2nd Student Symposium - 2015
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Item 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.Item 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.Item Workplace Bullying and Turnover Intention: A Study of Moderators with Special Reference to Nurses(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, 2015) Kaushalya, S.A.H.; De Alwis, A.C.Workplace bullying is a major concern in any kind of organization. Because it leads to increase rate of turnover within organizations. But there are certain factors which affects to the employee retention in a toxic workplace This study was primarily focuses on identifying factors which change employees’ intention regarding quit from the organization. Researcher has identified three major factors that moderate the relationship between workplace bullying and turnover intention; Organizational commitment, perceived organizational support and belief in a just world. Those were evaluated to identify the moderating effect on the direct relationship between workplace bullying and turnover intention. Researcher selected nurses in government hospitals as the population and used convenience-sampling method to select 100 respondents. Collected data was analyzed by using descriptive statistics and hierarchical multiple regression analysis. Findings revealed that there is a significant relationship between workplace bullying and turnover intention. This direct relationship between workplace bullying and turnover intention can be moderated by organizational commitment, perceived organizational support and belief in a just world. Further, combined effect of all three moderating factors reveal that only belief in a just world creates significant impact on turnover intention. Organizational commitment and perceived organizational support become insignificant as a combine effect. This study further add information regarding the collective effect of all moderating factors (organizational commitment, perceived organizational support and belief in a just world) on turnover intention which was not included in previous studies. And also this study provide guidance for government hospitals for the prevention of bullying within hospitals. Most of the Nurses in government hospitals are bullied in their workplaces and it leads to increase turnover intention among them. But organizational commitment, perceived organizational support and belief in a just world significantly moderate the relationship between workplace bullying and turnover intention.Item 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.Item Relationship between Social Media Engagement and Job Stress: Millennial Employees in Private Sector(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, 2015) Kolonna, K.A.P.U.; De Alwis, A.C.This study was conducted to identify relationship between social media engagement and job stress of millennial employees in private sector. Further it aims to recognize the time spends on social media and how it affects relationship of job stress. Gender was evaluated to find moderate effect on above relationship. Furthermore millennial employees who are using social media in private sector were population of this study. Convenience sampling was used to select sample size of 68 employees and primary data were collected through self-developed questionnaire. Data of this study met the acceptable standards of reliability and validity. Correlation analysis was used to identify relationship of social media engagement and job stress (Hypothesis 1). Furthermore regressions analysis was used to evaluate the moderating effect of gender for the relationship of social media engagement and job stress (Hypothesis 2). Study confirmed that social media engagement significantly correlated with job stress. Also results revealed that there is no significant correlation between the gender and two variables as social media engagement and job stress. Furthermore gender was not worked as a moderator for relationship of two variables. Another finding of this study is time spend on social media significantly correlation with job stress of millennial employees. Private sector organizations can identify addicted people of social media and provide guidance for them. Furthermore organization can restrict social media within workplace. It can be concluded that in between social media engagement and job stress has significant relationship and gender was not moderator for relationship of social media engagement and job stress.Item 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.