2nd Student Symposium - 2015
Permanent URI for this collectionhttp://repository.kln.ac.lk/handle/123456789/12573
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Item 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.Item 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.Item Job Related Factors Affecting Intention to Quit: A Case of Operational Level Employees in Polytex Garments Limited(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, 2015) Gunarathna, W.D.H.P.; Gamage, P.N.Employees are the most important and valuable assets of an organization. An organization’s success could not be realized without employees’ support and contribution. Therefore, employee turnover is a burning issue for any organizations. For the steady productivity of an organization it is essential to maintain its skilled workforce. But most of the times it is very difficult to control the turnover rate within organizations. There are so many factors that affect turnover. And also Intention to quit is an emergence of actual turnover. In this study researcher examined the relationship between job related factors and intention to quit among operational employees in the Apparel sector in Sri Lanka with special reference to Polytex Garments Ltd, Ja-Ela. Researcher had identified three job related factors that could influence intention to quit. The three factors are identified as supervisory support, salary and work load. In addition, this study also explored the impact of these three factors on intention to quit. 50 sets of survey questionnaire were distributed to operational employees working in the cutting department. Findings revealed that there is a significant relationship between job-related factors and intention to quit. It indicates that Polytex Garments Limited should manage the job related factors rather than environment related variables in order to reduce employee turnover effectively.Item 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.