2nd Student Symposium - 2015
Permanent URI for this collectionhttp://repository.kln.ac.lk/handle/123456789/12573
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Item 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 dimensionsItem 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.