2nd Student Symposium - 2015
Permanent URI for this collectionhttp://repository.kln.ac.lk/handle/123456789/12573
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Item 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.Item The Relationship between Personal Factors and Employee Absenteeism in Polytex Garment (Private) Limited(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, 2015) Athukorala, N.; Mohan, D.U.Employee absenteeism is a common problem in the apparel sector in Sri Lanka. Although there are many research studies done to reveal the real problem of the employee absenteeism, still the problem remains unresolved. Therefore, this study was dedicated to study the personal factors affected to the employee absenteeism in Polytex Garment (Pvt) Limited at Ekala. 105 machine operators were the sample of the study and sampling method was stratified random sampling. There were 14 questions relating to personal factors asked from the sample through the questionnaire and secondary documented data were used relating to the absenteeism. According to the research findings, there are some factors such as gender, age and marital status that do not affect employee absenteeism while other two factors—health condition and taking care of dependents were found to affect employee absenteeism. Research results can be used as a guideline for taking necessary actions in the company to manage absenteeism of their employees in some extent.Item The Relationship between Organization Culture and the Retention of Operational Level Employees in Polytex Garments Limited(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, 2015) Balasooriya, B.M.K.; Mohan, D.U.Organization culture is one of the major determinants of employee retention in all organizations. Matching organization culture with employee’s necessities is very essential for obtaining maximum contribution of employees towards organizational objectives. Therefore it is needed to identify the relationship and the impact of organization culture towards retention of employees. Hence, the main focus of this study is to identify the impact of organization culture on the retention of employees, working at Polytex Garments Ltd and understand the degree of its impact. The study was conducted among the sample of 60 operational level employees who are in Polytex Garments Ltd, Yakkala, where the response rate was 100%. Respondents were asked to indicate their preference on five point Likert scale. Data analysis was conducted by using Statistical Package for Social Sciences (SPSS 20.0) using the statistical techniques such as mean, correlation & Regression analysis. Findings of the study indicate that there is a positive relationship between organization culture and the retention of operational level employees. That means Polytex Garments Ltd can use their culture to influence the retention of its operational level employees.Item Relationship between Educational Attainment and Career Success of Front Line Middle Management of MAS Linea Aqua(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, 2015) Amarasinghe, K.G.; Mohan, D.U.Depending on the level of success an individual is seeking to achieve, the level of education may be relative, but the bottom line is that an education of some sort is often paramount to future success in both career and life. In the global aspect, Sri Lankan aspect, and organizational aspect there could be seen many mismatches between education and career. Research on the link between higher education and world of work is still under representative and the prevailing perception and views regarding this connection are controversial in various aspects, which have paved the way to carry on with this particular study. Accordingly with the intention of discovering whether there is a significant relationship between the educational attainment and the success of an individual’s career this study has been carried out in one of the top companies in the apparel industry namely, MAS Linea Aqua (Pvt) Ltd, Giridara, Kapugoda. The sample of the study is 60 (55% of the population) among the population of 110 executive and senior executive frontline employees. Questionnaires, an interview (primary) and database review (secondary) have been used as the tools to collect data. In finding the relationship a mixed approach (quantitative and qualitative) was applied. Quantitative analytical tools have been used to prove with statistical justification including descriptive statistics, frequencies for demographic analysis, and tools such as independent sample t-test and ANOVA for relationship analysis. A concept ledger and thematic analysis were used to justify the relationship through qualitative aspect with the interview data which added more value. As per the outcome of the research the conclusion is that there is no significant relationship between educational attainment and career success of frontline middle management of MAS Linea Aqua. The researchers have identified implications and recommendation which the company can adopt to utilize the resources effectively and efficiently to gain benefit for both the organization and the individual. The outcome of this study will contribute to the policy level, practitioners and for the improvement of knowledge on this aspect and for the society at large for the betterment.Item Impact of Rewards Satisfaction on Employee Performance: A Study of Ceylon Pencil Company (Pvt) Limited(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, 2015) Anuradha, W.A.C.; Mohan, D.U.Human resource is most valuable asset in order to achieve competitive advantage and therefore it is very important to investigate the performance and related factors deeply. Mainly two types of the factors will impact to the performance of the organization and such as extrinsic rewards satisfaction and intrinsic rewards satisfaction. Hence, the main focus of this study is to identify what is the highly influencing factor for employee’s performance among extrinsic rewards satisfaction and intrinsic rewards satisfaction. As well as this study will examine the relationship between extrinsic rewards satisfaction and intrinsic rewards satisfaction and employee performance in Ceylon Pencil Company (Pvt) Limited. The study was conducted among the sample of 60 operational level employees who are working in Ceylon Pencil Company (Pvt) Limited at Peliyagoda. The response rate was 100%. Respondents were asked to indicate their preference on five point Likert scale. Data analysis was conducted by using Statistical Package for Social Sciences (SPSS) with the aid of statistical techniques such as mean, correlation and regression analysis. Findings revealed that there is a positive relationship between rewards satisfaction and employee performance. Intrinsic rewards satisfaction was found to be the most influential. Hence, ways and means to improve employees' intrinsic satisfaction are recommended to HR practitioners and policy makers.Item The Impact of Job Related Antecedents on Employees' Intention to Stay of Operational Level Employees in Aegis Services Lanka (Pvt) Limited(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, 2015) Alwis, K.A.M.H.; Mohan, D.U.This research is an attempt to examine the impact of job related antecedents and intention to stay among operational level employees in Business Processes Outsourcing industry, which is a continuous challenge for BPO companies in Sri Lanka. In this study three main HR practices namely training and career development, compensation and benefits and performance appraisal and job stress and work environment have been selected as job related antecedents, under independent variable and evaluate the effect of these antecedents on operational level employees' intention to stay in the current employment. The objectives of the study include identifying the impact of intention to stay with training and career development, compensation and benefits, performance appraisal, job stress and work environment. Five hypotheses were formulated in this research. The data was collected from a randomly selected sample of 80 operational level employees in a BPO company, Sri Lanka. A structured questionnaire was administered to collect data. Data were analyzed using SPSS. The results of the study revealed that there is a positive and significant correlation between training and career development, compensation and performance appraisal with intention to stay while the relationship between job stress and intention to stay was an adverse relationship. Additionally the results revealed that a positive relationship between employees’ intention to stay and work environment though the relationship was insignificant. It is hoped that the findings of this study will help managers to implement these practices so that their employees remain working with them and maximize the employees’ intention to stay.