2nd Student Symposium - 2015
Permanent URI for this collectionhttp://repository.kln.ac.lk/handle/123456789/12573
Browse
4 results
Search Results
Item Impact of Internal Communication on Employee Engagement: An Empirical Investigation of Operational Level Employees in the Apparel Industry(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, 2015) Chamindi, T.D.K.H.; Welmilla, I.Employee engagement is an important phenomenon in present human resource management concepts which emphasis that engaged employees in the organization are rather involved in their work effectively and efficiently. Most of the organizations today has identified importance of labor force when achieving their organizational goals. Therefore employee engagement is also an influential factor that an organization should concern since it has contiguous impact on employee turnover, absenteeism as well as productivity or outcome of employees. There are many constituents which influence engagement of employees out of which this research has focused on the relationship between internal communication and employee engagement since there has only been a of researches concentrated solely on the mentioned subjects in Sri Lankan context. Researcher has selected lower level employees involved in apparel industry as population for the research out of which researcher has taken 100 employees as sample. A questionnaire was distributed among them for the survey which enabled researcher to identify dimensions to measure internal communication and employee engagement while referring to the past written history and discussions with employees. Accordingly researcher has developed hypothesis such as there is a significant relationship between internal communication and employee engagement and there is a significant impact of internal communication on employee engagement. Researcher conducted correlation analysis, regression analysis and descriptive statistics in order to testing the hypothesis. There revealed that there were positive moderate statistically significant relationships with internal communication and employee engagement. Therefore both alternative hypothesis were accepted under 5% confidence level. In conclusion, it could be highlighted the importance of internal communication strategy to the organizations. Specially for engaging lower level employees in apparel industry.Item The Impact of Psychological Contract on Employee Motivation: with Reference to People’s Bank Head Office(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, 2015) Cooray, M.N.A.; Welmilla, I.This research examined the impact of the psychological contract on employee motivation. In particular, the research identified the core elements of psychological contract, which impact for the motivation of employees. Limited research have been conduct to identify the impact of psychological contract on employee motivation in Sri Lanka. The objective of this study was to identify the relationship between psychological contracts on employee motivation with special reference to People’s Bank Head office in Sri Lanka. To achieve this objective, hypothesis was developed and tested. There are 680 employees in people’s bank head office and Simple random sampling was applied to select a representative sample. A questionnaire which included 30 questions was used to gather information. The statistical Package for social science (SPSS) version 20.0 was used to analyze the data. Descriptive statistics, Cronbach’s coefficient alpha, mean value, simple regression analysis aided in the analysis. To test the stated hypotheses correlation analysis and simple regression analysis were performed. Researcher found, the employees of people’s bank have a significant impact of psychological contracts on employee motivation. For the future success of the People’s bank, managing the human resources in an effective manner is very important to identify whether they are motivated or not.Item Retaining Talent - An Investigation into High Employee Retention: A Case Study Based in Ceylon Biscuits Limited(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, 2015) De Sapukotana, J.D.S.; Welmilla, I.Reasons for employee retention remain same, even after dramatic changes that have shaken the job market. Because hiring an employee is only one matter, but keeping them is more crucial. Ceylon Biscuits Ltd maintains a high employee retention rate through the past decade which can be considered as a strategy rather than an outcome. The scope of this study is necessarily ambitious. It is an attempt to develop knowledge and conduct the research in a meaningful and practical way. The objective of this research is to identify the relationship between the selected factors and the high employee retention in Ceylon Biscuits Ltd, Sri Lanka. To achieve this objective, four hypotheses were developed and tested. Based on the Literature review, four influencing factors of employee retention (Job Satisfaction, Compensation and Rewards, Organizational Culture and Employee Engagement) were selected. The dependent variable of the study was employee retention. The research questions can be identified as the relationship between Employee Retention and Job satisfaction, the relationship between Employee Retention and Compensation, Rewards, the relationship between Employee Retention and Organizational culture, Employee Retention and Employee engagement. In order to gain the in depth knowledge required for the thesis, a case study methodology were utilized with Questionnaires within a specific discipline. The validity and reliability of the instruments were tested by using appropriate methods. The study is cross sectional and the primary data were collected by using random sampling method and sample size was 73 junior staff and executives who are working for 10 years or more in Ceylon Biscuits Ltd, Sri Lanka. To test the hypotheses, correlation analysis, simple regression analysis and multiple regression tests were performed. Finding of the study reveals that employee engagement is most influencing factor which caused employee retention which amounts to a Pearson Correlation of 0.82.Item 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.