2nd Student Symposium - 2015
Permanent URI for this collectionhttp://repository.kln.ac.lk/handle/123456789/12573
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Item Impact of Work-family Conflict and Perceived Supervisory Support on Job Satisfaction: A Study in a Leading Public Bank in Sri Lanka(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, 2015) Perera, O.S.M.J.; Wijewantha, P.This study addressed the problem, ‘why executive level employees at the selected Public bank in Sri Lanka are not satisfied with their jobs?’ In order to explain the research problem this research used Perceived Supervisory Support (PSS) and Work Family Conflict (WFC) as independent variables. When concerning about the past few years, the concepts of work-family conflict, perceived supervisory support and job satisfaction have taken considerable attention among researchers. Accordingly based on literature, it is examined, what is the impact of work-family conflict and perceived supervisory support on job satisfaction. As such two hypotheses are tested in this study. This quantitative study follows the deductive approach. Here, the researcher used a survey method where a self-administered anonymous questionnaire developed using standard measures available for both independent and dependent variables was used. It was in English language. The measure for job satisfaction was adopted from the validated Minnesota Job Satisfaction Questionnaire developed by Weiss, Dawis, England and Lofquist, (1967). The measure used for Work-family Conflict was developed by Netemeyer et al., (1996), and the measure used for perceived supervisory support was developed by Kottke et al., (1988). There were four items in this uni-dimensional measure for perceived supervisory support. Work-family conflict measure had five items covering three dimensions as general demand, time based, and strain based. Job satisfaction measure had 20 items with three dimensions as intrinsic satisfaction, extrinsic satisfaction, and general satisfaction. The population of the study was 445 of executive level employees in the selected public bank and from this population a sample of 76 was selected using the convenience sampling technique. Finally the researcher found through the results that there is negative impact of work-family conflict on job satisfaction while perceived supervisory support has a positive impact on job satisfaction.Item The Nexus between Transformational Leadership and Employee Engagement: A Study of Softlogic Brands(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, 2015) Perera, W.W.M.D.; Wijewantha, P.Employee engagement is a concept that is increasingly gaining attention from researchers, employers, and employees. This study aims to study the impact of leadership styles that engage employees in insecure work situations. Based on the existing literature a hypothesis on the relationship between transformational leadership and employee engagement was developed. Transformational leadership was assumed to have a direct, positive effect on employee engagement. The population of the study is all the employees in the selected organization. Since it is not practically possible to deal with the whole population, a sample of 70 employees was selected using the convenience sampling technique to conduct the survey. Simple linear regression analysis shows that transformational leadership has a significant, positive effect on employee engagement, and hence the hypothesis was supported. The findings suggest that leaders who focus on long-term and higher order intrinsic needs by developing, intellectually stimulating, and inspiring followers, are able to enhance employee engagement. Based on the limitations of this study, suggestions for future research could be offered.Item Impact of Transformational Leadership on Employee Creativity in the Mobile Telecommunication Industry of Sri Lanka(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, 2015) Randeny, R.K.B.P.H.; Wijewantha, P.Today the business context is more competitive than ever before. All the external market factors like, technology, creativity, economic trends and etc., highly influence to the organizational profitability. As every organization is trying to get more benefits than their competitors, they need to concentrate on these factors. There are so many organizations in the same industry who are looking for same group of customers. So they have to differentiate their products and services from others. That is a competitive advantage for firms. The main source of gaining competitive advantage is the human resource or the employees of that company. Because they have uniqueness that anyone cannot imitate easily. Hence, it is an advantage to gain competitive advantage through the employees of the organization. When considering about the service industry, the uniqueness of the service is only depends on the employee who serve the service. So, if employees in an organization can provide an innovative and unique service to their customers, they can easily win the market. To achieve that particular competitive advantage the employee creativity is essential within the workplace. Currently, the problem is the employees are not that much of creative. So this research is conduct on to find out whether the transformational leadership makes an impact on employee creativity in the mobile telecommunication industry in Sri Lanka, which is highly competitive industry in Sri Lanka. Researcher tested a one hypothesis to see the relationship. So as to the research findings, it has found that there is a significant impact of transformational leadership on employee creativity in the mobile telecommunication industry in the Sri Lanka.Item Impact of Training on Employee Job Performance: An Empirical Study of Korean Spa Accessories (Pvt) Limited(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, 2015) Perera, P.C.L.; Wijewantha, P.The purpose of this study is to find out the impact of employee training on employee performance. Employees are the most important asset in any business. The accomplishments of a firm depend on its employee performance. So, top managements have realized the importance of investing in training for the need of improving employee performance. That importance in training on employee performance, created an interest within the researcher to test this previous understanding in the selected research context. As such the study goes on to analyze and understand the theoretical frame work and models related to employee on job training, and its effect on employee performance. The research approach adopted for the study is the quantitative approach. The results show that there is a significant positive relationship between employee training and employee performance. The research context of this study is Korean SPA Company which includes 100 operational level employees and data were collected from all the 100 respondents and their supervisors through self-administered anonymous questionnaires. Regression analysis was used in “SPSS” version 20 for data analysis. Results show a positive relationship between training and employee performanceItem The Impact of Leadership Style on Employee Intention to Quit of Brandix Lanka(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, 2015) Udayanga, B.I.; Wijewantha, P.The garment sector plays an important role for the economic development of the country. Employee turnover, which is considered to be one of the challenging in business nowadays, creates a similar challenge to organizations in the apparel industry as well. High employee turnover rate is a critical problem to the companies. This study attempted to examine the impact of leadership styles (Autocratic, Democratic and Laissez faire) on employee turnover measured in terms of intention to quit in Brandix Lanka Ltd, Ratmalana. This organization was selected as an organization which suffers largely from employee turnover. Data were collected from employees regarding their intention to quit and leadership styles of their supervisors through self-administered anonymous questionnaire. The sample consisted of 100 employees who are working in Brandix Lanka Ltd in Ratmalana. Preliminary analyses were performed initially evaluate the suitability of the data for hypotheses testing and later regression analysis was performed for hypotheses testing. It was identified that there is a positive relationship between autocratic leadership, a negative relationship between democratic leadership and a negative relationship between laissez faire leadership and intention to quit of employees.Item Impact of Employee Psychological Contract on Job Satisfaction: A Study in a Leading Pharmaceutical Products Marketing and Distribution Company in Sri Lanka(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, 2015) Premathilaka, A.M.H.K.; Wijewantha, P.The problem addressed through this study is, ‘why non-managerial employees at the selected Pharmaceutical Products Marketing and Distribution Company are not satisfied with their jobs?’ Over the past few years, the concepts of psychological contract and job satisfaction have gained considerable attention among both practitioners and academics. Accordingly, the purpose of this study, based on literature is to examine the impact of employee psychological contract on job satisfaction. As such, this study has one hypothesis, which checks the direct effect of psychological contract of employees on their job satisfaction. The population of the study is non-managerial workers in the selected organization. Since it is not practically possible to deal with the whole population, a sample of 88 employees was selected using the convenience sampling technique to conduct the survey. This quantitative study follows the deductive approach. The survey instrument was a self-administered anonymous questionnaire developed using standard measures available for variables and it is in English language. The measure for job satisfaction was adopted from the validated Minnesota Job Satisfaction Questionnaire (Short version of the MSQ) and Psychological Contract Inventory (PCI) developed by Rousseau was used to measure that variable. The data collected were analyzed using the Statistical Package for Social Sciences (SPSS) 20.0. The findings show a significant, positive impact of employee psychological contract on job satisfaction. This study has three limitations such as single source bias, examines limited factors affecting job satisfaction, and focuses on a small sample.