2nd Student Symposium - 2015

Permanent URI for this collectionhttp://repository.kln.ac.lk/handle/123456789/12573

Browse

Search Results

Now showing 1 - 10 of 10
  • Thumbnail Image
    Item
    The Impact of Employee Job Stress on Job Satisfaction of Non- Executive Employees at MAS Holding
    (Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, 2015) Tennakoon, T.M.K.I.; Sangarandeniya, Y.M.S.W.V.
    Job stress is considered as a condition which arises when realizes the pressure on them or requirements of situations are wider than they can handle, and if these requirements are huge and continue for a long period of time. The study intended to identify the impact of job stress on job satisfaction of the studied sample. Satisfaction can be defined as the positive emotional reactions and attitude an individual has towards his job. A random sample of sixty non-executives are given a questionnaire to ascertain the impact of job stress on their job satisfaction. The Sample was selected from a garment manufacturing factory belonging to Mas Holdings (Casual Line). Job stress of these employees was measured on six dimensions such as heavy workload, role ambiguity, time pressure, shift work, supervisory style and social support. The job satisfaction was measured on five dimensions such as work itself, pay, promotion, supervision, co-workers, working condition. Questionnaire was analyzed using SPSS (Statistic Package for the Social Science) method. According to the correlation analysis, correlation coefficient between independent variable and dependent variable is - 0.396 (p = 0.002) and it was revealed that there is a negative relationship between employee job stress and satisfaction. According to the regression analysis, there is a 13.9% impact of job stress on job satisfaction and it indicates that there is a significant negative impact of employee job stress on job satisfaction.
  • Thumbnail Image
    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.
  • Thumbnail Image
    Item
    Impact of Leadership Style on Employees’ Job Satisfaction: A Case of Bank of Ceylon - Head Office
    (Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, 2015) Wickramasinghe, P.N.N.; Padmasiri, M.K.D.
    Acquiring and preserving talent is the most vital challenge facing the banking industry. In order to gain the competitive advantage through those employees their performance should be efficient and effective. Accordingly, for that purpose they should be well satisfied. Leadership style is a major determinant of employees’ job satisfaction. Therefore the purpose of this study was to examine the relationship and the impact between leadership styles and job satisfaction among junior executive officers in Bank of Ceylon Head Office, Sri Lanka. A sample of 65 junior executive officers working in Bank of Ceylon Head Office was obtained to participate in this study. The studied leadership styles are transactional and transformational leadership while job satisfaction includes extrinsic and intrinsic job satisfaction. The findings of the study shows that there is a positive and moderate relationship of 40.4% between leadership style and job satisfaction, and transformational leadership and job satisfaction also had a 48.5% of positive and moderate relationship, while transactional leadership and job satisfaction had a strong negative relationship. But the overall impact of leadership and job satisfaction had only 16%, a small impact. And transformational leadership had 24% impact on job satisfaction. Therefore from this study Bank of Ceylon can maximize their profits upon choosing the transformational leadership style as the appropriate leadership style.
  • Thumbnail Image
    Item
    The Nexus between Employer Branding and Executive Level Employees’ Job Satisfaction: A Case of AIA Insurance Lanka PLC
    (Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, 2015) Mendis, M.V.S.; Wanigasekara, W.M.S.K.
    Employer branding has emerged as a result of the application of marketing principles to human resource management. Employer branding represents a firm’s efforts to promote, both within and outside the firm, a clear view of what makes it different and desirable as an employer. Employer branding may be a new terminology for many companies in Sri Lanka, but it is becoming more important to today’s businesses. Therefore this study was carried out to investigate the relationship between employer branding and executive level employees’ job satisfaction in AIA Insurance Lanka PLC. The study was based on a survey conducted on a sample of seventy (70) executive level employees working at AIA Insurance Lanka PLC. Employer branding is measured by using five dimensions such as economic value, development value, social value, diversity value and reputation value. Data were gathered through questionnaire method and data analysis was performed by using Statistical Package for Social Sciences. The results of the research indicate a positive relationship between employer branding and executive level employees’ job satisfaction in AIA Insurance Lanka PLC. Findings of this study could be used for bases of further empirical research. It is recommended to perform similar study in different organization or different industry in Sri Lanka.
  • Thumbnail Image
    Item
    A Study of the Impact of Effectiveness of Employee Welfare Facilities on Executive Level Employees’ Job Satisfaction in Flintec Transducers (Pvt) Limited
    (Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, 2015) Karunathilake, M.R.S.; Pieris, M.D.P.
    Human resource management has become a crucial part in today’s competitive business environment. Organizations have identified that the human resource to be a critical factor in determining their survival. Therefore, organizations often offer its employees with benefits and satisfy packages with a view to motivate them for retaining in the organization for a long period. Generally, organizations offer its employees with effective welfare facility packages to increase employee jobs satisfaction and enhance their loyalty and productivity and to reduce defects such as absenteeism and turnover. Purpose of this study is to explore the impact of effective welfare facilities on employee job satisfaction. This paper proposes a conceptual framework of effectiveness of employee welfare facilities as the independent variable and employee job satisfaction as the dependent variable. The sample consists of executive level employees in Flintec Transducers (Pvt) Ltd – Katunayake. A hypothesis, “there is a significant influence of the effectiveness of employee welfare facilities on employee job satisfaction”, was set to be tested. Data were collected through a self-administered questionnaire which was prepared building on the Minnesota Satisfaction Questionnaire. Questionnaires were distributed among the executives of selected firms. Subsequently, the collected data were analyzed using regression and correlation analysis. It was found that there is a positive relationship between the effectiveness of employee welfare facilities (independent variable) and employee job satisfaction (dependent variable). It suggest that Flintec transducers can use their welfare facilities to increase job satisfaction of its executive level employees. Furthermore, results indicate that welfare facilities ‘current effectiveness level and the Job satisfaction level both of executive level employees are at a significantly good standard.
  • Thumbnail Image
    Item
    Impact of Person Job Fit Concept on Job Satisfaction of Grade “C” Employees in Ceylon Petroleum Corporation
    (Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, 2015) Madumali, M.A.; Weerakkody, W.A.S.
    Current work environment is very competitive and dynamic. Human Resource Management is a determinant factor to gain competitive advantage within this competitive and dynamic work environment. So organizations are always satisfied their employees to retain within the organization for a long period. And also organizations select the best employees to their organization. Generally organizations select employees which are best fit to the job. It calls person Job fit concept. It is affect to the job satisfaction of employees. This study examines the impact of person job fit concept on job satisfaction. This is proposed a conceptual framework for examine the person job fit concept and job satisfaction. The main independent variable is person job fit and it is divided into two categories. There are two independent variables. Those are demand ability perspective and needs supplies perspective. The dependent variable of the conceptual framework is job satisfaction. The sample of the study was grade “C” employees in the Ceylon Petroleum Corporation Oil Refinery to justify the impact of person job fit concept on job satisfaction. A self-prepared questionnaire is used to collect data and measure the correlation, regression and multiple regressions through the Statistical Package for the Social Sciences (SPSS). It was found that there is a positive relationship between demand ability perspective and job satisfaction. And also there is a positive relationship between needs supplies perspective and job satisfaction. It illustrate that Ceylon Petroleum Corporation can use person job fit to increase job satisfaction. And the analyzed data are indicated that current demand ability perspective is at moderate level and needs supplies perspective is at above average level. And job satisfaction is at moderate level.
  • Thumbnail Image
    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.
  • Thumbnail Image
    Item
    Impact of Work Family Conflicts on the Degree of Job Satisfaction of Supervisory Level Employees of Colombo Dockyard PLC
    (Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, 2015) Hewapathiranage, H.P.L.S.; Pieris, M.D.P.
    Work and family conflict could be identified as a significant influential factor in the common context. Majority of employees have to face conflicts due to family and work domains in which the individual operates. Currently many scholars and organizations are engaged with different research and development activities related to work family conflicts of employees. Hence it could improve both individual and organizational performance. Job satisfaction predicts both negative and positive attitudes and behavior in the work context, thus an analysis of the factors that determine this satisfaction or dissatisfaction is one of great interest to managers and directors in an organizational context. Hence this study examined the impact of work family conflict on job satisfaction of supervisory level employees in Colombo Dockyard PLC. In this research work family conflict was considered as the independent variable and job satisfaction was considered as the dependent variable. Population of this research was the supervisors in Colombo Dockyard PLC. The data were obtained from 50 supervisors. A standard questionnaire was used to collect data. It was found that measurement scales met the acceptable standards of reliability analysis. Pearson’s correlation analysis and simple regression analysis were used to test the research hypothesis. Considering the findings, it was concluded that supervisors in Colombo Dockyard PLC face low level work family conflict and high level job satisfaction. Thus the most significant finding was the moderate level negative relationship between the work family conflict and job satisfaction of supervisors in Colombo Dockyard PLC. This study confirmed that work family conflict was significantly correlated with job satisfaction. Therefore, it can be concluded that the work family conflict is a significant predictor of job satisfaction. The results of the study imply that work family conflict is an important concern for individuals and organizations alike because of its negative consequences leading to reduced job satisfaction.
  • Thumbnail Image
    Item
    Effect of Health and Safety Practices on Job Satisfaction of Field Employees in Ceylon Electricity Board, Area Office in Gampaha
    (Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, 2015) Perera, H.D.W.; Sangarandeniya, Y.M.S.W.V.
    Occupational health and safety practices are one of key functions under Human Resource Management. The primary objective of health and safety practices is, to provide employee freedom from physical and emotional illness and to protect employees from injuries caused by work related accidents. Health and safety practices can be affected to other outcomes such as high employee morale, high job satisfaction, decrease absenteeism and increase productivity. Ceylon Electricity Board Gampaha area office is one of a branch; which is responsible to electricity power distribution. The management is highly concern on to provide better health and safety practices for field employees, because of the high risk physical working situations with related to their job. They have to bear huge financial expenditure on health and safety practices as well. The management is very much interested in identifying whether there is an effect of health and safety practices on job satisfaction of field employees. Therefore, the purpose of this research was to identify the effect of health and safety practices on job satisfaction. The researcher started the study by going through relevant literature. Then data were collected from 60 field employees through a self-administered questionnaire, which was developed on five point Likert scale. The Statistical Package for Social Sciences (SPSS) version 20.0 was used to analyze the collected data. Descriptive statistics, correlation coefficient and simple regression analysis aided in the analysis of data. Findings suggested that there was a significant weak positive relationship between health and safety practices and job satisfaction (R = 0.299); and the regression analysis revealed (R2 = 0.089) that health and safety practices could explain the variation of 8.9% of job satisfaction. In sum, this study indicated the significant positive effect of health and safety practices on job satisfaction.
  • Thumbnail Image
    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.