7th HRM Student Research Symposium 2020

Permanent URI for this collectionhttp://repository.kln.ac.lk/handle/123456789/22274

Browse

Now showing 1 - 20 of 63

Impact of Work-Life Balance on Employee Psychological Well-Being
(Department of of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2020) Weeraman, A.S.D.; Mahalekamge, W.G.S.
Work-life balance is one of the challenges facing many business organizations today. For many organizations, work-life balance has become a concern because the WorkLife Balance hits positively in various ways for the company. This study aimed to identify the impact of work-life balance on psychological well-being in a leading apparel organization in Sri Lanka. Simple random sampling was used to select the sample from the population. The Standard questionnaire was used to collect data from a sample of 118 to executive and above level employees in a leading apparel organization in Sri Lanka. Regression and Correlation analysis was performed using SPSS version 23.0 to test the research hypothesis of the study. The findings revealed that a significant positive impact of work-life balance, work interference with personal life, personal life interference with work and work/personal life enhancement on the psychological well-being of executive and above level employees in a leading apparel organization in Sri Lanka. This study also helped expand the understanding of the impact of work-life balance on psychological well-being in the apparel sector. Further, it is expected that the current study model will benefit several other apparel organizations in designing their work-life balance.
Impact of Students' Politics on Academic Performance Evidence from Undergraduates of National Universities in Sri Lanka
(Department of of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2020) Dushmantha, P.H.P.; Gamage, P.N.
In the higher education context in Sri Lanka, government universities have a greater responsibility to produce more productive and effective undergraduates to society. The higher education system's quality disruption is caused by the student's engagement with student union activities. In that case, the government, university administration, and society suffer from poor knowledgeable, and unskilled undergraduates arriving from government universities. In this research study, the researcher investigates four major factors, the family background of the undergraduates, the university environment, difficulties faced by the undergraduates, and undergraduate sports involvement in university, which significantly cause student union engagement in national universities. It was found that family background, university environment, difficulties faced by the undergraduates, and sports participation of the undergraduate influence students' involvement in university politics. Ultimately, union involvement significantly impacts the undergraduate's academic performance, which was confirmed by results generated through the omnibus model of the test. This study's findings provide insights for university administration, parents, and primary and secondary school teachers to develop more productive and effective undergraduate through national universities in Sri Lanka.
Impact of Factors Affecting the Motivation to Transfer of Training: A Study of a Leading Commercial Bank in Sri Lanka
(Department of of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2020) Prabodha, P.K.S.; Nishanthi, H.M.
Motivation to transfer training is a crucial determinant of the effectiveness of training programs. The purpose of this study is to assess the impact of factors affecting motivation to transfer training. This study examines the impact of supervisor support, career commitment, instrumentality and peer support on motivation to transfer training. The researcher identified the gap in a selected commercial bank as well as in the banking industry. This study carried out as a deductive, quantitative and a crosssectional study. Primary data were collected from one hundred and eleven staff assistant grade employees of a selected commercial bank using a refined questionnaire through an online questionnaire survey, designed as a google form. The sample will pick up by using a simple random sampling method. Hypotheses were developed based on the reviewed literature. SPSS software used to analyze collected data. The findings showed that supervisor support, career commitment, instrumentality, and peer support significantly impact motivation to transfer training and a significant relationship between them.
Impact of ‘Big Five’ Personality Dimensions on Telecommuting Attitude of Generation Y and Z Executive Grade employees in Finance Companies, Gampaha District
(Department of of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2020) Ranasinghe, S.P.; Thisera, T.J.R.
The main objective of this study is to explore the impact of the ‘Big Five’ personality dimensions on telecommuting attitude of generation Y and Z in executive grade employees in Finance companies, Gampaha district in Sri Lanka. This quantitative, explanatory, cross sectional study is followed by the deductive approach and survey strategy is used to collect data. Data were collected from a standard questionnaire using the convenience sampling technique from a sample of hundred. Simple regression was used to test the hypotheses by using Statistical Package for Social Sciences (SPSS). The findings revealed that, extraversion and conscientiousness have a negative impact on telecommuting attitude. The remaining three variables (agreeableness, neuroticism and openness) did not showed any impact on telecommuting attitude. This concludes that it is better to consider open and neurotic employees for telecommuting arrangements as they reflected a positive significant relationship. Moreover, the study has many implications towards the theory and practice.
Impact of Employer Brand on Employer Attractiveness as Perceived by Employees in Insurance Industry
(Department of of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2020) Madhurangi, R.P.S.; Devadas, U.M.
There is a war for attracting the best employees toward the organizations, so managers have to pay attention to attracting employees. Employer brand is grounded in the resource-based view and human resource theory and focuses on developing organizations’ brands' potential employers (Backhaus & Tikoo, 2004). The current research initiated to assess the impact of employer brand on employer attractiveness. According to the literature, the researcher found a gap in identifying the relationship between the employer brand and employer attractiveness. Therefore this study assesses employer brand level, access the level of employer attractiveness, and identifies the impact and relationship between employer brand and employer attractiveness. The study is limited to the identification of the results of employees in a selected insurance company. The research is carried out as an exploratory crosssectional study, and a self-completion questionnaire is administered to gather relevant data from the participants. The size of the sample is 123, and only 123 students responded effectively. Simple random sampling methods were used to design the sample from the total number of employees in a leading insurance company. Frequency descriptive statistical analysis, correlation analysis, and regression analysis were used to achieve the study's objectives. The current study concludes by declaring that high employer attractiveness is made through the employer brand. Further researcher identifies that there is a significant and moderate relationship between employer brand and employer attractiveness. To be competitive within the market place and to achieve organizational strategic goals, it is recommended that organizations must have a specific concern over the organizational brand identified through this study, which will permit to attract the best breed towards the particular employer.
Difference of the Influence of Demographic Factors on Work-Life Balance: A Study of Banking Staff in the XYZ Bank of Sri Lanka
(Department of Finance, University of Kelaniya, 2020) Jayaweera, M.M.W.; Welmilla, I.
The inconsistency of previous empirical findings and the prevailing contextual gap in the Sri Lankan banking context lead to examine the demographic differences in worklife balance. This study was carried out as quantitative explanatory research work. Further, the sample was selected randomly and used a simple random sampling technique. The study was cross-sectional, descriptive and a standard questionnaire was used to collect primary data through a survey. Questionnaires were distributed to a sample of 152 banking employees who are currently working in banks. Descriptive statistical techniques, independent sample t-test, one-way ANOVA, and post hoc test were used to analyze data. It was found to be that there is no significant difference in work-life balance between males and females. Moreover, it was found that there is a significant difference in work-life balance between married and unmarried groups and a significant difference in work-life balance among age groups. The study's findings emphasize the prime importance of keeping a work-life balance and designing a worklife friendly environment within the XYZ Bank to ensure a high-level employee worklife balance. Further, it is expected that the current study model will benefit several other private and public banks in designing their work-life balance initiatives. Crossvalidation of this study's findings to be done in different contexts, comparatively among a more significant sample, and using qualitative research design will add more insights to the current study's substance.
Impact of Open Office Work Environment on Employee Psychological Well-being: Study with Special Reference to the Banking Industry of Sri Lanka
(Department of of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2020) Senanayake, R.N.; Weerasinghe, T.D.
Optimizing employee psychological well-being is a must for an organization, so that it is a practice gaining more importance in organizational disciplines nowadays. However, a gap is found as per the extant literature, between the ideal condition and practical level of the employee’s workplace well-being. As the open office work environment is a novel concept to Sri Lankan banking industry, and its effects on employee psychological well-being is not well addressed yet. Hence, the current study attempts to assess the effect of open office work environment on employee psychological well-being with special reference to the banking industry in Sri Lanka. The study was quantitative and cross-sectional survey design was followed. Data was collected through a standard questionnaire. Simple random sampling technique was applied to select the sample, and the final sample consisted of 316 executive level employees selected from three main licensed commercial banks in Sri Lanka. Primary data were analyzed using correlation and regression with the aid of SPSS and Excel. Findings revealed that the more significantly, psychological well-being is perceived by the banking sector employees to be impacted by the open office work environment, and there is a strong positive relationship between open office work environment and psychological well-being. Thus, it is concluded that open office work environment improves overall psychological well-being of employees due to advantages like allowing them to easily communicate with each other and leads to reduce the stress level for employee encountered. It is suggested that to maximize the effectiveness of open office further, organizations can take more initiatives to enhance the level of collaboration, manage the noise level, and to increase the level of privacy in the work environment. Cross-validation of the findings can be done in different industries, using quite a bigger sample in future studies.
Impact of Key Influential Factors on Psychological Empowerment of Employees: A Study of Middle Level Employees in Automobile Industry
(Department of of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2020) Navanjana, L.A.S.; Sangarandeniya, Y.M.S.W.V.
Psychological empowerment has a great influence on the satisfaction, commitment and efficiency of workforce which drives organization towards its success. The feasibility of this strategy depends on the ability of leaders to share control with their teams in order to achieve better company outcomes. The purpose of this study was to explore the impact of identified key possible influential factors on the Psychological Empowerment. Transformational Leadership, Participatory Organizational Culture, Rewards and Incentives, Training Effectiveness were identified as influential factors of psychological empowerment based on the extant literature. Hundred middle level employees who engaged in automobile companies listed under Colombo Stock Exchange were considered as the sample to ascertain a better and reliable conclusion. Primary data was obtained using standard questionnaires for each variable and the data were mainly analyzed using descriptive statistics, correlation analysis and regression analysis. The findings of the study reveal that there is a significant relationship between identified influential factors and employee empowerment. Further the results show that there is significant impact of all the identified influential factors on Psychological empowerment. These findings may lead the organizations’ management to make decisions more efficiently and effectively about planning future empowerment processes Moreover, this study will serve as a basis for future researches on how to empower people in the middle level of the organizational hierarchy in the automotive industry without limiting individual productivity.
Effect of Gender Discrimination on Employee Performance: Mediating Role of Occupational Stress: A Study of Executive Level Employees in the Banking Sector of Sri Lanka
(Dilrukshi, U.N., Ranasinghe, V. R. (2020). Effect of Gender Discrimination on Employee Performance: Mediating Role of Occupational Stress: A Study of Executive Level Employees in the Banking Sector of Sri Lanka. In : 7th HRM Student Research Symposium, 2020. Department of of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka, p.63., 2020) Dilrukshi, U.N.; Ranasinghe, V. R.
Even though there are many determinants of the employee performance mentioned in the extend literature, gender discrimination effects on employee performance has not been studied in the Sri Lankan banking sector yet. Discrimination among employees has become an important issue in the current organizations. Bridging this gap in the context, the current study assessed the impact of gender discrimination on employee performance and assessed the mediating role of the occupational stress in the branches of people's bank in Rathnapura district. The current study was conducted as a crosssectional, field study among a sample of eighty executives in the bank following the simple random sampling technique. Primary data was collected through a standard questionnaire distributed via the online platform. The collected data were analyzed with the support of the SPSS employing correlation, regression, and descriptive statistics. It is found that there is a negative impact of gender discrimination on employee performance with mediating occupational stress. According to the results of the study there was a positive relationships between hiring, promotion and wage gender discriminations with occupational stress, as well as a negative relationship between occupational stress and employee performance. Hence it is recommended to all HR managers in the organizations to maintain gender equality within the organization, which in turn, will affect their performance.
Impact of Emotional Labor on Employee Performance: Mediating Effect of Employee Well-Being
(Department of of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2020) Padmasiri, H.R.D.S.; Karunarathne, R.A.I.C.
Although, the prior research extensively examined the antecedents of employee performance, a little is known about the effect of emotional labor on employee performance, particularly in the Sri Lankan context. Hence, bridging the gap in the context, the current study examined the impact of emotional labor on employee performance. Based on extant literature, the researcher developed a conceptual model which explains the effect of emotional labor on employee performance through employee well-being. Data were collected from 117 front line employees from 4 leading commercial banks in Sri Lanka to test the model. Data were analyzed employing correlation, regression and descriptive statistics with the support of the SPSS. The results show a significant impact of emotional labor on employee performance, where employee performance increases by 22.6%. Further, mediating analysis results show that employee well-being partially mediates the effect between emotional labor and employee performance. Overall, this study highlights the importance of emotional labor to improve employee performance, in particular service sector organizations. The study’s data are cross-sectional. Thus, future studies are encouraged to use a longitudinal research design with different samples. It is recommended that banks and other service organizations take necessary action to develop individual employees’ emotional regulation appropriately.
Impact of Work from Home on Work-Life Balance: Study of Employees’ Experience during Covid-19 Pandemic
(Department of of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2020) Nizath, S.M.; Karunarathne, R.A.I.C.
Covid-19 pandemic has impacted every aspect of human life. Many employees start work from home during this pandemic situation, which disturbs employees’ regular work and non-work schedules. However, there were limited studies that examine the effect of Work from Home on Work-Life Balance. Thus, the current study examines the effect of Work from Home on Work-Life Balance and examines the moderating role of gender. Using a structured questionnaire, data were collected from 301 employees who started work from home during Covid-19 pandemic. The data were analyzed using regression with the Statistical Package of Social Science (SPSS 26.0 version). The results show that Work from Home significantly impacts Work-Life Balance, where Work from Home decreases employee Work-Life Balance. However, the moderating effect of gender was insignificant. The study makes a significant theoretical contribution by addressing the inadequacy of Work from Home policies by supporting the argument that the employees face so many challenges when performing organizational activities at their home. It is suggested that managers and practitioners should have a better understanding of the individuals and organization before implementing Work from Home practices to the employees. Cross-validation of this study’s findings in various industries and different cultures comparatively among a more extensive sample in subsequent studies is recommended, which will add more insights to the present study’s substance.
Impact of Employee Commitment to Change on Success of the Change: A Study of Staff and above Level Employees in ABC Company
(Department of of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2020) Gunawardhana, D.H.A.; Dhammika, K.A.S.
The global business environment is changing rapidly, and companies must change their strategies, structures, plans in line with the change. Otherwise, organizations cannot survive in the rapidly changing commercial environment. As a result, organizations are attempting to make changes to the organization. However, the success of implementing change continues to be challenging. The extant literature shows that most change implementations were unsuccessful while the small number of change implementations was successful. Employee commitment to change is one of the leading factors that lead to successful change. Even though there has been considerable research to examine the impact of employee engagement with change on the success of change in the Western context, there is a limited understanding of research on this issue in the Sri Lankan context. Thus, this study aims to identify the impact of employee commitment to change on the success of change in one of the leading manufacturing firms in Sri Lanka. In this study, the researcher conducted quantitative research, and a cross-sectional survey comprises 113 staff and above level employees in ABC Company using a convenience sampling technique. The data were analyzed using descriptive statistics, correlation, and regression statistics with the aid of SPSS. It was noted that employee commitment to change is significantly related to successful change and that there is an impact on employee commitment to change on successful change. It was concluded that in determining the success of an implemented change, commitment to change plays an important role. The study provides a significant theoretical contribution in addressing the Herscovitch and Meyer three-component theory of commitment to change. It is suggested that when implementing a change, managers and practitioners should be concerned with employee perspectives as well. However, cross-validation of this study is recommended in different industries and cultures compared with a larger sample in subsequent studies.
Impact of Perceived Organizational Politics on Emotional Exhaustion with the Mediating Effect of Workplace Incivility: Middle Level Employees in the Apparel Industry at the Western Province
(Department of of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2020) Senarathna, W.A.N.M.; Jayarathna, S.M.D.Y.
The main purpose of this study was to identify the impact of perceived organizational politics on emotional exhaustion in the apparel industry of the middle level employees at the western province. Further, the current study was designed to identify the mediating effect of workplace incivility for the impact of perceived organizational politics on emotional exhaustion. This is a cross sectional descriptive research in nature. A standard questionnaire was used to collect primary data through a google form. The respondents were the professionals those who are working in the apparel industry, selected from few private sector organizations in Sri Lanka. Descriptive statistics, simple regression analysis was used to analyze the data and make conclusions. Findings revealed that perceived organizational politics was a reason to the emotional exhaustion of the middle level employees in the apparel industry and also this impact increased by the mediator, workplace incivility. However, the findings revealed that the perceived organizational politics and workplace incivility is highly affected to emotional exhaustion of the employees. It will be a critical problem in the future.
Role of Perceived Organizational Politics and Perceived Organizational Support on Employee Job Attitudes: A Study of Executive Level Employees in a Leading Financial Institution in Sri Lanka
(Department of of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2020) Perera, D.M.K.; Wijewantha, P.
It is a challenge to find employees who possess the right job attitudes among hundreds of employees who work in organizations. However, employees with positive workand job-related attitudes are a key for modern businesses which strive to achieve sustainable success. Even though the extant literature provides evidence on the relationship between job attitudes and the role of perceived organizational politics and support, it remains under studied within the finance industry. Therefore, taking this lacuna in research into consideration this study examines the role of perceived organizational politics and perceived organizational support on employee job involvement and organizational commitment. The study was conducted as a crosssectional survey among 135 executive-level employees in a financial organization in Sri Lanka. Primary data were collected via a self-administered structured standard questionnaire developed as a Google form. Data were analyzed using SPSS (version 26). Simple regression analysis was employed to analyze data. Accordingly, findings of the study revealed that increased perceptions of organizational politics will negatively influence employee job attitudes and when employees perceive more support it will positively influence employee job attitudes. Accordingly, this study suggests the need for providing more support from the organization towards employees to increase their work- related attitudes while minimizing the perceptions of organizational politics
Impact of Job Stress on Job Performance among Executive-Level Employees in the People’s Bank Head Office
(Department of of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2020) Madhushani, D.M.C.; Devadas, U.M.
This study’s ultimate purpose was to assess the impact of job stress on job performance among executive-level employees in people’s bank head office in Sri Lanka. The main objectives were to examine the level of stress and level of executivelevel employees’ job performance and the relationship between the selected employees’ stress and job performance. The study was quantitative, and a crosssectional survey design was followed. The data were collected using a structured questionnaire, and a simple random sampling technique was applied to select the sample, and the final sample consisted of 106 Executive-level employees from the people’s bank head office. The data were analyzed using correlation and regression with the aid of SPSS. According to the empirical analysis of the study, researchers found a significant negative impact of stress on job performance in executive-level employees. According to the correlation analysis, the researchers found that stress and job performance were moderately and negatively correlated. This research concludes that there is a slightly higher level of stress among executive-level employees, lower level of job performance among executive-level employees, moderate negative relationship between the job stress and executive-level employees’ performance, and significant negative impact of job stress on job performance among executive-level employees. This implies that companies with high job stress have a high tendency to emerge from many problems, and employee performance is always negative due to factors such as high work pressure. Thus, the researchers recommend adopting an effective management process to reduce stress and increase employee job satisfaction and job performance.
Determinants of Interns’ Satisfaction: Study with Special Reference to Faculty of Commerce and Management Studies, University of Kelaniya
(Department of of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2020) Samendra, L.P. J.R.; Weerasinghe, T.D.
Internship training has become an integral part of degree programs in many state and private universities. While much of the world is focused on internship training, little attention has been paid to interns’ satisfaction. However, interns’ satisfaction is an integral part to achieve the desired results from an internship program. Therefore, the current study attempts to examine, the determinants of interns’ satisfaction of Commerce and Management undergraduates in University of Kelaniya. In addition to that, this study intends to contribute to fill the literature gap by investigating into the associations between the determinants; university support, job characteristics, working environment, contextual factors and interns’ satisfaction. Hence, this was a quantitative, cross-sectional study in which primary data were collected through Google Forms by using probability sampling technique. Correlation and simple regression analysis were used to test the hypotheses. Findings reveal a significant positive impact of university support, job characteristics, working environment and contextual factors on interns’ satisfaction and it is found that there is a significant relationship between university support, job characteristics, working environment, contextual factors and the interns’ satisfaction respectively. Accordingly, it is concluded that, if there is satisfaction in any of these four factors (university support, job characteristics, working environment, and contextual factors) the interns will be retained in that organization. The study results clearly underlined that, if the right and preferred methodologies are being adopted in internships, interns will be able to obtain a greater level of satisfaction from the internship. Furthermore, this study raises the need for stakeholders to look at the determinants on interns’ satisfaction in a more serious and holistic approach.
Comparative Study of Work-Life Enrichment of Freelancers and Permanent Employees in IT Industry
(Department of of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2020) Kumari, M.R.M.U.; Welmilla, I.
With the present situation of the world, there is more concern about the work familyrelated concepts. Most of the researches are tend to research this area. Most of the previous studies focus on the negative side of the work-family concept that is workfamily conflict. This study primarily focused on work to family enrichment and family to work enrichment, which is the positive side of the work-family concept. This study aimed to investigate the difference in work-life enrichment between freelancer employees and permanent employees in the IT industry. It was hypothesized that the two employment types of freelancer employees and permanent employees differ in their work-family enrichment. This study covered employees working in the IT industry in the Colombo area in Sri Lanka with a sample size of 208, and data were collected through a structured online questionnaire. The hypotheses were tested by using the independent sample T-test. Findings revealed that there is a significant difference between the freelancers' and permanent employees' work-family enrichment. This study concluded that the practitioners are encouraged to implement the freelance working culture to gain more advantages to get better outcomes for the work and family domains. Further, this study is a key attempt to identify the freelancers and their present perspectives.
Impact of Personality Traits on Employee Job Performance
(Department of of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2020) Yasodhara, T.L.; Mahalekamge, W.G.S.
The purpose of this study was to assess the impact of personality traits on employee job performance of the selected leading bank in Sri Lanka. This study is carried out as a quantitative explanatory research work. Further, the sample was selected using simple random sampling technique. This was a cross sectional study and standard questionnaire was used to collect primary data through a survey. Questionnaires were distributed to a sample of 152 of bank staff who are currently working in a leading bank in Sri Lanka. To analyze received questionnaires data, SPSS (Statistical Package for the Social Science) was used. To interpret data analyzed and to obtain the results graphical charts, descriptive statistical techniques such as mean, standard deviation, skewness, kurtosis and also histograms, correlation and coefficient, simple regression analysis and residual analysis were used. To test the relationship between variables, Pearson correlation analysis was used. Simple regression analysis was used to identify the degree of the impact of the independent variable on dependent variable. Further, results revealed that extraversion, conscientiousness, agreeableness and openness to experience has positive and significant impact on job performance of employees while neuroticism statistically proved that there is no significant impact on employee job performance. The present study would provide the directions for theoretically and practically for the relevant parties in banking industry. Moreover, this study would provide the direction to HR policy makers, managers, supervisors and to future researchers.
Moderating Effect of Team Tenure on Team Trust – Team Performance Relationship: With Relevance to Sri Lankan Tyre Manufacturing Industry
(Department of of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2020) Rajapaksha, B.P.; Nishanthi, H.M.
Even though there are many determinants of team performance found in extend literature, team trust and team tenure's moderating effect is little investigated in the Sri Lankan context, and it has not been studied yet. Bridging the gap in the context, the current study assessed team tenure's moderating impact on team trust and team performance relationship in Sri Lankan tyre manufacturing industry. The current study was conducted as a cross-sectional study among a sample of one hundred and ninety-two executive-level employees selected from four major tyre manufacturing organizations following the stratified simple random sampling technique. Primary data were collected through a standard questionnaire distributed via Google form. The collected data were analyzed with the support the SPSS employing correlation, regression, descriptive statistics and process matrix. It is found that team tenure does not moderate the relationship between team trust and team performance, and also found that strong positive relationship between team trust and team performance. Moreover, team trust positively impacts team performance, and team tenure does not impact team trust and team performance separately. It is recommended to tyre manufacturing organizations to facilitate more open communication and information sharing to improve executive-level employees' trust within teams, which will affect their team performance.
How Flex-work Impacts on Work Engagement in Sri Lankan Context? A Study of Employees in IT Industry
(Department of of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2020) Samanmali, R.A.S.T.; Thisera, T.J.R.
The purpose of this study is to assess the impact of flex-work on work engagement of employees in IT industry in Sri Lanka. This study is quantitative and explanatory research work. This is a cross-sectional descriptive research and the standard questionnaire was used to collect data through an online survey. The final sample of the study was 110 employees who are currently working in IT industry. Statistical Package for the Social Science (SPSS) was used to analyze collected data. Simple regression analysis was used to test the impact of flex-work on work engagement. The present study revealed that there is a significant positive impact of flex-work on work engagement. The present study provides the directions for HR policymakers, employees, supervisors, and future researchers.