10th HRM Student Research Symposium 2024

Permanent URI for this collectionhttp://repository.kln.ac.lk/handle/123456789/27702

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The Impact of Communication on Employee Engagement in the Banking Industry in Sri Lanka.
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya Sri Lanka, 2023) Abeyrathne, W.S.S.; Gamage, P. N.
This research investigates "The Impact of Communication on Employee Engagement in the Banking Industry in Sri Lanka" with a focus on understanding the intricate relationship between communication practices and employee engagement levels within the sector. Utilizing a survey as the primary data collection method, the study aims to achieve three primary objectives. First, it seeks to identify and analyze the relationship between various communication channels, strategies, and the overall engagement of employees in Sri Lankan banks. Second, the research aims to quantify the current level of employee engagement by employing standardized surveys and exploring key indicators such as job satisfaction, motivation, and commitment. Lastly, the study aims to provide actionable recommendations for enhancing employee engagement based on the identified communication gaps and challenges within the banking industry. By addressing these objectives, the research aims to contribute valuable insights to practitioners, policymakers, and researchers, providing a foundation for informed decisions to foster a positive work environment and elevate organizational effectiveness within the banking sector in Sri Lanka.
The Impact of Non-Mandatory Training on Employee Performance
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya Sri Lanka, 2023) Abeywickrama, B.L.; Gamage, P. N.
The purpose of this research is to identify the impact of non-mandatory training on employee performance at ABC Cement. In addition to that, this study intends to identify the relationship between the non-mandatory training and employee performance in ABC Cement. Although there is enough literature on training and development, employee performance, employee productivity, employee efficiency. There is less research context in non-mandatory training, especially in the manufacturing sector. This study explored the relationship and examined the influence of non-mandatory training on employee performance in the manufacturing sector. This research is deductive (theory–testing) research. This research was conducted using a survey research strategy and quantitative research method. Executive level employees of the cement manufacturing company were chosen as the population of the study. The sample size was 200, data collection was done through a selfadministered questionnaire and Convenience sampling technique. A Google form was created and distributed to collect data. The number of employees who responded was 220 out of 400 employees. Statistical Package for Social Science (SPSS), version 23.0 was used as a tool for data analysis and both descriptive and inferential statistics, namely correlation and regression were used to analyze data. The results indicate that the non-mandatory training has positively impacted the employee performance of the cement manufacturing company.
Impact of Gamification on Undergraduates’motivation and Learning Achievements: Special Reference to University of Kelaniya
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya Sri Lanka, 2024) Hansika, H.D.D.; De Alwis, A.C.
This study aims to examine the influence of gamification on the motivation and learning achievements of undergraduate students at the University of Kelaniya. Its contributions extend to educators, institutions, policymakers, and students themselves, offering insights that can shape pedagogical practices, improve learning outcomes, and inform decision-making. Utilizing a quantitative approach and a crosssectional field study, the researcher employed a sample of 359 respondents. A developed questionnaire was distributed using a simple random sampling technique. Data analysis incorporated demographic analysis, correlation, regression, and mediation analysis. The findings revealed a significant positive correlation between gamification implementation and heightened motivation among students. Concurrently, an increase in learning achievements was observed, indicating a substantial impact on academic performance. The study concludes that gamification holds significant potential in fostering motivation and enhancing academic performance among undergraduate students. The results underscore the importance of motivation as a mediator in the relationship between gamification and learning achievements. The study recommends developing a comprehensive framework for integrating gamification across various academic disciplines within the university and workshops, seminars, or professional development programs can equip educators with the necessary skills to implement gamification effectively in their teaching methodologies. These findings offer valuable insights for educators, suggesting the consideration of gamification as a strategy to address challenges related to engagement, motivation, and collaboration in learning environments. Emphasizing longitudinal studies, demographic analyses, comparative approaches, qualitative investigations, and meta-analyses are expected to further enrich the understanding of gamification's multifaceted impact on higher education.
The Effect of Cyberloafing on the Job Performance of Gen Z Employees in Private Banks In Sri Lanka
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya Sri Lanka, 2024) Nadeeshani, W. G. W.; De Silva, G. H. B. A.
This study investigates the impact of cyberloafing on the job performance of Gen Z employees in private banks in Sri Lanka. Cyberloafing refers to the personal use of the Internet during work hours for non-work-related activities. The study adopts a quantitative approach, using online surveys to collect data from 175 employees in private banks. The data is analyzed using statistical techniques with SPSS to test the hypotheses. The results reveal that cyberloafing has a negative effect on employee performance, but cyberloafing and employee performance in Generation Z are unaffected. These results suggest that cyberloafing does not differ as generations. However, limitations include lack of clarity, sampling method is non probabilistic and not generalizable, insufficient sample, limited scope, methodological limitations. Future research endeavours are encouraged to explore deeper into cyberloafing dynamics, exploring diverse contexts and employing qualitative methodologies to enhance the comprehension of this phenomenon.
Impact of Workplace Spirituality and Organizational Citizenship Behavior on Employee Commitment: A Study of Executive Level Employees in the Private Sector Manufacturing Organizations of Sri Lanka
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya Sri Lanka, 2024) Liyanage, P. H. S. M. P.; Wijewantha, P.
This study was undertaken to explain the impact of workplace spirituality on employee commitment. Authors used the quantitative method, deductive reasoning, and survey strategy in undertaking the research. The study tested four hypotheses. The unit of analysis was individual. Researcher used the non-probabilistic conveniencesampling technique, due to the unavailability of a population frame. Data were collected from 181 executive level employees using questionnaires. Questionnaire was developed using well accepted standard measures for each variable. The response rate of the study was 18.1%. Data were analyzed using SPSS (Version 23). Hypotheses were tested using regression analysis and the mediation was tested using the online Sobel test calculator. According to the findings of the study, there was a moderate positive relationship between workplace spirituality and employee commitment. Furthermore, organizational citizenship behavior partially mediated the relationship between workplace spirituality and employee commitment. The findings of the present study would provide the direction to corporate communities and future researchers in the areas of employee commitment and organizational citizenship behavior.
Impact of Supervisor Support on Employee Turnover Intention; The Mediating Effect of Employee Trust
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya Sri Lanka, 2024) Thilakarathne, R. M. A. N.; Ranasinghe, V. R.
Competent and skilled employees are crucial contributors to an organization’s success. Losing talented employees negatively impacts the functioning of the organizations. This study focuses on identifying the impact of supervisor support on employee turnover intentions and exploring the mediating role of employee trust in the relationship between supervisor support and employee turnover intention. Drawing on Social Exchange Theory, the study investigated the role of supervisor support and employee trust on employee turnover intention among employees in selected Fast Moving Consumer Goods (FMCG) industry companies in the Colombo District. The study implied the cross-sectional quantitative approach and used an online questionnaire as the data collection method. Data were collected from a sample of 242 employees working in selected FMCG companies in Sri Lanka and a multistage sampling method was used to select the sample. Individual employees from five companies were selected based on the stratified sampling method and the simple random sampling method was used to select the individual samples within each stratum. The collected responses were further analyzed by entering into the Statistical Package for Social Sciences (SPSS). The findings indicated that there is a strong negative impact of supervisor support on employee turnover intention and employee trust significantly mediates the association between supervisor support and employee turnover intention. Hence, all the study’s hypotheses were supported. Consequently, this study presents substantial implications for organizations to develop supervisor support strategies to enhance employee trust and ultimately employee retention by reducing turnover. Also, this study provided considerable knowledge required for further research related to supervisor support and employee turnover intention.
The Impact of the Flexible Work Arrangements on the Employee Performance in the IT Industry Employees Sri Lanka
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya Sri Lanka, 2024) Chakrawarthi, C. W. S.; Welmilla, I.
This study examines the dynamic relationship that exists between employee performance and flexible work arrangements (FWA) in the context of Sri Lanka's IT sector. With the radical shifts that the modern workforce is experiencing, implementing flexible work arrangements has become essential to organizational strategy. The purpose of this study is to analyze the complex link that exists between FWA and employee performance measures within the context of the IT industry in Sri Lanka. The study explores the various facets of flexible work arrangements, including flex time. Work shift. This study aims to determine how FWA affects key performance metrics for workers in the IT sector through a thorough assessment of the literature and empirical investigation. Through the assessment of variables including output, contentment in the workplace, and equilibrium between work and personal life, the study seeks to offer sophisticated understandings of the ways in which flexible work arrangements impact entire worker performance. The objective of this study is to enhance scholarly conversations and provide useful insights for IT companies in Sri Lanka that aim to improve their workforce management approaches. In summary, this study clarifies the complex link that exists between flexible work arrangement and employee performance in the ever-changing Sri Lankan IT sector. Through dissecting this relationship's intricacies, the research hopes to offer significant perspectives that may inform organizational decision-making, human resource practices, and the continuing conversation about the changing nature of employment in the IT industry.
Impact of Workplace Bullying on Intention to Leave: Study of Executive and above Employees in One of the Leading Fabric Printing Companies in Sri Lanka
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya Sri Lanka, 2024) Isuri, N.K.G.; Sangarandeniya, Y.M.S.W.V.
This study investigates how self-efficacy affects the academic performance of finalyear management undergraduates in a selected state university in Sri Lanka. The study used a quantitative explanatory field study design and collected data from 253 participants through online questionnaires. SPSS 22.0 was used for data analysis on the collected material. Self-efficacy was measured through perceived control, competence, persistence, and self-regulated learning, while academic performance was self-reported through GPAs. The research discovered a strong positive correlation between self-efficacy and academic performance, with a correlation coefficient of 0.834 and a significance level of p < 0.001. Self-efficacy accounted for 69.5% of the variability in academic performance, which is consistent with previous studies, emphasising the significant impact of self-efficacy onstudent success.The study highlights how self-efficacy positively affects academic performance in management undergraduates, offering opportunities for interventions that can lead to improved academic performance and long-term career success. Additionally, the findings add to the knowledge base on factors that influence academic achievement, which can help instructors develop better teaching practices and guide student support initiatives. In future research, the researcher aims to improve the study by implementing more rigorous sampling techniques to enhance generalizability, employing longitudinal designs to establish causality and track the development of self-efficacy, and incorporating objective measures of academic performance for greater accuracy. Addressing these limitations will help to create more comprehensive research and generate deeper insights. Further research on how self-efficacy affects academic performance in management education, particularly in Sri Lanka, has the potential to enhance student success and preparefuture leaders with the confidence and skills they need to excel.
Influence of Social Media Use on Undergraduates' Academic Performance
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya Sri Lanka, 2024) Viwarjana, K.D.V.; Ranasinghe, V. R.
The current study investigated the impact of social media use on undergraduates’ academic performance. This research aims to identify the impact of social media use on the academic performance of management undergraduates at the University of Kelaniya. This study is quantitative and conducted as a cross-sectional field study. A standard questionnaire was distributed for the target sample as a Google form online. According to the simple random sampling technique, the final sample remains at 327 observations of all-year management undergraduates at the University of Kelaniya, Sri Lanka. The sample data set was analyzed through the validity and reliability analysis, and correlation and regression analysis with the aid of the Statistical Package for Social Sciences (SPSS). Regression analysis was used to determine the relationship between academic performance and use of social media.According to this research findings there is a significant correlation between the use of social media, and undergraduate academic performance.it was identified that social media significantly impacts students’ academic performance of undergraduates in the Faculty of Management Studies, University of Kelaniya, Sri Lanka.Accordingly, the researcher suggested that social media be utilized as a teaching tool as well; that social networking sites be updated, and new pages made to improve academic activities and prevent a decline in students' academic performance; and that parents and educators should keep an eye on their students' use of these websites.
The Comparative Study of Generation X and Generation Y; Their Work-Life Balance
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya Sri Lanka, 2024) Chandrarathna, W. D. P. S. H.; Welmilla, I.
The prevailing economic crisis in the country led the organizations to enhance worklife balance within every organization because nowadays every person is struggling to live. Therefore, the objective of the current study was to identify the differences between Generation X and Generation Y. This study intends to contribute to filling the theoretical and empirical gap in the existing literature within the Sri Lankan context. Hence this was a quantitative and cross-sectional study which was based on an organization in Informational Technology Industry. Data were collected through a structured questionnaire using a convenient sampling technique. T-test for sample groups were used to measure the difference between the two generations and to test the advanced hypotheses of the study by using Statistical Package for Social Sciences (SPSS). The analyzed results show that there is a significant difference between Generation X and Y in their work-life balance. Furthermore, this study is a move for organizational management to take necessary actions to create satisfied employees within the organization with the support of supervisors and peers. Moreover, this study was limited only to one particular company in the Informational Technology Industry in Sri Lanka and all 235 employees are included in the population for this study. Stratified random sampling was used to select the sample from the population. Therefore, the current study suggested that to conduct the study by considering all organizations in the business world within Sri Lanka to get an effective output from future research.
The Impact of Individual Level Determinants of Knowledge Sharing on Employee Job Performance
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya Sri Lanka, 2024) Madhushani, W. K. U.; Darshani, R. K. N. D.
The ability of a company to lead and inspire its workforce decides whether it can succeed or fails. It is commonly acknowledged that an organization’s capacity to maintain its competitiveness in the global marketplace is significantly impacted by knowledge management. Because of the knowledge is an organization’s most valuable strategic resource and can give them a long-term competitive advantage, knowledge management also depends on knowledge sharing. When considering the relationship between knowledge sharing and employee job performance, it is a key area of focus for strategic management in the current landscape of organizational dynamics. Organizations can benefit greatly from individual-level knowledge sharing because it fosters creativity by bringing different viewpoints to problem-solving and improves staff development through ongoing education. Therefore, the objective of the current study was to identify the impact of individual level determinants which are interpersonal trust, intention to share knowledge and motivation to share knowledge on employee job performance. This study intends to contribute to fill the theoretical and empirical gap in the existing literature within Sri Lankan context. Hence this was a quantitative and cross sectional study which was based on an organization in Telecommunication industry employees. Data were collected through a structured questionnaire using a convenient sampling technique. The sample size was 200 employees worked at Telecommunication Company in Colombo District. The number of employees who responded was 195 among 200 employees. Statistical Package for Social Science (SPSS), version 23.0 was used as a tool for data analysis. According to the result of present study there is a significant and positive relationship in between knowledge sharing and employee job performance. And considering each sub dimensions the greater impact is having an interpersonal trust to share knowledge for employee job performance as an individual determinant of knowledge sharing. And lower impact having intention to share knowledge as an individual determinant of knowledge sharing. Therefore, the current study suggested that to conduct the study by considering all organizations in the business world within Sri Lanka to get an effective output from future researches.
The Impact of Green Training and Development on Green Organizational Citizenship Behavior: With The Mediating Effect of Green Employee Attitudes at a Selected Apparel Sector Company at Biyagama Export Processing Zone, Sri Lanka
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya Sri Lanka, 2024) Dasanayaka, S. W. S.; Pieris, M. D. P.
The primary objective of this research study is to examine the impact of green training and development on green organizational citizenship behavior with the mediating effect of employee green attitudes at the selected apparel sector company at Biyagama Export Processing zone, Sri Lanka. Based on research objectives, to test the above variables and their influence, an online questionnaire survey was created and distributed among selected respondents to collect primary data. The sample is comprised of 108 executive and above-level employees. Researcher selected the sample from its population by using simple random sampling method and the sample is comprised of various respondents based on their gender, age, educational level and the period of Service Years. Researcher analyzed collected data by using SPSS 25.0 software version. Findings of this research study indicate that the green training and development significantly and positively impact on green organizational citizenship behavior, as well as green training and development significantly and positively impact on green employee attitudes. Also, it was found that green employee attitudes significantly and positively impact on green organizational citizenship behavior. However, those relationships are not a strong correlation between variables. As well as there exists a significant direct impact of green employee attitudes on green organizational citizenship behavior, controlling for green training and development. Further, the indirect effect of green training and development on green organizational citizenship behavior was mediated by green employee attitudes, but it was not significant. According to the above findings, there are other factors that also influence the relationship between green training and development, green organizational citizenship behavior, and green employee attitudes.
The Impact of Employee Perceived Job Security on Employee Commitment; Moderating Effect of Self Efficacy in a Selected Organization of Apparel Sector in Sri Lanka.
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya Sri Lanka, 2024) Bandara, H.M.T.S.; Welmilla, I.
The purpose of this research is to identify the impact of job security on the Employee commitment of executive-level employees in apparel sector organizations in Sri Lanka. Furthermore, the study aims to investigate the moderating role of Self Efficacy in the relationship between job security and employee commitment among executives in the Sri Lanka apparel sector. In addressing research gap, the study explores the connection between job security and employee commitment, particularly in the context of the COVID-19 crisis in Sri Lanka. This research follows a deductive approach, emphasizing theory testing. A survey research strategy and quantitative method were employed. The study targeted executive-level employees within a selected organization in the Sri Lankan apparel sector as the study population, with a sample size of 118. Data collection involved the distribution of printed questionnaires using a convenience sampling technique. Correlation and regression analysis were employed to interpret the findings. The result revealed a robust positive correlation between organizational commitment and job security, indicating a significant impact of job security on organizational commitment among executive employees. Regression analysis further confirmed the substantial influence of job security on executives' organizational commitments. Conversely, the study found that selfefficacy does not exert a significant impact on employees’ organizational commitments.
The Impact of Procrastination on Wellbeing of Government School Teachers; Sri Jayewardenepura Zone of Colombo District in Sri Lanka
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya Sri Lanka, 2024) Leo, N. A.; Darshani, R. K. N. D.
Employee well-being is intricately tied to various aspects of working life, encompassing the physical environment, job attitudes, workplace culture, and structure. The overall health and wellness of the workforce significantly impact an organization’s long-term effectiveness and correlate directly with production levels. From last years to today, procrastination of employees impacted to the employee wellbeing, job satisfaction, and job performance of the employee. So this study investigates the relationship between procrastination and the well-being of government school teachers in the Sri Jayawardhenepura Zone of the Colombo district, Sri Lanka. Utilizing a quantitative approach with 285 teachers, the research explores five key dimensions of procrastination: Fear of Failure, Job Mismatch, Dependence, Difficulty of Making Decisions, and Rebel Instead of Control. The study employs standardized questionnaires, and data analysis reveals significant influences of procrastination on teacher well-being, particularly through Dependence, Difficulty of Making Decisions, and Rebel Instead of Control. The robust regression model explains 74% of the variability in well-being, with fear of failure and job mismatch showing non-significant impacts. ANOVA confirms the overall model fit, and hypothesis testing validates the impact of procrastination dimensions on well-being. The findings offer valuable insights for tailored interventions to enhance teacher wellbeing.
Impact of Leadership Style on Employee Loyalty with mediating effect of Employee Engagement of Selected Private Hospitals Nursing Staff in Colombo District
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya Sri Lanka, 2024) Sandunika, N. G. N.; Gunasekara, V. M.
The purpose of this study is to examine the impact of leadership style on employee loyalty with mediating effect of employee engagement. In addition to that, this study intends to contribute to filling the literature gap by looking into the relation between leadership style, employee loyalty and mediating role of employee engagement. Although the associations between leadership style and employee loyalty are well established in western literature, very few studies have examined the mediating role of employee engagement with above two variables. When it comes to Sri Lankan setting, there were not many research findings. Hence this was quantitative and crosssectional research study. Primary data were collected through a standard questionnaire distributed via Google form. The collected data were analyzed with the support of the SPSS employing correlation analysis, regression, and descriptive statistics. Simple regression analysis and correlation was used to test the study hypotheses. Analyzed results showed a positive impact of leadership style on employee loyalty and mediating role of employee engagement. The independent variable is leadership style, dependent variable is employee loyalty and mediating variable is employee engagement. Further, primary data was collected from nursing cadre of selected private hospitals from Colombo district. The study results clearly underlined or raise the need for private hospitals to look at their nursing cadre’s loyalty as well as engagement and leadership style with a more serious and holistic approach.
The Impact of Green Training on Shaping Green Attitude and Green Organizational Citizenship Behavior
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya Sri Lanka, 2024) Fernando, P. H. S. E.; Weerakkody., W. A. S.
The purpose of this research is to identify the relationship between the green training, green attitude, green intension to behavior, and green organizational citizenship behavior based on the theory of planned behavior to fully understand the effectiveness of the practical measures in the manufacturing sector, Sri Lanka. In addition to that, this study explores the interdependence of these components in the context of organizational sustainability. Although there is enough literature on green initiatives, green human resource management and green behavior in the world. There is less research context in Sri Lanka to test the level of green knowledge, green attitude among the employees in manufacturing sector, especially there is a knowledge gap among Sri Lanka's workforces about the green organizational citizenship behavior. This study explored the relationship and examined the impact of green training on shaping the green attitude and green organizational citizenship behavior. This research is deductive (theory–testing) research. This research was conducted using a survey research strategy and quantitative research method. The study was performed in a manufacturing company, Sri Lanka. The sample size for the data collection was done through a self-administered questionnaire and Convenience sampling technique. A Google form was created and distributed to collect data. The number of employees who responded was 196 out of 400 employees. Statistical Package for Social Science (SPSS) was used as a tool for data analysis and both descriptive and inferential statistics, namely correlation and regression were used to analyze data. The results indicate that there is a strong positive relationship (r = .777, p<.001) and 60.3 % significant positive impact between green training and green attitude. There is a strong positive relationship (r = .874, p<.001), and 76.3% significant positive impact between green attitude and green behavioral intension. there is a strong positive relationship (r = .846, p<.001) and 71.7% significant positive impact between green intension to behavior and green organizational citizenship behavior of staff level employees in the manufacturing company, Sri Lanka. This study offers insight on practical methods for developing environmentally responsible practices in workplaces by studying the impact of green training to increase the employee green attitude and green organization citizenship behavior.
Executive Retention Dynamics: The Mediating Influence of Job Satisfaction in HRM Practices at ABC Beverage Company
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya Sri Lanka, 2024) Anuththara, H. D. S.; De Alwis, A.C.
Employee retention is a significant concern for organizations, particularly in industries with high turnover rates like the beverage sector in Sri Lanka. This study investigates the relationship between Human Resources Management (HRM) practices, job satisfaction, and intention to leave among executive cadre employees at ABC Beverage Company. Adopting a quantitative research approach, data was collected from 144 executive cadre employees using a convenient sampling method and an online questionnaire survey distributed via Google Forms. The analysis revealed a negative association between HRM practices and intention to leave, indicating that effective HRM practices contribute to lower turnover intentions. Moreover, a positive correlation was found between HRM practices and job satisfaction, as well as a negative relationship between job satisfaction and intention to leave. However, the hypothesized mediation effect of job satisfaction between HRM practices and intention to leave was not supported. The study underscores the importance of continuous evaluation and improvement of HRM strategies to enhance employee retention. It offers insights for HR practitioners, organizational leaders, policymakers, and researchers to develop tailored retention strategies and address employee concerns effectively. Despite limitations such as sample size constraints and the absence of literature in the Sri Lankan context, future research could explore larger sample sizes and longitudinal studies to further understand retention dynamics. This study contributes to both practical and theoretical domains by providing actionable insights for improving employee retention strategies and advancing scholarly understanding of HRM dynamics in the beverage industry.
Impact of Flexible Working Arrangements on Organizational Commitment: with the mediating role of Work Life Balance
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya Sri Lanka, 2024) Rathnayake, W.D.P.; Gunasekara, V. M.
Glove manufacturing industry holds an important place in Sri Lanka’s exporting industry and provides more than 5% of the global demand for a range of gloves. It is important to consider about employee commitment because employees who are well committed to the organization are remaining with the company and others are not continuing long time with the organization. With the current situation of the country, organizations have not been able to achieve the expected commitment from their employees. So, nowadays companies paying more attention about their employees and tending towards flexibility of employees working. Flexibility become as a major concept in current workforce, and it will lead to managing employee work and life responsibilities and important to performing both roles into their expected level. Therefore, this study is conducted to assess the impact flexible working arrangements on organizational commitment with the mediating role of work life balance of executive and above employees in the glove manufacturing industry in the Colombo district, Sri Lanka. This was carried out as a cross-sectional field study among a sample of 163 executive and above employees in the glove manufacturing industry in the Colombo district, Sri Lanka. Simple random sampling was applied, and the primary data was collected through a standard questionnaire as google form via online mode through survey. The collected data were analyzed with the support of the SPSS through simple linear regression, and descriptive statistics. Further, flexible working arrangements act as the independent variable, organizational commitment acts as the dependent variable, and work life balance acts as the mediating variable. As the result, researcher found that there is a significant impact of flexible working arrangements on organizational commitment, there is a significant impact of flexible working arrangements on work life balance and there is a significant impact of work life balance on organizational commitment. Further, work life balance is significantly mediating the relationship between flexible working arrangements on organizational commitment. It is recommended to take necessary actions to implement the flexible working arrangements in glove manufacturing organizations to improve employee work life balance and organizational commitment.
Impact of Work-life Balance on Employee Engagement of Generation Z
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya Sri Lanka, 2024) Thirimanne, T. H. K. T.; Ranasinghe, V. R.
This research study attempts to identify the impact of work-life balance on employee engagement of Generation Z. The selected population was 130 employees in the apparel manufacturing industry in the Colombo district in Sri Lanka, and according to the Krejcie and Morgan table, the sample size of the research study is 97. A quantitative methodology approach is used in the study. The work-life balance scale and employee engagement scale (Utrecht Work Engagement Scale) were used in this study. The result of the study found that work-life balance is one of the factors that influence employee engagement in Generation Z. The higher the work-life balance, the higher the employee engagement. Further, employee engagement will appear when employees have a high level of work-life balance. This can be from the reliability value for employee engagement is 0.879 and work-life balance is 0.840, both values are greater than Cronbach Alpha. The result of this study then became the basis for determining intervention in the form of training to improve work-life balance which ultimately increases employee engagement among Generation Z employees. With the limitations found, future researchers can adopt to experimental approach which is recommended to allow better insight into how variables are related over time.
Impact of Work Motivation on Operational Level Employee’s Performance in Leading Apparel Manufacturing firm In Sri Lanka
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya Sri Lanka, 2024) Nalanda, S.L.; Sangarandeniya, Y.M.S.W.V.
Employee Motivation is an important factor which effect a significant number of employees or productivity of an organization. This study is A systematic attempt was made to investigate the impact of worker motivation on performance. The purpose of this research is to identify the relationship between employee motivation and employee’s performance. This research was conducted using a survey research strategy and quantitative research method. Sumithra Garments (Pvt) Ltd, weeraketiya employees were chosen as the population of the study. The sample size was 383, data collection was done through a self- administered questionnaire and Convenience sampling technique. A Google form was created and distributed to collect data. The number of employees who responded was 150 employees. Statistical Package for Social Science (SPSS), version 23.0 was used as a tool for data analysis and descriptive statistics, namely correlation was used to analyze data. While motivation is a vital cause of performance among Garment Workers being a responsible member of the work is another cause of worker motivation. Research done previously argues that there exists a positive relationship between employee Motivation and Employee performance. The Findings revealed that controlling employee.