10th HRM Student Research Symposium 2024

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Behavioral and Psychological Responses towards Coronavirus Disease: A Study of the Employees in Garment Industry, Sri Lanka
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya Sri Lanka, 2024) Kumara, W. O. K. S.; Karunarathna, R. A. I. C.
Employees are a valuable resource among the various resources within an organization. Moreover, it is important for their employees to maintain good health and well-being a crisis like COVID-19 pandemic. Extant research has found that factors that influence the behavioral and psychological responses to coronavirus disease include age, gender, monthly income, and level of education. However, most of these studies are based on Western countries. Therefore, we know little about the Sri Lankan situation. Thus, the aim of the study was to identify behavioral and psychological responses to corona virus infection in Sri Lankan garment workers. The study is cross-sectional in nature and researcher collected data from 750 employees in the garment industry in Sri Lanka. Data were collected using a structured questionnaire and data were analyzed with the aid of the SPSS software. One-way ANOVA and independent sample t-test were used to test the hypotheses. The results show that there is a significant mean difference of age, gender, monthly income and education level when employees show the behavioral responses towards the pandemic. The results of this study provide significant contribution to health and safely literature. Moreover, these findings provide significant insights to the policy makers and decision makers, in the garment industry in Sri Lanka.
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.
Driving Engagement by Promoting Wellbeing: A Study On The Impact of Employee Wellbeing on Employee Engagement With Special Reference to Operational Category Employees of a Leading Finance Company in Sri Lanka
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya Sri Lanka, 2024) Wijesuriya, R. M.; Ekanayake, H.L.
In today’s corporate world, companies striving to improve productivity and foster positive work environments must recognize the complex relationship between employee well-being and engagement. The main purpose of this research study was to assess the impact of employee wellbeing on employee engagement among operational category employees in a selected finance company in Sri Lanka. In addition, research addresses identified gaps in the literature by exploring specific dimensions of well- being and engagement within the finance sector context. The study examines the data collected from a sample of 126 employees using parametric tests, such as simple linear regression and Pearson correlation, to examine hypotheses regarding how employee well-being impacts employee engagement. A strong positive correlation (r = 0.917) and a significant regression model (R Square = 0.841) are shown in the findings, indicating that employee well-being accounts for 84.1% of the variance in employee engagement. The study concludes that, driving employee engagement by promoting physical, mental, social, and financial dimensions of employee well-being via various wellness programs and initiatives, organizations could achieve many positive strategic organizational outcomes such as increased performance, attain new or lost productivity levels, lower turnover & absenteeism, higher levels of commitment, a thriving workplace culture of innovation and collaboration, ultimately leading to sustainable & resilient organizational growth.
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.
Effect of Employer Attractiveness on Application Intention of Z Generation Job Seekers in Sri Lanka
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya Sri Lanka, 2024) Anuradha, P. N.; De Alwis, A.C.
The purpose of this study is to identify the expectations of Z Generation when selecting their future employer. With the arrival of Z Generation at the workplace, understanding the expectations of the Z Generation is essential to attract best talent out of them to organizations. The unique nature of the Z Generation will make this understanding, a crucial concern among many employers in the near future. At the same time, it is hard to find extant literature focusing on this aspect of Z Generation. This study contributes to find a solution to this problem and fill this knowledge gap. Through the findings of the study, employers receive the opportunity to direct their employer branding strategies to the right direction in order to attract Z Generation in the future. The study was a cross sectional, quantitative study which is deductive in nature. Z Generation job seekers were chosen as the population of the study, which is unknown in terms of the number. Sample size was 250 as per hair method and sample to item ratio, for this unknown population. Data collection was done via an online questionnaire while following convenience sampling technique. Altogether 277 responses were collected for the study via questionnaire. After removing the responses of individuals who are not seeking for a job and other data cleaning processes, no. of respondents was finalized at 229. Data collected were analysed using Statistical Package for Social Science (SPSS), version 29.0 following simple linear regression analysis and multiple regression analysis techniques. The results of the study indicated that, employer attractiveness significantly affects the job application intention of Z Generation Job seekers in Sri Lanka. At the same time, it was found that interest value (Self-confidence, self-satisfaction of working in an organization, career enhancing experience, career progression and recognition from the management) and application value (Opportunity to teach and apply their knowledge, customer-oriented nature and humanitarian nature of the organization, acceptance and belongingness) as the highly preferred aspects of an employer when choosing their future employer by Z Generation job seekers. Researchers also found that the gender of the job seeker significantly moderates the relationship between employer attractiveness and application intention, whereas the level of education and highly focused field of study does not moderate the relationship between employer attractiveness and application intention of Z Generation job seekers in Sri Lanka significantly. Based on the findings of the study, employers can direct their employer branding strategies towards interest value and application value, which will help them to attract the most suitable candidate without incurring huge costs on campaigns with huge costs and less focus by Z Generation - the future of work. The use of the convenience sampling method and the inability to find expectations of job seekers in different educational levels and fields of study separately is a limitation of this study. In addition, the use of a standard questionnaire which was developed in the year 2005 is also a limitation since it does not consider the latest developments in the world we live today.
The Effect of Green Human Resource Management Practices on Employee Engagement in ABC Company; The Moderating Effect of Green Transformational Leadership
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya Sri Lanka, 2024) Madushani, H. M. P.; De Silva, G. H. B. A.
The purpose of this research is to identify the effect of Green Human Resource Management (GHRM) practices on employee engagement in ABC Company with the moderating effect of green transformational leadership. In addition to that, this study intends to contribute to filling the literature gap by looking into the relation between GHRM and employee engagement. There are a very few studies on GHRM and employee engagement in Sri Lanka and no study found in apparel industry. Most of the previous studies have been done based on the banking sector and public listed firms in Sri Lanka. This study explored the impact of GHRM practices on employee engagement and the moderating impact of green transformational leadership on relationship between GHRM practices and employee engagement in ABC Company which is in the apparel industry in Sri Lanka. This research is deductive (theory testing) research. This research was conducted using survey research strategy and quantitative research method. Executive level and managerial level employees in the HR department of ABC Company were chosen as the population of the study. The study uses a quantitative method and a questionnaire survey to collect data from 149 executive and managerial level employees in a leading apparel company. The data are analyzed using correlation and regression techniques. The results show that GHRM practices have a positive impact on employee engagement, but green transformational leadership does not moderate this relationship. The study contributes to the literature on GHRM and employee engagement, and provides practical implications for organizations seeking to enhance their sustainability performance and employee wellbeing.
The Effect of Psychological Wellbeing on Entrepreneurial Engagement. Special Reference to Woman Entrepreneurs in Matara District, Sri Lanka
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya Sri Lanka, 2024) Sewwandi, D.G.C.; Harshani, M.D.R.
Entrepreneurial engagement is a multifaceted journey, encompassing not only strategic acumen but also a deep understanding of one's own psychological landscape. The resilience to weather uncertainties, coupled with an acute awareness of stressors, fosters a heightened psychological well-being, allowing entrepreneurs to harness challenges as opportunities for personal and professional growth. By cultivating emotional intelligence, visionary leaders can navigate the intricate interplay between business demands and mental health, laying the foundation for sustained success and fulfillment in the entrepreneurial realm. Women entrepreneurs are a niche segment that has had the rarest concern in society, providing a higher contribution to society. Given the fact that there is a lack of empirical evidence in this regard, the research was conducted regarding the effect of psychological well-being on entrepreneurial engagement by women entrepreneurs in Matara District. The quantitative method was followed to determine the supportive nature of quantitative findings. 393 female entrepreneurs in the Matara District were selected for this research study. Data was gathered by using selfadministered questionnaires. Apart from the descriptive data, the Structural Equation Modeling method, correlation, and thematic analysis were performed to analyze the data. Psychological well-being was measured using the five factors, and entrepreneurial engagement was measured using the entrepreneurial process of identification, evaluation, and exploitation. According to the result of the analysis, positive relations with others, personal growth, and self–acceptance are all variables that have positive relationships with entrepreneur engagement in the Matara district. Autonomy and environmental mastery reacted insignificantly with the entrepreneur engagement in the Matara district. The research study further recommended that government support and counselling are required to ultimately develop their psychological well-being and entrepreneurial engagement.
The Effect of Push Factors on Migration Intention of University Students in Sri Lanka
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya Sri Lanka, 2024) Jayanika, K. A. S.; Jayasinghe, C.
University student migration is a growing phenomenon in Sri Lanka, with implications for the country's higher education industry and future labor force. Many economic and non-economic factors impact migration choices, and recent contributions have seen migration choice as a step-by-step process that distinguishes between "aspiration" and "ability" to migrate. Migration of university students, which is defined as the act of leaving one's home country with the goal of residing abroad, is one of the main challenges in Sri Lanka. In Sri Lanka, research on young migration is particularly pertinent. Thus, the goal of this research project is to access the impact of push factors on migration intention of university students in Sri Lanka. This study explores the push factors driving this trend, with a particular emphasis on the reasons behind students' decision to leave Sri Lanka after graduation. The study is based on final year management undergraduates of University of Kelaniya, Sri Lanka. Out of 500 management final year undergraduates, the sample size of 217 students in the population was chosen using a simple random sampling method. A variety of literature on determinants of migration intention was gathered with the view of identifying the key factors having an impact on migration intention. In this study, migration intention of university students is the dependent variable and poor economic condition, political instability, lack of opportunities for career development and low salary are the independent variables. The data relating to the research were collected using a structured questionnaire and analyzed with the use of the Statistical Package for Social Sciences. Based on key findings the research showed poor economic condition, economic instability and low salary variables have strongly positive relationship and lack of opportunities for career development variable has negative relationship to migration intention of university students. Thereby conclusion of the study and recommendations focused on address economic and political problems in Sri Lanka to retain knowledgeable people in Sri Lanka.
Employee Perception on Electronic Performance Monitoring at the Workplace and Its Impact on the Job Performance of It Professionals in ABC (Pvt) Ltd in Sri Lanka
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya Sri Lanka, 2024) Halpagoda, H. M. C. C.; Wanigasekara, W.M.S.K.
Electronic performance monitoring is become more valuable thing than ever because of the technology is become more dynamic factor for success in every organization in local context as well as global context. The integration of information and communication technologies in workplaces, particularly through electronic performance monitoring (EPM), has gained significant power, particularly in the wake of the COVID-19 pandemic. This study investigates into the implications of EPM on individual performance within organizational settings by examining its influence on privacy invasion and individual stress. Standard questionnaire was distributed for the target sample as a Google form online. According to the convenience sampling technique, final sample remains at 151 observations of employees in leading IT organization in Sri Lanka. The sample data set was analyzed through the reliability, normality, linearity, correlation and regression analysis with aid of the Statistical Package for Social Sciences (SPSS). The findings highlight the perception of EPM significantly increases privacy invasion and increase individual stress, and consequently leads to a reduction in individual performance. The findings raise relevant considerations regarding the potential negative implications associated with employer utilization of EPM. Having considered whole study, it is recommended for future researchers to conduct their new construct through longitudinal study across the industries and organizations for better results.
Examining the Impact of Technostress on Academic Productivity of University Students
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya Sri Lanka, 2024) Wickramasingha, S.H.T.N.; Rebecca, E.
Due to the rapid advancement of technology, technostress is a serious illness in the competitive environment we all live in today. The COVID-19 pandemic has caused people's lives to become more technologically oriented. In the past, businesses and staff used technology more than students in schools and universities. However, in addition to using technology for their studies, students now need to use it for social media and leisure. Furthermore, all educational institutions, both public and private, are transitioning to online instruction. In particular, technology is used in all government universities' lectures and evaluations. Everyday activities are allowed to be carried on by technology, despite the fact that its negative aspects must be looked into. This paper aims to address the topic of technostress and its effects on Sri Lankan university students' academic productivity. Technostress is characterized as a prevalent adaptation issue that might arise when a user is unable to effectively utilize or adjust to information and communication technology. Due to the large number of students who attend government universities and represent both rural and urban areas of Sri Lanka, this is clearly visible. There are various dimensions that make up technostress, such as overload, invasion, complexity, insecurity, and uncertainty. The study also looks into how students' academic productivity is affected by technostress. 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 show that students had moderate levels of technostress and that, with minor modifications, the technostress instrument is valid for use in the academic setting. Additionally, it was discovered that students' academic productivity was negatively impacted by technostress.
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.
Exploring Factors Influencing HRIS Adoption Among Executive-Level Employees in the Finance Sector: A Study of ABC Finance (PVT) Ltd, Sri Lanka
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya Sri Lanka, 2024) Amarasiri, G.A.D.C.; De Alwis, A.C.
In contemporary business environments, the integration of Human Resource Information Systems (HRIS) has become imperative for organizations striving to optimize HR processes and enhance strategic decision-making. However, despite the acknowledged advantages of HRIS adoption, many organizations encounter challenges in fostering employee acceptance and utilization of these systems. This study focuses on discerning the determinants influencing the adoption of HRIS among executive-level employees within ABC Finance (PVT) LTD, situated in Sri Lanka. It seeks to identify pivotal factors shaping HRIS adoption and provide actionable insights for refining adoption strategies. The literature review contextualizes HRIS adoption within the evolution of HR technology, emphasizing its pivotal role in organizational efficiency and strategic HR management. Key dimensions such as management support, employee training, IT infrastructure, and employee IT expertise are highlighted as influential factors affecting adoption rates. Employing a quantitative methodology, the research targets executivelevel employees within ABC Finance (PVT) LTD, comprising a population of 203 individuals. Through simple random sampling, a representative sample of 133 executive-level employees is selected to ensure the validity and reliability of findings. Primary data is collected through structured online questionnaires, designed to capture insights into variables associated with HRIS adoption and its determinants. Analysis of the collected data involves rigorous statistical techniques, including reliability analysis, descriptive statistics, correlation analysis, and multiple regression analysis using SPSS 23. The findings underscore the significant positive relationships between management support and employee IT expertise with HRIS adoption among executive-level employees. Conversely, weaker or non-significant associations are observed between employee training, IT infrastructure, and HRIS adoption. In conclusion, the study emphasizes the critical role of management support and employee IT expertise in fostering HRIS adoption within organizational contexts. Practical recommendations are offered to enhance HRIS adoption strategies, including bolstering top management support, expanding training opportunities, and improving IT infrastructure. The study holds implications for organizations seeking to leverage HRIS for enhanced HR management practices and strategic decision-making. Additionally, it contributes theoretically by advancing the understanding of the factors influencing HRIS adoption dynamics. Acknowledging limitations related to sample size constraints and potential generalizability issues, future research avenues may explore longitudinal studies to evaluate the sustained impact of HRIS adoption and investigate additional determinants influencing adoption rates. In essence, this research bridges theoretical insights with practical applications, offering actionable guidance for organizations navigating the complexities of HRIS adoption in contemporary business landscapes.
Exploring the Impact of Technostress on Work-Family Conflicts in Remote IT Work Settings in Sri Lanka and The Moderating Effect of Perceived Organizational Support
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya Sri Lanka, 2024) Perera, M. J. S. M.; De Alwis, A.C.
Technostress stemming from the use of information technology (IT) has become a major source of stress in the modern workplace. Most of the researchers show that techno-stressors negatively affect employees' work attitudes and performance, however, few researchers know about the effect of technostress on employees' non-work lives. Although there is enough literature on technostress, work-family conflict, and perceived organizational support in the western region. There is less research in Sri Lanka context to test the impact of technostress on work-family conflict, especially after the covid. Hence, this study intends to contribute to filling the knowledge gap by looking into the impact of technostress on work– family conflict, and the moderating effect of perceived organizational support. This study followed a cross-sectional quantitative research framework. Data were collected through a standard questionnaire from a sample of 249 employees working in remote IT work setting in Sri Lanka using the multi-stage sampling method; individual employees from five companies were selected based on the stratified sampling method and a simple random sampling method was used to select the sampling unit. The majority of the sample is made up of men, who represent 56.2% of the total number of respondents, while women represent the remaining 43.8%. Descriptive statistics, inferential statistics, regression, and correlation analysis were analyzed using Statistical Package for Social Sciences (SPSS). The results indicated that there is a strong positive impact of technostress on work-family conflicts and perceived organizational support moderates the association between technostress and work-family conflict. However, perceived organizational support doesn’t significantly moderate the relationship between technostress and work-family conflict. Consequently, this study presents relevant implications for organizations, identifying strategies that allow them to reduce technostress and work-family conflict. Further, this study concluded that providing organizational support and creating policies favourable to work–life balance assist employees in managing technostress better and enhance work-life balance by minimizing the work-family conflict. Moreover, in this study perceived organizational support, as a moderating variable, was considered as a single construct, ignoring the different dimensions of organizational support. Therefore, future research can be further developed by adding dimensions under perceived organizational support.
Exploring the influence of Job Satisfaction and Psychological Contract on Organizational Citizenship Behavior
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya Sri Lanka, 2024) Morawaka, M. A. S.; De Silva, G. H. B. A.
The organizations face many challenges related to organizational citizenship behaviour (OCB). The title of this research is Exploring the influence of job satisfaction and psychological contract on organizational citizenship behavior. For those challenges affected by many of reasons and this research is defined that the job satisfaction (JS) and psychological contract (PC) affect to organizational citizenship behaviour (OCB) and organization must overcome those challenges maintaining the organizational citizenship behaviour (OCB) within the organization. The research problem of this research is defined as How does perceived control from job satisfaction and psychological contract influence employee citizenship behavior and it will be studied by the analyzing through the questionnaire related to job satisfaction (JS), psychological contract (PC) and organizational citizenship behavior (OCB). The independent variable is organizational citizenship behavior (OCB) while the depended variable is job satisfaction (JS) and the moderator is psychological contract (PC). The sample of the research is 100 respondents and the sample have been selected as the workers in apparel industry. The key results of the research are justification of the impact of job satisfaction (JS) on organizational citizenship behaviour (OCB) and the impact of psychological contract (PC) on the relationship between the job satisfaction (JS) and organizational citizenship behaviour (OCB). When the job satisfaction (JS) is high it is directly affected on organizational citizenship behaviour (OCB) and when psychological contract (PC) is high it is directly affected on the relationship between job satisfaction (JS) and organizational citizenship behaviour (OCB). Hence, the organization must determine that maintain the job satisfaction (JS) and psychological contract (PC) can maintain the organizational citizenship behaviour (OCB).
Exploring the Relationship between Employee Motivation, Perceived Financial Benefits, And Recognition on Employee Retention Intention in ABC Leasing & Finance Company
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya Sri Lanka, 2024) Nadeeshan, H. A. S.; De Silva, G. H. B. A.
In an era when labor markets are competitive and workplace dynamics are changing, organizations such as ABC Leasing & Finance Company face the challenge of retaining skilled and motivated employees. The purpose of the research is to examine the complex interactions between Employee Motivation, perceived Financial Benefits, and Recognition in affecting employee Retention Intention within the ABC Leasing & Finance Company. Model, and the relationship was tested using a structured questionnaire survey with 22 questions involving 159 respondents of nonexecutive and executive work category. The findings demonstrate a significant, positive correlation between motivation, finance benefits, recognition, and employee retention intention. The findings further contribute to validating the developed model for future studies and managerial implications have been presented for organizational applications.
Factors Affect to Work Life Balance of Female Employees in Medium Scaled Apparel Sector Sri Lanka
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya Sri Lanka, 2024) Chandrapala, H. T. S.; Welmilla, I.
The purpose of this research is to identify the factors affect to work life balance of female employees in medium scaled apparel sector Sri Lanka. This study intends to contribute to filling the knowledge gap by looking into the relationship between factors affect to WLB and work life balance. As per the investigations done in literature review, most of the researches are done in global context. In the Sri Lankan context there are no enough studies that had been done on this area. This study explored the relationship and examined the influence of supportive work environment, poor family and work supportive system, work overload, burdened roles/ job sharing and ineffective WLB policy on Work Life Balance of female employees in medium scaled apparel sector Sri Lanka. This research is deductive (theory–testing) research. This research was conducted using a survey research strategy and quantitative research method. Married women in medium scaled apparel sector were chosen as the population of the study. The sample size was 152, data collection was done through a standard questionnaire and simple random sampling technique. A hard copy of standard questionnaire was created and distributed to collect data. 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 there is a significant positive relationship between the supportive work environment and the work-life balance of female employees in the medium scaled apparel sector of Sri Lanka and there is a significant negative relationship between the poor family/work supportive system, work overload, burdened roles/ job sharing, ineffective WLB policy on Work Life Balance of female employees in the medium scaled apparel sector of Sri Lanka.
Factors Affecting Pro-Environmental Behavior of Employees in The Apparel Industry
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya Sri Lanka, 2024) Asel, M. D. D.; De Alwis, A.C.
In the realm of Sri Lankan apparel manufacturing organizations, comprehending the drivers behind pro-environmental conduct among employees holds pivotal importance for fostering sustainable practices and environmental stewardship. This study aimed to delve into the internal and external factors shaping pro-environmental behaviour within such companies. By identifying these influential elements, the research sought to shed light on pathways to promote sustainable practices within organizational settings. Employing a quantitative approach, the study sampled 306 employees from a production plant in the Western province of Sri Lanka, utilizing a structured questionnaire to assess internal factors like social norms, personal norms, and environmental attitudes, alongside external factors including situational factors, leadership behaviour, and support. Descriptive statistics, correlation, and regression analysis revealed a significant and positive impact of both internal and external factors on employees' proenvironmental behaviour. While internal factors such as social norms and personal attitudes played a role, external factors like leadership behaviour and organizational support exhibited a more substantial influence. Managerial conduct and group norms emerged as critical determinants of pro-environmental behaviour. The findings underscored the need to address internal and external factors to foster pro-environmental behaviour within Sri Lankan apparel manufacturing organizations. Theoretical implications emphasized the study's contribution to understanding behavioural dynamics in organizational contexts. In contrast, practical implications suggested avenues for enhancing environmental initiatives through supportive leadership and the promotion of environmental norms. Despite limitations such as sample size constraints and potential biases in data collection, the study's contribution to the literature on pro-environmental behaviour in organizational settings, particularly within the Sri Lankan apparel sector, is significant. Suggestions for future research include exploring cultural variations in behavioural influences and delving deeper into the nuances of leadership behaviour's impact on employee conduct.
Factors Affecting the Job Choice Decision of Female Employees in a State Bank in Sri Lanka
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya Sri Lanka, 2024) Adhikari, A. M. T. N.; Gamage, P. N.
The purpose of this research is to identify the factors affecting the job choice decision of female employees in a state bank in Sri Lanka. When considering the current trend prevailing in the employment status in Sri Lanka, it can be identified as male dominance, as female participation in the labour market is at a low level. But contradiction to the prevailing situation, in public sector employment clear female dominance can be observed. With empirical review, it was identified that several variables can affect such a trend. Therefore, this empirical investigation focuses on the job choice decision of female employees as the dependent variable and job security, public service motivation, support for work-life balance, and benefits associated with government sector jobs as independent variables. Then operationalization was done for the identified dimensions and 25 questions were used for evaluating them. The research was quantitative and conducted in a deductive approach. For this study data were collected at a single point and the time horizon was cross-sectional. The target population considered was 320 female employees in a state Bank in Sri Lanka. The sample size was 175. However, 170 completed responses were received and used for analysis and presentation. The SPSS was used for analysis and the data was confirmed through the reliability and validity tests. Pearson Correlation Technique and Multiple Regression Analysis are the statistical techniques that were used to analyse the data of this research. The results of the study imply that the correlations of Job Security, Support for Work-Life Balance, Public Service Motivation, and Benefits Associated with Government Jobs positively correlated with the job choice decision of female employees. Finally, it is identified that there is a positive relationship between the Job Choice Decision of female employees and all the independent variables Job Security, Public Service Motivation, Support for Work-Life Balance, and Benefits Associated with Government Sector Jobs. The findings of this research, it is revealed that female employees highly value the support given by the job to have a smooth work-life balance and same as job security. Due to these factors, female employment was higher than that of male employees in government banking sector jobs. Organizations with sound and good work-life balance policies, proven job security, higher social responsibility, and benefits packages can increase female employee participation. Finally, the findings of this study provide evidence for Human Resource Managing personnel and Top Management in the private sector to pay special attention to these variables in designing their human resource management policies regarding female employees.
Factors Effecting to Turnover Intention of Cabin Crew Employees in Sri Lanka
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya Sri Lanka, 2024) Bhagya, R. A. N.; Welmilla, I.
The purpose of this research is to identify the factors effecting to turnover intention of Sri Lankan cabin crew employees. In addition to that, this study intends to contribute to identify what factors have high impact on turnover intention if cabin crew employees in Sri Lankan context. Although there is enough literature on how different factors like work life balance, work stress impact on cabin crew employee turnover intention in the western region. There is less research context in Sri Lanka to test the how those factors impact on turnover intention of particular employees special after COVID 19. This study explored the relationship and examined the influence of work life balance, work stress, occupational health, and job satisfaction those variables among cabin crew employees in Sri Lanka. This research is deductive (theory–testing) research. This research was conducted using a survey research strategy and quantitative research method. Cabin crews working for Sri Lankan airlines were chosen as the population of the study. The sample size was 274, 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 160 among 383 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 work life balance, work stress, occupational health and job satisfaction impact on turnover intention on cabin crew employees working in Sri Lanka.
Factors Influencing the Migration Intention of Sri Lankan Apparel Industry Executives
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya Sri Lanka, 2024) De Silva, H. W.; Devadas, U. M.
The textile and apparel industries act as the largest exporters in Sri Lanka by providing high-quality apparel products to the leading global apparel brands. With global recognition, more migration opportunities have arisen, and recently, there has been an increase in the migration tendency of Sri Lankan professionals involved in the apparel industry. However, there is a dearth of research done to examine and identify the factors of migration intention in the Sri Lankan context. Therefore, this study aims to investigate the factors that influence the migration intentions of Sri Lankan apparel industry executives. In addition to that, this study analyzes the level of migration intention and determines the impact of these influencing factors on Sri Lankan apparel industry executives. The researcher used positivist philosophy as the research paradigm and the deductive method as the research logic. An individual-level surveybased questionnaire method was used to collect data. The sample was comprised of 248 executive employees in the apparel sector in Sri Lanka. Data were analyzed using statistical tests such as descriptive statistics, reliability, and normality analysis. Also, multiple regression was used to test the hypotheses. The findings highlighted push and pull factors of migration intention and classified them into three categories: political, economic, and socio-psychological factors. The study further revealed that there is a significant positive relationship between the push and pull factors and the migration intentions of Sri Lankan apparel industry executives. Considering these results, it is necessary to develop policies to retain the skilled workforce of the apparel sector to work in the mother country, which will reduce the level of migration tendency of apparel executives in Sri Lanka. In particular, these policies should include micro and macro policies related to the improvement of working conditions and involvement in political and economic issues.