10th HRM Student Research Symposium 2024
Permanent URI for this collectionhttp://repository.kln.ac.lk/handle/123456789/27702
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Item 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.Item 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.Item 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.Item 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.Item 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.Item Impact of E-Recruitment and Job-Seekers Perception on Intention to Pursue the Jobs - A study of University Undergraduates(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya Sri Lanka, 2024) Anupama, A. G. C.; De Alwis, A.C.This study investigates the impact of e-recruitment practices on university undergraduate students' job intentions, emphasizing the need to enhance recruitment strategies and understand students' inclinations towards e-recruitment. Drawing from reviewed literature, a conceptual framework was developed, highlighting the pivotal role of e-recruitment platforms in connecting job seekers with relevant opportunities and influencing their perceptions and intentions. The interplay between e-recruitment, job sources, and job seeker intention emerged as crucial in this context. The research focused on the Faculty of Commerce and Management at the University of Kelaniya, selecting 359 students as the sample population for data collection. Despite facing limitations related to subject scope, geographic location, and resources, the study successfully improved student perceptions and remained both ethical and financially sound. The positive correlation found between independent and dependent variables underscores the potential of e-recruitment to shape students' job intentions. However, caution is warranted in generalizing these findings, given the study's specific focus on a single academic discipline and geographical context. Additionally, resource constraints may have influenced the extent of data collection and analysis. These limitations necessitate careful consideration when extrapolating the results to a broader and more diverse population or global context.Item Generation Z Workforce and Job-Hopping Intention; Study Among University Undergraduates in Sri Lanka(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya Sri Lanka, 2024) Amarasiri, G. M. R.; De Alwis, A.C.This study aims to identify the job-hopping intentions of the Generation Z workforce and fill the existing knowledge gap by examining the relationship between intrinsic and extrinsic factors influencing job-hopping intentions among Generation Z undergraduates in Sri Lanka. While literature on extrinsic and intrinsic motivational factors and Generation Z job-hopping intentions exists, there is limited research in Sri Lanka exploring the interplay between intrinsic and extrinsic factors on job-hopping intentions among university undergraduates. Employing a deductive (theory-testing) approach, the research conducted a quantitative survey among 345 final-year undergraduates at a state university in Sri Lanka using a self-administered questionnaire and simple random sampling technique. Data analysis, performed using SPSS, involved descriptive and inferential statistics, including correlation and regression analyses. Findings reveal negative associations between intrinsic and extrinsic motivational factors and job-hopping intentions among university undergraduates in Sri Lanka, suggesting dissatisfaction with both factors may prompt job changes. While providing valuable insights for practitioners, policymakers, and scholars navigating Sri Lanka's evolving workforce dynamics, the study acknowledges its limitation in focusing solely on intrinsic and extrinsic motivational factors. It suggests future research avenues to explore additional variables impacting job-hopping behaviors among Generation Z undergraduates, thereby contributing to a deeper understanding of talent retention strategies and workforce dynamics in Sri Lanka.Item 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.