10th HRM Student Research Symposium 2024
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Item Glass Ceiling and Women Career Advancement; With Special References to the Executive and Above Level Employees in Automobile Industry in Western Province(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya Sri Lanka, 2024) Prathibha, L.N.; Gunasekara, V. M.This study investigates the impact of ‘glass ceiling’ on women career advancement the above executive level employees in Automobile Industry in Western Province. Although there is an uptrend in the number of women graduating from tertiary education and more have entered the workforce, they are still under-represented at the top management level in organizations. This present study consider several glass ceiling factor and combined them together as glass ceiling and study the impact of glass ceiling on women career advancement. This study was employed a quantitative approach with self-administered questionnaires distributed to 158 respondents. To test the hypotheses, this study used IBM SPSS analysis software. From the findings of this study the researcher could say that there is a significant impact of glass ceiling on women career advancement in private sectors at Colombo district. Results of this study can be used as a guidance for the human resource departments to create an inclusive working environment for female employees. The study is also important towards improving the understanding of organizations concerning the barriers that hinder women from accessing top management positions in the workplace. Results of this study might also help governments to identify the kinds of support which women need in the workplace.Item Impact of Job Stress on Employee Performance of Executive and Above Employees in ABC Telecommunication Company(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya Sri Lanka, 2024) Senavirathna, M.A.S.T.; Gunasekara, V. M.The purpose of this research is to identify the impact of Job Stress (in the form of Role ambiguity, Underutilization of skills and Work overload) on Employee Performance of executive and above employees in ABC Telecommunication Company. In addition to that, this study intends to contribute to filling the knowledge gap by looking into the relationship between Job Stress and Employee Performance. Although there is enough literature on Role ambiguity, Underutilization of skills, Work overload, and Job Stress in the western region. There is less research context in Sri Lanka to test the Job Stress on Employee Performance, especially in the Telecommunication industry. This study explored the relationship and examined the influence of Role ambiguity, Underutilization of skills and Work overload those variables on Employee Performance of executive and above employees in ABC Telecommunication Company. This research is deductive (theory–testing) research. This research was conducted using a survey research strategy is quantitative research method. Executive and above employees in ABC Telecommunication company were chosen as the population of the study. The sample size was 300, 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 176 among 300 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 Job stress negatively impact to the Employee Performance.Item Impact of the Effectiveness of Perceived Human Resource Management Practices on Employee Retention among Executive Level Employees in Selected Leading Insurance Company in Sri Lanka(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya Sri Lanka, 2024) Senanayaka, D. S.; Gunasekara, V. M.In today’s business world, employee retention is considered as one of the muchdebated topics and identifying the reasons for employee turnover and implementing the necessary policies to retain employees can be crucial. Thus, all organizations hope to minimize the employee turnover to best possible level. Therefore, the intention of this research is to study the impact of the effectiveness of perceived Human Resource Management practices on employee retention, conducted on the one of leading insurance company in Sri Lanka. Insurance sector is recognized as an emerging sector in Sri Lanka, and this sector is well known as an under-researched area. This study is significant as such research projects have been sparse in the Sri Lankan context and to fill that gap this research have been conducted. The analysis was mainly based on 105 executive level employees from the Company selected through convenience sampling. Primary data were collected using a self-administrated questionnaire and analyzed through deductive approach. According to the results obtained through regression analysis indicated that there is less impact of HRM practices on employee retention. As a conclusion when management of Insurance sector formulate the policies in their organizations regarding employee retention, they should consider not only the HR practices but also, they have to concern about other factors that can affect on employees.Item 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.Item Impact of Effectiveness of Performance Evaluation on Individual Work Performance of Non-Executive Level Employees in Selected Construction Company in Sri Lanka(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya Sri Lanka, 2024) Sandeepani, K. T. D.; Gunasekara, V. M.This research explores the impact of effectiveness of performance evaluation of nonexecutive level employees in selected construction company in Sri Lanka. Utilizing a quantitative approach, the study investigates the relationship between perceived fairness, accuracy and relations with peers and supervisors within the influence on employee performance. And this study investigates the impact of effectiveness of performance evaluation on individual work performance. The analysis draws upon data collected through standardized surveys with non-executive level employees in a construction company. Independent variables, namely, fairness of performance evaluation, accuracy of performance evaluation, relations with peers and supervisors were identified with the aid of literature. Then the dependent variable, ‘individual work performance' was mapped with independent variables to design the conceptual framework. The design of the conceptual framework for this research was built based on previous literature related to this study area. This research is deductive (theory– testing) research. This research was conducted using a survey research strategy and quantitative research method. Data required on the variables were directly gathered from non-executive level employees by sharing a questionnaire in the form of a 'Google form’. The sample size was 114.Then the collected data was screened and cleaned using the SPSS tool before analyzing. Further, SPSS version 23.0 was used to analyze the data by incorporating regression analysis to test the hypotheses defined at the conceptual framework designing stage. Finally, conclusions were drawn. It was evident that there are significant relationships between fairness of performance evaluation, accuracy of performance evaluation, relations with peers and supervisors and there is an impact effectiveness of performance evaluation and individual work performance.Item Impact of Work-Family Conflict on Women’s Career Development with the Moderating Role of Perceived Supervisor Support(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya Sri Lanka, 2024) Sammani, K. A. S. M.; Gunasekara, V. M.The main purpose of this study was to examine the impact of work-family conflict on women’s career development of senior executive and above-level female employees in the insurance sector in the Colombo district, Sri Lanka. This was carried out as a cross-sectional field study among a sample of 136 senior executive and above-level employees in the insurance sector in the Colombo district, Sri Lanka. Simple random sampling was applied to select the sample. 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 employing regression, correlation, and descriptive statistics. Further, work-family conflict acts as the independent variable, women’s career development acts as the dependent variable and perceived supervisory support acts as the moderator. While work-family conflict is evaluated using indicators such as work-to-family conflict and family-to-work conflict. Women's career development is evaluated using the indication of career goal process, professional ability development, promotion speed, and remuneration growth. The finding discovered that work-family conflict was a reason for the poor career development of female employees in the insurance sector and also this was significantly impacted by the moderator, perceived supervisor support. It is recommended that the insurance sector take necessary actions to develop the careers of female employees while reducing their work-family conflict.Item 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.