10th HRM Student Research Symposium 2024
Permanent URI for this collectionhttp://repository.kln.ac.lk/handle/123456789/27702
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Item Impact of Employer Branding on Employee Retention during the economic crisis: An empirical study in the Apparel Industry(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya Sri Lanka, 2024) Prashansani, M. S.; Ranasinghe, V. R.Due to the prevailing economic crisis in Sri Lanka, majority of organizations are battling to retain current employees as the employee turnover rates are increasing day by day. Hence, this study aims to identify the impact of employer branding on employee retention during the economic crisis among executive level employees of selected apparel companies in western province, Sri Lanka. Majority of the studies are dedicated to study the relationship between employer branding and attracting potential employees. But this research studies the impact of employer branding on retention of current employees. The study involved 285 executives in the apparel industry, employing a simple random sampling technique. A standard questionnaire, distributed online through Google Forms, utilized a Five Point Likert Scale for respondents to express their agreement or disagreement. Statistical analyses, including validity and reliability assessments, as well as correlation and regression analyses, were conducted using the Statistical Package for Social Science (SPSS) on the collected sample data. Findings revealed that employer branding significantly impacts on employee retention. Furthermore, the statistical evidence strongly supports the acceptance of hypotheses regarding a healthy work atmosphere and compensation and benefits. Ethics and corporate social responsibility, work–life balance, and training and development significantly contribute to enhanced employee retention within the context of the studied employer branding dimensions. Investing in and improving employer branding strategies is crucial for fostering employee retention, particularly in the studied industry. The research suggests practical implications, indicating that strengthening employer branding efforts can result in tangible benefits by retaining a motivated and engaged workforce.Item Impact of Emotional Intelligence on Job Burnout; Mediating Effect of Emotional Labour(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya Sri Lanka, 2024) Weerakoon, W. M. C. S.; Ranasinghe, V. R.This research explores the impact of emotional intelligence on job burnout and the mediating role of emotional labor among IT professionals in Sri Lanka. The study encompasses a population size of 383 individuals. Using a survey approach with a cross-sectional time horizon and simple random sampling, the study reveals significant statistics. Results indicated a strong negative correlation between emotional intelligence and job burnout, suggesting that individuals with superior emotional intelligence experience lower job burnout. A positive correlation between emotional intelligence and emotional labor implies increased emotional labor for those with higher emotional intelligence. Furthermore, emotional labor shows a negative correlation with job burnout, associating greater emotional involvement with lower burnout. Regression analyses confirm these relationships, highlighting that emotional intelligence significantly predicts emotional labor and job burnout. Emotional labor, in turn, predicts job burnout. Statistics strongly support emotional labor as a mediator between emotional intelligence and job burnout. In summary, the research emphasizes that heightened emotional intelligence is linked to reduced job burnout, partly due to increased engagement in emotional labor. The implications for human resource management are substantial, suggesting that interventions targeting emotional intelligence development and emotional labor management may alleviate job burnout among IT professionals. These findings provide a statistical foundation for informed strategies to enhance emotional well-being and overall performance in the workplace.Item 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.Item 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.Item 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.Item Impact of Perceived Job Security on Employee Commitment of Non-Executives(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya Sri Lanka, 2024) Thilakarathna, S. P. N. S.; Ranasinghe, V. R.A committed workforce is critical to an organization's success in a rapidly changing business environment. Building such a committed workforce within an organization is a challenge for organizations. Therefore, it is important to consider how organizations can increase employee commitment with existing employees. Moreover, given the current situation in Sri Lanka, job security has become a major concern for organizations in the business community. Therefore, the primary aim of this study was to examine the impact of job security on employee commitment. The study population consisted of non-executive employees working for a Glove manufacturing company in the Colombo district of Sri Lanka. The population consisted of 136 non-executive employees and the sample consisted of 103 respondents from those selected for the sample based on a stratified random sampling method. Additionally, data for the study were collected using a self-administered questionnaire. The collected data was analyzed using descriptive statistics, correlation analysis, and regression analysis. Regression analysis results showed a significant positive impact of perceived job security on employee commitment. This study is concluded that the perceived job security has significant positive impact on employee commitment of non-executive staff in selected manufacturing organization in Colombo district, Sri Lanka. Future research can be conducted to examine new and innovative practices that ensure employee job security and the factors that significantly affect employee job security.Item Impact of Work Life Balance on Employee Commitment(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya Sri Lanka, 2024) Subasinghe, W. P. D.V.; Ranasinghe, V. R.Subasinghe, W. P. D.V and Ranasinghe, V. R. This study aims to identify how the work-life balance of non-managerial-level employees affects their employee commitment to the organization in the garment sector of Sri Lanka. Two hundred fifty non-managerial-level employees who work in the Colombo district of Sri Lanka were selected using the sample random sampling technique. A questionnaire was administered among the non-managerial-level employees to measure their work-life balance and their commitment to the organization. The collected data were analyzed using correlation coefficients and regression analysis. The study found that work-life balance and affective commitment, continuous commitment, and normative commitment were positively correlated. The analysis findings reveal a significant impact of the hypothesis of non- managerial-level employees in garment Colombo district, Sri Lanka. There are various implications from this study for managers and practitioners. The results of this survey can be used to determine the justifications for taking employee 4commitment measures among non-managerial-level personnel. Because non-managerial-level employees in the garment industry are stressed, managers should provide them with a better training program.