10th HRM Student Research Symposium 2024
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Item Relationship between Work Family Conflict and Organizational Citizenship Behavior: Study of Executive Employees in ABC Bank Branches in Colombo District(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya Sri Lanka, 2024) Perera, M.M.M.; Weerakkody., W. A. S.This research was conducted to investigate a relationship between work-family conflict and organizational citizenship behavior of executive employees in ABC bank branches in Colombo district? Further, as a supportive criterion, five main variables have been identified as the sub parts of the organizational citizenship behaviour namely, conscientiousness/ courtesy/ altruism/ civic virtue/ sportsmanship. The survey method was used for the study.The study has been moved with a quantitative approach as an explanatory study. Initially, it used descriptive analysis to present the demographic characteristics of the respondents, and further researcher utilized inferential analysis to obtain the answers for the research questions. Hypotheses were formulated based on the nature of the relationship to be prevailed between workfamily conflict and organizational citizenship behaviour of executive employees in ABC bank branches in Colombo district. There was a significant negative relationship between work-family conflict and organizational citizenship behaviour. Accordingly, managers of the banks can get good performance and loyalty from the executive employees by identifying work-family conflicts. Therefore, this study is beneficial to banks to achieve higher achievements and a loyal and effective workforce.The interpretation of results emphasizes that flexibility in working hours and supportive supervision positively influence job performance, with job satisfaction acting as a significant mediator. Enhancing flexibility in working hours and promoting supportive supervision may contribute to higher job satisfaction, ultimately positively impacting job performance in the hospitality industry. The impact of technological integration on work-life balance, job satisfaction, and job performance is crucial, as it reflects the evolving nature of work. Employee well-being interventions, such as mental health programs, mindfulness initiatives, or flexible scheduling policies, can provide actionable insights for organizations aiming to enhance work-life balance and job performance. Other mediators and moderators, such as organizational culture, leadership styles, or personal traits, could also play significant roles.Item The Impact of Work-Life Balance on Job Performance in Hospitality Industry: Special Reference to 5-Star Hotels along the Colombo Coastline of Sri Lanka, Mediating Role of Job Satisfaction(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya Sri Lanka, 2024) Heenliyadda, P. P. Y.; Weerakkody., W. A. S.The hospitality industry is a people-first industry, and work-life balance is essential for employees to be able to provide excellent customer service. When employees are well-rested and have time for their personal lives, they are more likely to be happy and productive at work. Having considered the above reported gaps and evidence, it is clear that work-life balance of hotel sector is crucial to employee performance and job satisfaction is a potential mediator for the above relationship. The major purpose of any hotel or hospitality institution is to achieve the highest employee performance to ensure they deliver a quality service towards customers and guests. Since human resources are a critical asset underlying when achieving goals, it’s important to maintain talented, satisfied, loyal employees in a hospitality organization. Therefore, work-life balance plays a major role on the employees’ performance, and it can be mediated by the factor of satisfaction which they gain by the work-life balance. The study is a quantitative field study in which researcher interference is minimal. Furthermore, this is a crosssectional study that uses primary data collected from non-executive level employees in (5 star) hotels in Sri Lanka, so the unit of analysis is at the individual level. Primary data were collected via an online questionnaire survey given in English, and the questionnaire was designed based on standard measurement scales. The questionnaire link was sent to a sample of 384 non-executive employees selected at the convenience of the researcher from 5 well-known hotels along the coastline of Sri Lanka. The data were analyzed with the aid of Statistical Package for Social Sciences (SPSS), which employed correlation and regression. This analysis reveals a significant positive correlation (r = 0.838, p < 0.01) between flexibility in working hours (AV_FWH) and job performance (AV_JP). This strong evidence supports the hypothesis that flexibility in working hours is associated with higher job performance. Additionally, a robust correlation (r = 0.778, p < 0.01) between supportive supervision (AV_FSSB) and job performance is observed, emphasizing its crucial role in enhancing employee performance. The correlation matrix underscores strong associations between AV_JP, AV_FSSB, AV_FWH, and AV_JS. Notably, a substantial correlation (r = 0.860) between flexibility in working hours (AV_FWH) and job satisfaction (AV_JS) suggests that job satisfaction is a crucial variable mediating the relationship between flexibility in working hours and job performance. Further analyses affirm a strong positive relationship (r = 0.778, p < 0.001) between job satisfaction (AV_JS) and job performance (AV_JP). Job satisfaction significantly mediates the effect of supportive supervision on job performance, indicating its integral role in the overall dynamics. The interpretation of results emphasizes that flexibility in working hours and supportive supervision positively influence job performance, with job satisfaction acting as a significant mediator. Enhancing flexibility in working hours and promoting supportive supervision may contribute to higher job satisfaction, ultimately positively impacting job performance in the hospitality industry. The impact of technological integration on work-life balance, job satisfaction, and job performance is crucial, as it reflects the evolving nature of work. Employee well-being interventions, such as mental health programs, mindfulness initiatives, or flexible scheduling policies, can provide actionable insights for organizations aiming to enhance work-life balance and job performance. Other mediators and moderators, such as organizational culture, leadership styles, or personal traits, could also play significant roles.Item The Impact of Green Training on Shaping Green Attitude and Green Organizational Citizenship Behavior(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya Sri Lanka, 2024) Fernando, P. H. S. E.; Weerakkody., W. A. S.The purpose of this research is to identify the relationship between the green training, green attitude, green intension to behavior, and green organizational citizenship behavior based on the theory of planned behavior to fully understand the effectiveness of the practical measures in the manufacturing sector, Sri Lanka. In addition to that, this study explores the interdependence of these components in the context of organizational sustainability. Although there is enough literature on green initiatives, green human resource management and green behavior in the world. There is less research context in Sri Lanka to test the level of green knowledge, green attitude among the employees in manufacturing sector, especially there is a knowledge gap among Sri Lanka's workforces about the green organizational citizenship behavior. This study explored the relationship and examined the impact of green training on shaping the green attitude and green organizational citizenship behavior. This research is deductive (theory–testing) research. This research was conducted using a survey research strategy and quantitative research method. The study was performed in a manufacturing company, Sri Lanka. The sample size for the data collection was done through a self-administered questionnaire and Convenience sampling technique. A Google form was created and distributed to collect data. The number of employees who responded was 196 out of 400 employees. Statistical Package for Social Science (SPSS) was used as a tool for data analysis and both descriptive and inferential statistics, namely correlation and regression were used to analyze data. The results indicate that there is a strong positive relationship (r = .777, p<.001) and 60.3 % significant positive impact between green training and green attitude. There is a strong positive relationship (r = .874, p<.001), and 76.3% significant positive impact between green attitude and green behavioral intension. there is a strong positive relationship (r = .846, p<.001) and 71.7% significant positive impact between green intension to behavior and green organizational citizenship behavior of staff level employees in the manufacturing company, Sri Lanka. This study offers insight on practical methods for developing environmentally responsible practices in workplaces by studying the impact of green training to increase the employee green attitude and green organization citizenship behavior.Item Impact of Workforce Diversity on Employee Performance among Executive Level Employees(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya Sri Lanka, 2024) Edirisinghe, D. M. G. N. D.; Weerakkody., W. A. S.In today’s world, human resource has played a significant role in the economic development in all countries. Due to this rapidly changing environment, countries like Sri Lanka have changed to accommodate the increasingly diverse workforce. Currently, advances in technology and the advent of a global economy bring the people of the world closer together. Due to this fact, businesses, educational systems, and other organizations are investigating ways to serve their constituents better. This includes attracting and retaining the best and most qualified workers. This. This research aims to examine workforce diversity's impact on employee performance in a selected Privet Sector Organization in Colombo District Sri Lanka. This research also focuses on the gender, age, ethnicity and educational background of the employees. The study population consisted of Executive and above-level employees of a selected private sector Company in the Colombo district of Sri Lanka. The population consisted of 140 Executive and above-level 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. Analyzed the collected data using descriptive statistics, correlation analysis and regression analysis. Regression analysis results showed a significant positive impact of gender, age, and education background on employee performance. Thus, the study found that there is a negative impact of ethnicity on employee performance. Recommend that future research be conducted in the same field as the quantitative research and replicate the research in different industries and cross-cultural contexts. In addition, it encourages future research to examine new and innovative practices that Dimensions of workforce diversity significantly affect employee Performance.Item Revolutionizing Success: The Power Play of HRIS in Sculpting Sustainable Competitive Advantage through Cutting-Edge Training and Development Initiatives(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya Sri Lanka, 2024) Dolewaththa, D.A.P.M.; Weerakkody., W. A. S.This research aims to identify the impact of human resource information systems (HRIS) on competitive advantage and mediating effect of training and development in multinational companies in Sri Lanka. In addition to that, this study intends to contribute to filling the knowledge gap and empirical gap by looking into the relationship between human resource information systems and competitive advantage with evidence from the literature. There is less research context in Sri Lanka to test the human resource information systems, competitive advantage, and training and development in multinational companies in Sri Lanka. This study examined the relationship between human resource information systems on competitive advantage and mediating effect of training and development in multinational companies in Sri Lanka. This research is deductive (theory–testing) research, and this was a quantitative and cross-sectional study based on multinational organisations in Sri Lanka. Data were collected through a structured questionnaire using a convenient sampling technique. Correlation analysis and simple regression analysis were used to measure the relationship and to test the advanced hypothesis of the study by using Statistical Package for Social Sciences (SPSS). The analysed results show that there is a significant positive impact on HRIS and competitive advantage, while there is a significant impact of training and development as a mediator on the relationship between HRIS and competitive advantage. Furthermore, this study advocates for organisational management to spearhead the development of advanced HRIS and encourages their utilisation for training and development purposes. By doing so, the skills of the organisation's members can be systematically developed, leading to the organisation gaining a competitive advantage. Moreover, this study was limited to one multinational company in Sri Lanka. Therefore, the current study suggested conducting the study by considering all organisations in the business world within Sri Lanka to get an effective output from future research.Item Investigate the Impact of Eco – Friendly Incentives and Recognition Program on Employee Job Satisfaction to Better Workplace: Mediating Role of Green Psychological Capital(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya Sri Lanka, 2024) Dissanayake, D.M.N.D.; Weerakkody., W. A. S.This study explores the intricate dynamics between eco-friendly incentives, recognition programs, employee job satisfaction, and the mediating influence of green psychological capital in contemporary workplaces. As firms place a greater emphasis on environmental sustainability, this study uses a mixed-methods approach to investigate the direct benefits of eco-friendly activities on work satisfaction. According to the research, the good impact of these measures is mediated by the development of green psychological capital, which includes environmental awareness and pro-environmental attitudes. Quantitative data from surveys and qualitative insights from interviews give a complete picture of employee perspectives. The findings contribute to long-term human resource management by providing concrete advice for firms seeking to build a more environmentally friendly and enjoyable workplace, while also acknowledging the critical role of green psychological capital in molding employee well-being.Item Impact of Psychological Capital on Job Performance; Mediating Role of Job Satisfaction among Retail Industry Employees in ABC Company Sri Lanka(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya Sri Lanka, 2024) Disanayaka, D. M. T. S.; Weerakkody., W. A. S.This study aims to identify how the psychological capital of non-executive level employees affected their job performance and mediating role of job satisfaction in the ABC Company in retail industry of Sri Lanka. One hundred and fifty-two employees who work in the ABC Company in the Colombo district of Sri Lanka were sampled using the sample random sampling technique. A questionnaire was administered among the non-executive level employees to measure their psychological capital, job performance and job satisfaction. The collected data were analyzed using correlation coefficient and regression analysis. Psychological capital, job satisfaction, and performance are all interdependent in an organizational setting, according to the study's main conclusions. Given the positive correlations between these factors, it stands to reason that programs are designed to boost employees' emotional health, sense of purpose at work, and general mood in the office should lead to better productivity. These findings throw light on important questions for Human Resources Management strategy, highlighting the significance of creating a pleasant workplace to maximize employee happiness and, by extension, organizational performanceItem The Impact that Knowledge Management Capacities have on Knowledge Transmitting Intent(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya Sri Lanka, 2024) Dilshan., S. K. N.; Weerakkody., W. A. S.The current study aims to address a knowledge gap in the corporate world of the twenty-first century by exploring the impact of knowledge management capacities on knowledge transmitting intent. Despite the high value placed on knowledge in this era, there is a paradoxical increase in knowledge attrition. The creation of a highly experienced and competent workforce has been identified as the secret to a corporate organization's long-term and strategic competitive advantage. However, due to various labor market patterns and demographic shifts, businesses face challenges in retaining critical skills and cultivating an equally competent staff, leading to a lack of knowledge exchange. Conflicting theoretical interpretations and empirical findings persist regarding the relationship between information management infrastructure and knowledge sharing intention, particularly in the Sri Lankan scenario. Despite extensive documentation on elements influencing the intention to share knowledge in various contexts, the specific context of Sri Lanka lacks clarity. Therefore, using the planned behavior concept and the knowledge management capacities, this study seeks to determine the effect of knowledge management infrastructure capacity on information sharing intention. The research, adopting a quantitative approach with a cross-sectional design, collected data through a standardized questionnaire from 171 knowledge workers in one of Sri Lanka's leading firms within the banking and financial industry, selected using a simple random sampling technique. Analysis of the data using regression and correlation in SPSS revealed that information infrastructure significantly influences the intention to share knowledge. Structural and technological variables were identified as the next most effective enablers after considering the cultural aspect. The study emphasizes that organizations can foster knowledge interaction among people by leveraging these infrastructures. The findings, with implications for generalizability, significantly contribute to the existing knowledge base in an Asian setting. The study suggests swift legislative action to enact advantageous policy alternatives, such as phased retirements, while managers should concentrate on developing a knowledge organization by emphasizing the aspects of knowledge sharing identified in the study. Further research with a larger sample size is recommended to cross-validate the study findings across various enterprises and cultures, providing additional insights and confirming the primary findings of the present study.