Volume 14 - Issue 1 - 2019
Permanent URI for this collectionhttp://repository.kln.ac.lk/handle/123456789/29545
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Item Promoting Ethical Behaviours in Nigerian Public Universities: The Effect of Psychological Ownership(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka, 2019) Aliyu, M. O.; Isiaka, B. S.Due to an outrageous involvement in unethical behavior in industrial organizations, many organizations have started to realize that management must work to fulfil their moral obligations to society in which they operate. The study examines the influence of psychological ownership on the ethical behavior of academic staff in public universities. Extant literature was reviewed from the current development of the construct variables. The survey research method was employed; the population consists of all academic staff working in selected federal universities in Nigeria. Both primary and secondary data were employed. Upon completion of data collection, a combination of both descriptive and inferential statistics was employed as methods of data analysis, the model of this study was tested using the hierarchical regression and correlation analysis. The study found that the correlation coefficients of all dimensions of psychological ownership such as employee’ self-efficacy (R2=0.668) and employee’s sense of belonging (-0.821) were weak-positive related to individual and benevolent ethical behavior. This implies all dimensions have inverse relationship with individual and benevolent ethical behavior and that the increase in each of the dimension of psychological ownership (such as employee’s self-efficacy, employee sense of belonging) which decrease the individual and benevolent ethical behavior while the decrease in psychological ownership dimensions will increase individual and benevolent ethical behavior at 5% level of significant. The study concludes that employees having a sense of ownership with the organization are less likely to deviate from work norms and values. The study, therefore, recommends that in order to minimize unethical behavior within the workplace, the university system must adapt to a specific ethical standard that is centered on extremely important ethical core values in order to resolve the problems associated with negative workplace unethical behaviors.Item Factors Affecting Employee Turnover Intention among Non- Managerial Employees in Selected Financial Companies in Colombo District(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka, 2019) Wijebandara, H. M. M. A.; Malalage, G. S.; Fernando, W. R. P. K.Human capital is a dominant element of today's’ business world. Nowadays, Employee turnover is one of those who are one of the problematic issues in business. The intention to leave has received tremendous attention and significance from top management, human resource professionals and other industrial psychologists. It has proven to be one of the most costly and difficult human resource challenges faced globally by different organizations. The main purpose of this research was to discover the real causes behind the turnover and its harmful effects on the productivity of many industries, especially financial companies. The study had studied many sources related to the non-banking financial company sector in Sri Lanka and observed the causes for turnover. This study aimed to discover the reasons for turnover and factors affecting turnover intention among non-managerial employees. Using simple random sampling technique, the sample of the study was 150 non-managerial employees who are working in those financial companies located in Colombo district. Sample collected represent 50% of the total population. Findings showed that the employee turnover intention has a significant relationship with the variables of job satisfaction & supervisor support, but it had an insignificant relationship with salary and the other benefits and organizational culture. Whereas, the major contributor to turnover intention was job satisfaction.Item Retention of Generation-Z in Information Communication Technology Sector of Sri Lanka: A Conceptual Paper(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka, 2019) Jayathilake, H. D.The global expectation is that millennials and generation Z will take the stake of 75% of the workplace population by 2025. In addition, concurrently, Sri Lanka put its prospect on the ICT industry to be one of the major employers for the country. Presently, the industry has created 95,000 breadwinners. Still, the industry was hit with very high employee turnover ratio as per the department of statistics Sri Lanka. So, it is conspicuous that the industry is in a dilemma to retain its employees. Moreover, there are very little researches have been done on the gen-z work behaviours in the ICT sector of Sri Lanka where would be one of the biggest employers for gen-z digital natives who born after 1997 in Sri Lanka. Therefore, the objective of this paper to construct conceptual framework that address on the research problem that to find out the expectations of the gen-z in Sri Lankan context to improve the motivation of Gen-Zs’ in-order to reduce the employee turnover in ICT industry through the literature review which has been predominately used journal articles from-1991-to-2019 in emerald platform. Literature has found that crucial 5 holistically independent constructs that significantly positive correlation to reduce employee turnover in the ICT sector. Therefore, it has emphasized that there is a research gap to fill-up through the future research that based on this conceptual framework with enhancing the reliability by incorporating with the real-world simulation through pragmatic worldview research approach with a research design using the explanatory sequential method as a recommendation for future work.Item The Effect of Work-life Balance Policies on the Retention Intention of Executive Women Employee in Information Technology (IT) Industry in Sri Lanka(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka, 2018) Sumanarathna, B.; Samarakoon, S. M. A. K.Female employee labor turnover of information technology industry in Sri Lankan is in the higher level. Therefore, the general objective of the research is to assess the impact of major work life balance policies influence on retention of executive women employees in Information technology organizations in Sri Lanka. Five selected work-life policies namely flexible working hours, company leave policy, training and career development opportunities, compressed workweek and workload management were examined with employee retention. Base on random sampling method one hundred two completed questionnaires used to analyze the data. Descriptive statistics, correlation and multiple regression utilized to analysis the data. Work-life balance and employee retention levels are in the satisfactory level in the IT industry in Sri Lanka. Multiple regression result of the study shows that work-life balance policies positively influence on the executive women employee retention. Selected five policies of work-life balance and employee retention were examined using multiple regression model. Training and career development opportunities and workload management positive influence on employee retention. Although rest of three work life balance policies namely flexible working hours, company leave policy and compressed work week didn’t show the significant impact of employee retention. Policymakers and top management of companies should improve work-life balance to increase employee retention. Moreover, they can use training and career development opportunities and workload management to increase employee retention.