Volume 11 - Issue 2 - 2016

Permanent URI for this collectionhttp://repository.kln.ac.lk/handle/123456789/29541

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Subject: search.filters.subject.Organizational commitment

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    Impact of psychological contract on employee outcomes of job satisfaction and organizational commitment: evidence from a leading apparel manufacturing company in Sri Lanka
    (Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka, 2016) Nishanthi, H. M.; Mahalekamge, W. G. S.
    The purpose of this study is to examine the impact of psychological contract on employee outcomes of job satisfaction and organizational commitment in a leading apparel company. Companies that invest more effort in achieving higher level psychological contract between their employees, employer and organization have satisfied and committed employees. The research design is descriptive in nature. A simple random sampling has been used to select the sample. The participant in the study was 50 executive level employees in a leading apparel company in Sri Lanka. Standard questionnaire is distributed to collect data. Based on the analysis, researcher identified that there is a strong positive relationship between psychological contract and employee outcomes of job satisfaction and organizational commitment. As well as based on findings researchers established that there is a significant impact of psychological contract and employee outcomes of job satisfaction and organizational commitment.
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    The moderating effects on the relationship between workplace bulling and intention to leave
    (Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka, 2016) Kaushalya, S. A. H.; De Alwis, C.
    Workplace Bulling (WB) is a major concern in any kind of organization because it leads to increase rate of turnover within the organization. However, there are certain factors, which affects to the employee retention in a workplace. This study was primarily focuses on identifying factors, which moderate employees’ intention to leave from the organization. It was mainly using quantitative approach to conduct the research. Under first stage of the study, it has explored three factors, Organizational Commitment, Perceived Organizational support (POS) and Belief in a just World (BJW) as major factors to test in Sri Lankan Context. Population of the study was recently joined nurses (within three years form the data collection data) in the state hospitals in Sri Lanka. Using convenience-sampling method it was selected sample units. The analysis was done by using descriptive statistics and hierarchical multiple regression analysis. Results revealed that there is a statistically significant relationship between workplace bulling and intention to leave. Further, it confirm all three tested moderating factors statistically significant impact on the direct relationship from above mentioned three factors. In addition, it confirmed that that only BJW create significant impact on IL. Organizational commitment and POS become insignificant in combined effect. This Study can be concluded that there is a significant relationship between WB and IL and it can be moderate by OC, POS and BJW.