6th Student Research Symposium - 2019

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The Impact of Green HR Practices on Employee Satisfaction: Evidence from XYZ Bank in Sri Lanka
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, 2019) Dushanthika, W.G.S.,; Welmilla, I.
Green human resource management is an emerging concept in recent years. In Sri Lanka, banks were quickly captured this concept. Because they are service providers for the whole nation in Sri Lanka. Main purpose of the study is to find out whether there is a significant impact of green human resource practices on employee satisfaction of executive-level employees in XYZ Bank, Sri Lanka. The study was followed quantitative and cross-sectional survey design. Data was collected through a structured questionnaire. Simple random sampling technique was applied to select the sample, and the final sample consisted of 93 executive-level employees in XYZ Bank. Correlation and regression analysis were performed on the gathered data in order to test hypotheses of the study. Findings showed that there is a significant impact of green human resource practices on employee satisfaction of executive-level employees in XYZ Bank.
OCB: The Role of Employee Engagement and Perceived Organizational Support
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, 2019) Munasingha, R.N.P.,; Nishanthi, H.M.
Organizations have long been interested in the role of management on how employees think and feel about their jobs, as well as what employees are willing to dedicate to the organization. Therefore, this study sets out to examine the impact of employee engagement on organizational citizenship behavior (OCB). Even though the impact of many other variables on OCB has been researched, the impact of employee engagement on organizational citizenship behavior was not much visible in terms of the Sri Lankan context. Hence the main purpose of the research was to identify the impact of employee engagement on OCB by exploring the mediation effect of perceived organizational support. This study was conducted in the apparel sector organization in Sri Lanka, Esquel Sri Lanka Ltd, - Ekala. The current study is a cross-sectional study comprising a sample of 108 staff and executive level employees. The data were gathered using simple random sampling technique through a standard questionnaire that distributed as a paper-pencil survey. Collected data were analyzed using SPSS 23 Version software package. Findings revealed that employee engagement has a significant positive impact on organizational citizenship behavior. Further, it was revealed that perceived organizational support has a significant positive impact on OCB. But this study statistically emphasized that perceived organizational support did not act as a moderator for the relationship between employee engagement and OCB. Therefore, it can be suggested that to take steps to boost up employee engagement would enhance better organizational citizenship behavior among employees.
The Impact of Mindfulness on Employee Job Performance: A Study of Banking Sector Employees in Sri Lanka
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, 2019) Sampath, G.A.,; Darshani, R.K.N.D.
Even though many determinates of employee performance are founding extend literature, mindfulness is little investigated, and the effects on employee performance in the Sri Lankan context, it is not adequately studied yet. Bridging the gap in the context, the current study assessed the impact of mindfulness on employee performance in the banking sector of Sri Lanka. The current study was conducted under the quantitative, deductive approach and cross-sectional, field study among a sample of one hundred and thirty-four employees selected from leading three banks, following the convenience sampling technique. Primary data were collected through a standard questionnaire distributed via Google forms and printed on papers through a survey. It is found that there is a moderate positive relationship between mindfulness and employee performance, and also a positive impact of mindfulness on employee performance is found. It is recommended to do more mindfulness related studies in this context and also recommended to have training and development and mindfulness more focus on mindfulness building to get the outcome of employee performance.
Work Family Conflict as a Mediator in the Relationship between Supervisor & Spousal Support and Intention to Quit
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, 2019) Madhuwanthi, L.A.T.,; Wijewantha, P.
Due to high level of intention to quit among operational level employees, currently Sri Lankan apparel industry is facing many difficulties. This study attempts to investigate the impact of Perceived Supervisor Support (PSS) and Spousal Support (SS) on Intention to Quit (IQ) and the mediation effect of Work Family Conflict (WFC) on the above relationship of married operational level employees in a leading apparel firm in Sri Lanka. The sample of the study comprises of 105 married operational level employees in the selected organization and the respondents were selected using the convenience sampling technique. In order to collect primary data, a self-administered, structured questionnaire was used. Perceived supervisory support was measured using the 08-items scale developed by Eisenberger and Huntington (1986). Spousal support was measured using the 06-items scale developed by Galymore et al. (2006). Intention to quit was measured using the 10-item scale developed by Kyndt, Dochy, Michielsen, and Bastia (2009). Work family conflict was measured using the10-items scale developed by Netemeyer (1966). The study’s hypotheses were tested by using the Statistical Package for Social Science (SPSS) 23.0 version. The findings of the research revealed that there is a negative impact of perceived supervisor support and spousal support on intention to quit. Both of the above relationships were partially mediated by work family conflict.
The Impact of Job Designing on Job Performance of Employees: A Study with Special Reference to Employees in SANASA Development Bank PLC of Kegalle District
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, 2019) Samaraweera, S.A.H.C.,; Darshani, R.K.N.D.
Employee job performance is one of the critical factors which decides the survival of any organization. The performance of employees is crucial for any bank, to compete with other financial institutions in the industry. The literature suggested that job designing plays a vital role in the success of the job performance of employees in the workplace. Hence, the purpose of this study is to investigate the impact of job design on job performance of employees in Sanasa Development Bank (SDB) PLC of Kegalle district. Based on the literature, a conceptual model was developed. The study adopted already validated research instruments. The modal was empirically tested by collecting data from the employees in SDB bank. A total of 75 employees were selected for the study using the random sampling technique. This investigation explored the relationship between job designing and job performance. The study reveals that there is a positive relationship between job designing and job performance and there is a positive impact between job design and job performance. Hence, it can conclude that employees' job performance depends on the job design(ing).
The Impact of Leadership Styles on Employee Engagement: A Study with Reference to Ceylon Electricity Board
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, 2019) Samarasinghe, E.K.I.U.,; Darshani, R.K.N.D.
Leadership is one of the most important factors which impact employee engagement. Generally leaders try to enhance the output of the organizations. For that, they use several leadership styles. The study was performed to determine the impact of leadership styles on employee engagement with reference to Ceylon Electricity Board Western Province South II. The researcher used a quantitative, deductive approach for the survey study. Primary data have been collected through a structured questionnaire. The study was conducted using a convenience sampling technique of Ceylon Electricity Board WPS II. The unit of analysis was individual level. Above Non Executive level employees were taken as respondents in this study. Data were collected from 155 respondents. The results of the study showed a positive, strong relationship between leadership style and employee engagement in Ceylon Electricity Board WPS II. The impact between leadership styles on employee engagement was explored theoretically and tested empirically in service sector organizations in Sri Lankan context.
The Impact of Career Planning on Job Satisfaction: A Study of Banking Sector Employees in Sri Lanka
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, 2019) Hettiwatta, I.U.K.,; Janadari, M.P.N.
Employee job satisfaction is significantly important for the management of any organization, industries and sectors as it determines the mindset and behavior of employees of a workplace. Among several factors that affect the employee job satisfaction, career planning is one of the most important human resource management practices widely used in many organizations to improve career ladder. The prime purpose of this paper is to investigate the impact of career planning on job satisfaction in Regional Development Bank for which it seeks a timely needed solution. The current study adopted a quantitative research approach. A self- administered questionnaire was used to collect data from a sample of 108 managerial level officers in Regional Development Bank. Regression and Correlation analysis was performed using SPSS version 23.0 to test the research hypothesis of the study. The results show that the link between career planning and job satisfaction varies according to the type of indicators used. Specifically, it shows that organizational factors, job related factors and personal attitude factors positively impact on job satisfaction. Findings of the study emphasized the prime importance of designing and maintain a well-established career planning within the Regional Development Bank to ensure a high level employee job satisfaction. It also aided us in furthering our understanding about how career planning affects employee job satisfaction in Regional Development Bank. Further, it is expected that the model of the current study will benefit several other private and public banks in designing their career planning.
The Impact of Perceived High-Performance Work Practices on Employee Well-being: A Study with Special Reference to the ABC Bank in Sri Lanka
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, 2019) Sendanayake, S.D.,; Thisera, T.J.R.
This study explores the impact of perceived high performance work practices (HPWP) on employee well-being in the ABC bank in Sri Lanka. Further, it focuses on the impact of dimensions (i.e., training, involvement & participation, performance appraisal, and compensation & rewards) of HPWP on employee well-being. This is a deductive and positivistic research study. It is a cross-sectional study which followed the survey strategy. Data were collected from a sample of 200 employees using a standard questionnaire. Simple regression analysis was employed to test the hypotheses. The findings of the study revealed that perceived HPWP positively influence employee well-being. Further, it shows that dimensions of HPWP (i.e., training, involvement & participation, performance appraisal, and compensation & rewards) also positively affect employee well-being. Based on the findings, it can be concluded that perceived HPWP should be considered by the organizations to enhance employee well-being. The study contributes to the existing knowledge of employee well-being and high-performance work practices.
The Impact of Perceived English Language Proficiency & Socio - Demographic Factors on Career Decision Self – Efficacy: An Exploratory Study among Graduate Trainees
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, 2019) Peiris, J.M.P.M.,; De Silva, G.H.B.A.
The purpose of this study is to examine the perceived proficiency level of English language from the undergraduates’ viewpoint and to examine the socio-demographic factors of the undergraduates. The general objective of this study is to investigate the impact of perceived English language proficiency on career decision self-efficacy among graduate trainees in Sri Lanka. The researcher adopted quantitative approach as the research methodology. The quantitative approach was used in order to test hypotheses and to achieve main objectives. Data was collected through a structured questionnaire. The convenience sampling technique was applied to select the sample, and the final sample consisted of 245 graduate trainees from three universities in Sri Lanka. The data were analyzed using Excel and SPSS employing the correlation, chisquare and regression. Based on a result from Pearson correlation analysis, it showed that there is a perfect positive relationship between perceived language proficiency and socio-demographic factors on career decision self-efficacy. As the significant value (0.000) is smaller than the desired level of significance (0.05) at 95% confidential level, the found correlation coefficient (0.849) is statistically significant. Thus, there is statistical evidence to claim that there is a significant positive relationship between learner beliefs about English language learning and career decision self-efficacy. The current study used simple regression to examine the impact of perceived English language proficiency and career decision self-efficacy among graduate trainees. The regression model was statistically significant. When “perceived English language proficiency” score increases by one unit, the odds of career decision self-efficacy increases by 0.849 times, and when the demographic factors score increases by one unit, the odds of level of career decision self-efficacy increases by 0.700. According to the result of simple regression analysis between perceived English language proficiency and career decision self-efficacy test, the hypothesis is accepted, and the relationship is also positive.
The Effect of Full Time Employment of Undergraduates on their Academic Performance
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, 2019) Umayanga, W.A.U.I.,; Weerasinghe, T.D.
Full time employment of a full time undergraduate is predicted to be the most challenging phenomenon in next two decades in higher education. Even though this context in higher education has been researched and reported in the extant literature, conclusions derived are vague across various higher education disciplines. Thus, in Sri Lankan university culture not adopted and accepted those various higher education disciplines yet. So, this study attempts to touch and investigate this in Sri Lankan context. The objective of this study was to assess the effect of full time employment of a full time undergraduate on academic performance in public universities. To analyze these two hypotheses were formulated using deductive approach. The methodology adapted for this involves, reviewing existing literature related to the research theme and primary data. Primary data have been collected through selfdeveloped questionnaire. The study was conducted by using a convenience sampling technique. Type of investigation was correlation and it was cross-sectional on time horizon. The unit of analysis was individual level. Undergraduates who are employing in full time while reading degree in public universities were taken as respondents in this study. Data were collected from 50 respondents who are reading degree in public universities. In order to test the hypothesis that was concerned with the relationship between full time employment of a full time undergraduate and academic performance the Pearson Correlation technique was applied. It is found that there is no significant impact of employment of an undergraduate on academic performance. Further, study hours do not moderate the above mentioned relationship significantly. Hence, it is recommended to modify the curricular, time table and their curriculum teaching procedures, assessments, exams to release undergraduates to get the experience of employment accordingly.
The Relationship between Pressure on Employees’ Social Life and Retention Intension: Moderating Effects of Age Group and Gender
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, 2019) Weerawardhana, R.D.L.M.,; Weerasinghe, T.D.
In a modern organizational culture employee pressure on social life is a silent area that affects to major decisions of an employee. Many researchers investigated social life pressure in various contexts other than employment. Hence, the major aim of the present study is to investigate the relational interaction among pressure on social life of employees’ and retention intension with the moderating effects of age and gender. Further, specifically to provide the directions to the organization about addressing issues of employees’ social life. The primary data was collected from 160 employees working in public and private sector organizations in western province, Sri Lanka at the convenience of the researcher by using a standard questionnaire that was distributed via printed on paper. The valid data was analyzed with the support of SPSS drawing correlation, regression and descriptive statistics. It is found that positive moderate relationship between pressure on employees’ social life and retention intension. Moreover, age and gender significantly controls the impact of pressure on employees’ social life on retention intension. The present study would provide the directions to HR policy makers, employees’, supervisors and future researchers.
Executive-level Employees’ Perception of the Impact of Participatory Management on Employees’ Trust in ABC Company
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, 2019) Jayasuriya, M.M.,; Devadas, U.M.
In earlier days, money was the primary reason to motivate an employee, but beyond a certain limit, it fails. Hence organizations have been trying out different methods to increase the level of motivation of its employees. Participatory management is such a new mechanism that companies use in the modern world as a solution to the above. Although the impact of participatory management on trust is well-established in western literature, very few studies have examined in the Sri Lankan setting. Accordingly, the purpose of this quantitative and cross-sectional research study was to examine the executive-level employees’ perception of the impact of participatory management on employees’ trust in ABC Company. This study explained the level of perception of executive-level employees about the participatory management, level of perception of executive-level employees about employees’ trust, and executive-level employees’ perception of the impact of participatory management on employees’ trust in ABC Company. The regressions test and Pearson correlation test used to analyze the data, while simple random sampling used as the sampling method. The study results indicated that the executives of ABC Company have a positive perception on participatory management and employees’ trust. Also, this study showed that the executive-level employees’ perception of the impact of participatory management on employees’ trust in ABC Company is positive. So it is recommended to use participatory management as a tool to enhance the employees’ trust, and organizations should introduce more practices to gain employees’ contribution to the decision making process as well.
Factors Affecting Generation ‘Y’ Employees’ Retention among Front Line Employee Category in the ABC Healthcare Company
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, 2019) Karunanayaka, H.R.,; Devadas, U.M.
Retaining the key talent pool of employees is a vital aspect for every organization to maintain sustainability in the business world. Most of the researchers evidenced that the generation Y category employees have a quick intention to leave rather than the previous generations. Hence, the purpose of this study was to assess the impact of significant factors which affect the generation ‘Y’ front line category employees’ retention in the healthcare industry. In reaching this, initially, the factors that are leading to generation Y employees’ retention were identified from the literature. The selected sample of this study consisted of 120 generation Y category front line employees in ABC healthcare company, and the data were collected through the prevalidated standard questionnaire. The collected data were analyzed using descriptive statistics, correlation, and regression analysis by using the Statistical Package for Social Science (SPSS) software. The findings of the study showed that all three factors of Compensation, Working Environment, and Career Development in the study have a significant positive impact on generation ‘Y’ employee retention in the healthcare industry. Accordingly, the researcher recommended a well-designed working environment, equitable compensation package and effective career development practices to be implemented within organizations to maintain generation ‘Y’ employee retention in the healthcare industry.
The Impact of Employee Training on Work-Life Balance: Mediating Role of Motivation (A Study of ‘Above Executive Level Employees’ in Macworld Organization (Pvt) Ltd)
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, 2019) Anjalee, U.D.T.M.,; De Alwis, A.C.
In the fast-moving corporate world, the balance between personal life and work is a major concern to employees. Among other strategies, organizations use employee training to cope with this issue. The purpose of this study is to identify the impact employee training has on employee work-life balance while applying motivation as a mediator. This study supplements literature on work-life balance and aids organizations to manage work-life imbalance issues practically. A quantitative study by nature, as a longitude survey design was followed in this study, primary data was collected at two points of time through a structured questionnaire. The questionnaire was distributed before and after a training program the person who participated in the training program and the person who non-participated the training program. Random sample technique was used to select a sample of 108 employees from a population of 136 employees at Macworld Organization (Pvt) Ltd. Differ-In-Difference Estimator was used as a tool. The study faced limitations such as the fact that the population selected for the research is too narrow and lacks the knowledge and relevant resources. Based on the findings it was statistically proved that even though a positive impact and relationship existed between training and motivation, no significant impact or relationship existed between training and work-life balance nor between motivation and work life. Nevertheless, the Difference-In-Difference Estimator test showed a reduction in work-life balance before and after the training program. The provision of equal training opportunities and the adoption of innovative and flexible work hour strategies are recommended.
The Impact of Perceived Organizational Politics on Employee Turnover Intention: A Study Conducted among the Executive and Managerial Level Employees in a Selected Private Sector Organization
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, 2019) Lakmali, M.A.D.; Sangarandeniya, Y.M.S.W.V.
The term organizational politics has been seen as detrimental to the smooth running of firms. It is a very much important aspect of organizational life with respect to its members as it influences various processes which ultimately affect employee turnover. This quantitative study investigates the impact of perceived organizational politics on employee turnover intention. The data was collected through a standard questionnaire by distributing among the executive and managerial level employees in a selected private sector organization in Sri Lanka. Data were analyzed using regression analysis. The implications, recommendations, limitations and future directions are also provided.
The Factors Affecting Entrepreneurial Intention of Management Undergraduates of University of Kelaniya, Sri Lanka
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, 2019) Gunathilaka, H.M.J.,; Pieris, M.D.P.
The main objective of this study is to understand how personal attitude, perceived behavioral control, subjective norm and entrepreneurship education tend to affect the entrepreneurial intention of management undergraduates. The primary data were gathered using a questionnaire that is distributed among 154 final year management undergraduates of University of Kelaniya, Sri Lanka. Pearson Correlation Coefficient, Simple and Multiple Linear Regression Analysis were conducted to use to test hypotheses. The study revealed that personal attitude, perceived behavioral control, subjective norm and entrepreneurship education have a significant impact on entrepreneurial intention. The discussion of the findings, implications of the study, limitations, and recommendations for future research are also discussed.
Determinants of Work Alienation among Knowledge Workers in IT Firms
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, 2019) Karunarathna, D.I.M.,; Devadas, U.M.
There is a limited number of attempts, found about the alienation of knowledge workers’ in the Sri Lankan context. Thus, the primary purpose of the current study was to identify the determinants of work alienation to fill the gap. Drawing from on the extant literature, the researcher identified the main four determinants of work alienation; task factors, social support at work, organizational justice factors and organizational structural factors. This study was conducted as a cross-sectional, quantitative field study among a sample of 134 knowledge workers selected from three (03) main IT firms in Sri Lanka. Primary data were collected via a standard questionnaire that met the acceptable level of validity and reliability. The collected data were analyzed using SPSS (Version 26). Descriptive statistics, Pearson correlation coefficient, and simple regression were used for data analysis. Findings of the current study empirically provided answers for the research questions that structural factors, social support at work, and task factors are to be the strongest predictors of work alienation among knowledge workers. Further, it revealed that there is no impact of organizational justice on work alienation in knowledge workers in selected IT firms. Hence, it is recommended for practicing managers in IT industry to pay much attention to the job designing, team working, and have a long-term orientation aimed at fostering organizational commitment in order to reduce work alienation.
Impact of Perceived Supervisor and Organizational Support on Employee Engagement
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, 2019) Mendis, W.W.N.S.,; Wijewantha, P.
The purpose of this study is to examine the impact of perceived organizational and supervisor support on employee engagement. Although the associations between antecedents and employee engagement are well established in western literature, very few studies have examined the antecedents such as perceived organizational support and perceived supervisor support with employee engagement in the Sri Lankan setting, especially focusing the manufacturing industry. Thus, this study explored the influence of those two main support variables on employee engagement. The research was undertaken among employees working in Lalan Rubbers Glove Manufacturing Company in Sri Lanka. This was a quantitative and cross-sectional research study. The data were collected with the help of a self-administered, structured questionnaire via both personal visits to the organizations and using an internet-based form using probability sampling technique. Simple regression analysis was used to test the study’s hypotheses. Analyzed results showed a positive impact of perceived organizational support and perceived supervisor support on employee engagement. The study results clearly confirmed the potential of firm’s involvements in influencing the level of engagement of employees at work. Thus, this study raises the need for companies to look at providing support for employees as a source of employee engagement with a serious emphasis.
The Impact of Green Human Resource Management Practices on Environmental Performance: A Study of International Construction Consortium (Pvt) Limited
(Department of Human Resource Management, 2019) Abeysinghe, H.D.A.S.; De Alwis, A.C
With the natural world around us rapidly changing for the worse every passing second, there has never been a better time for organizations to transform into ‘greener’ institutions. Compared to many others, the construction industry has a unique business function that deals directly with the environment and has a massive role in substantially altering the environment for the better or, for the worse. The purpose of this study is to identify and analyze the impact Green Human Resource Management (GHRM) practices in the organization have on the overall Environmental Performance (EP) of the company. This study supplements literature on GHRM in the Sri Lankan construction sector by particularly studying a managerial employee sample and seeks to encourage organizations to apply and develop GHRM practices in a practical context. The total population of 60 managerial employees in the International Construction Consortium (Pvt) Ltd, were considered as the target sample of the cross-sectional study. Limitations of the study included the inability to analyze behaviour over a period to time and the use of a single primary data collection method. Primary data was collected via an online survey with a 93.3% response rate. Based on the findings, it was statistically proved that GHRM has a positive impact on EP and that there is a significant strong positive relationship between GHRM and EP in the company. Hence, formal evaluation systems of green performance should be adopted and then top management involvement in green practices be increased.
The Impact of Green Human Resource Management Practices on Environmental Sustainability: A Study of Middle Level Employees in Apparel Industry
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, 2019) Bandara, H.M.R.S.,; De Alwis, A.C.
Green Human Resource Management is a newly emerging concept in today’s context. Growing concern for the global environment and the development of new policies and procedures for environmental management has created a need for businesses to adopt environmental strategies and programs. Today, the apparel industry has become more conscious about the growing importance of implementation of environmental management and human resource management compared to many others; the apparel industry has a unique business function that deals directly with the environment. The purpose of this study is to identify the impact of Green Human Resource Management (GHRM) practices on Environmental Sustainability (ES) of the organization and encourages organizations to apply and develop GHRM practices in the practical context. Random sample technique was used to select a sample of 110 middle-level employees from the population of 150 employees at MAS Fabric Park Thulhiriya. Primary data was collected through a standard questionnaire with a 94% response rate. The study faced limitations such as the fact that the population selected for the research is too narrow and lacks knowledge. Based on the findings, it was statistically proved that GHRM practices have a positive impact on Environmental Sustainability (ES) and that there is a significant strong positive relationship between GHRM and Environmental Sustainability (ES). Develop best environmental assessment strategies and apply internal and external audits for environmental work, develop own Environmental Management System (EMS) or formal standards, rules and regulations and enhance employee awareness and knowledge about the environment through training and development are recommended.