Kelaniya Journal of Human Resources Management
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Item Impact of Stereotype Threat on Workplace Wellbeing: A Study on Women Executive Staff of State Universities in Sri Lanka(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2024) Ethulgama, W. M. D. K.; Weligamage, S. S.Research based on Contemporary management theories reveals that stereotype threat is a significant obstacle in establishing an inclusive organizational work environment. The main objective of this study was to investigate the impact of stereotype threat on workplace wellbeing of a selected population. The selected population was women executives, employed in 17 state universities of Sri Lanka. The sample size was 190. Sampling technique was stratified random sampling. Data were collected through an online survey. Data analysis was done using SPSS software. Results showed that, there was a statistically significant, moderate negative correlation between stereotype threat and workplace wellbeing r(98) =-0.350 , p < 0.05. Moderation effect of gender identification and mediation effect of identity separation on the relationships between stereotype and workplace wellbeing was non-significant. The conclusion was that there is a significant negative impact of stereotype threat on workplace wellbeing of the population.Item Impact of Strategic Human Resource Management on Organizational Performance of the Cable Industry in Sri Lanka(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka, 2018) Karunarathna, K.; Weligamage, S. S.The financial year of 2017 and 2018 marked drastic changes to the cable industry in Sri Lanka due to unexpected and unfavorable economic and external trends. As a result, the cable industry underwent a huge transition in terms of diminishing profits, losing the existing competitive edge and facing difficulties in sustaining in the market. Therefore, as a long term solution, the cable industry shifted their management focus from managing imitable resources to managing people for better results for their long term sustainability. Hence this research is an attempt to explore the impact of Strategic Human Resource Management (SHRM) on Organizational Performance of the Cable Industry in Sri Lanka and the mediating role played by Organizational Climate. Accordingly, three variables were conceptualized; Strategic Human Resource Management as the independent variable; organizational performance as the dependent variable; and organizational climate as the mediating variable. For the purpose of the study 126 respondents of the managerial staff of the cable industry was selected using systematic random sampling to obtain their views. Questionnaires were distributed to the respondents personally via email and data were collected which were analyzed using inferential and descriptive statistics. The research findings revealed that there is a positive linear relationship between SHRM and organizational performance, SHRM and organizational climate and organizational climate and organizational performance and that there is a mediating effect of organizational climate on the relationship between SHRM and organizational performance.Item Effects of quality of work-life on turnover intention: evidence from Sewing Machine Operators in Sri Lankan apparel industry(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka, 2016) Karunanayake, D. R. N. S. K.; Weligamage, S. S.High employee turnover among sewing machine operators (SMOs) is one of the critical problem facing apparel industry in Sri Lanka as it create high cost to the organizations. The purpose of this study was to investigate the effects of Quality of Work Life (QWL) on turnover intention among the sewing machine operators in apparel industry in Sri Lanka. This study covered sewing machine operators in Sri Lanka with the sample size of 350 and data were collected through a structured questionnaire. Findings revealed that the majority of the respondents were females and 91% of the respondents were young. The results also illustrated that there is a relationship between QWL and turnover intention and the study further indicated that most of the respondent were dissatisfied with their work life and showed their willingness to leave. According to the results of Pearson’s Correlation analysis, it was found that QWL were negatively and significantly correlated with turnover intention of SMOs. The study further indicated that there is a strong negative relationship between these two variables. Regression analysis shows that 56% of the turnover intention among SMO’s was explained by QWL. This study concluded that satisfied employees will positively contribute to the organizational goals and assured that quality of work life will not only attract young and new talent but also retain the existing talent.Item Factors affecting job satisfaction of class III officers of Sri Lanka administrative service(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka, 2016) Jayasena, S. D. N. S.; Weligamage, S. S.The Sri Lanka Administrative Service (SLAS) is the main administrative service of the Sri Lankan Government, with civil servants engaged both in the Central Government as well as in the provincial councils. Purpose of this research was to identify the factors affecting Job Satisfaction of Grade III officers of Sri Lanka Administrative Service (SLAS) and to identify the level of satisfaction. Primary Data were gathered using a structured questionnaire and structured interviews. The data were summarized using descriptive statistics. Through correlation and regression analysis the factors affecting Job Satisfaction of Grade III officers of SLAS were identified. Findings revealed that demographic variables and Pay, Promotion, Supervision, Fringe Benefits and Contingent Rewards are the determinants of Job Satisfaction of the target population. Further it was suggested that increasing the Base Pay, introducing a performance based promotion scheme, fair distribution of training opportunities and granting transport facilities will increase the level of Job Satisfaction.