Kelaniya Journal of Human Resources Management
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Item Work Life Balance and Commitment of Government Hospital Nurses(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka, 2019) Dayananda, K. H. M. K.; Samarakoon, S. M. A. K.The nurses play a crucial role in the government hospital and their commitment and the work life balance seem to have a greater impact to make ensure quality of health sector in the country. The main emphases of the study are to figure out the factors affect to the Work Life Balance (WLB) on government hospital nurses in Sri Lanka and to analysis the Work Life Balance influence on job Commitment among government hospital nurses. The study conducted using primary data gathered focusing government hospitals in Colombo area. Participants are asked to complete structural questionnaires, which were developed to measure demographic factors and research variables. Questionnaires distributed among nurses working in the selected three hospitals in Colombo district. Hundred and five competed questionnaires returned from respondents. Hundred competed questionnaires were used to final data analysis. Descriptive statistics and correlation analysis and regression were utilized to data analysis. The study assessed the effect of four independent variables on the Work Life Balance and it was found the working environment, work stress, financial encouragement and Job Autonomy have greater impact to the work life balance. It was found that the working environment, work stress, financial encouragement and Job Autonomy has greater impact to the Work Life Balance. Public sector still plays a vibrant role in every country. If public sector employees are not satisfied with their motives, employee performance will deteriorate and inefficiency will be increased. It may also be a part of grievances, low productivity, disciplinary problems and other organization difficulties. Moreover, it is noted that Work life balance and working commitment have strong positive relationship. In this context, it can be concluded that the proper WLB will lead to high working commitment in nursing professionals. Further higher WLB leads to enhance the quality of health service in the country.Item Impact of Emotional Contagion on Work Performance of Employees(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka, 2019) Ekanayake, E. M. H. L; Weerasinghe, T. D.People possess variety of emotions. In spite of the effectiveness and the productiveness, they capture others’ emotions and moods habitually. It spreads as if a virus among them. Employees serve as the life-blood of any organization that ensures the health at the workplace. Thus, every organization strives to enhance and nurture their work performance effectively and efficiently by carefully managing the factors that affect their performance. The previously mentioned habitual nature of catching others’ emotions at work can have an impact on employees’ performance. Hence, the purpose of this study was to assess the impact emotional contagion on individual work performance. The study is an explanatory, cross-sectional in nature. A standard questionnaire was administered among the participants of the sample, selected through convenience sampling technique, which encompasses 100 respondents who are in the age category of 18 years or above that who work organizations. The items in the questionnaire have been extracted from the standard measurement scales. Descriptive statistics, correlation and regression have been used to test the hypotheses and draw conclusions. Results revealed that there is a significant relationship between the emotional contagion and individual work performance. Further, a significant impact is found from emotional contagion on work performance; as R-square is 15.7% Thus, building on the findings, it is recommended that the individuals should spend more time with the ones who boost their morale while practicing the effective ways they can use to manage the impact of others’ negative emotions and moods. Findings of the study would be beneficial for all the individuals, employees, managers, and for every organization that deploy humans at work to manage the emotions and moods productively in a way which they support their work performance.Item Impact of Intrinsic Factors and Subjective Norms that Influence Purchase Intention in Sri Lankan Online Retail Apparel Industry(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka, 2019) De Silva, A. C.; Herath, H. M. A.Throughout the past decade, the development of the internet as a marketing tool has become a worldwide trend. In the apparel industry, the online platform has become a fertile ground for direct marketing resulting in the disintermediation of number of intermediaries in the traditional marketing channel. Compared to other developed countries, the habit of purchasing through digital market by Sri Lankan customers is obviously at a lower level. Moreover, even at the global level, there are few studies over purchasing of apparel online while scholars have emphasized the necessity of more studies in different contexts. In the Sri Lankan context, there is a lacuna of the empirical evidence in the area. The focus of this study is to identify and investigate the major factors that influence online purchasing intention among Sri Lankan online buyers. Therein, based on a comprehensive literature review, four factors were identified under the categories of subjective norms and intrinsic factors. A field survey was conducted to investigate the effect of perceived value, perceived risk, and perceived quality and peer pressure on online purchasing intention. The primary data was collected by means of a structured questionnaire and interviews from a sample of 384 customers selected on the simple random basis. The model was tested by using the simple regression analysis and the results revealed that perceived value, perceived quality and peer pressure show a positive effect on the online retail apparel purchasing intention among customers. The study also found that there are many research avenues for invigorating the scientific body of knowledge in this area.Item Effect of Person-organization Fit on Organizational Commitment: A Study with Special Reference to Sri Lankan Banking and Insurance Industries(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka, 2019) Wickramasinghe, D. V. A.; Nishanthi, H. M.The main objective of this study was to identify whether there is a significant impact of person organization fit on organizational commitment in Sri Lankan banking and insurance industries. The study was based on a collected sample of 100 executive level employees who currently work in banking and insurance companies. Six licensed commercial banks and four insurance companies representing private and public sectors, located in Colombo district were selected randomly to collect primary data. As this is a cross sectional explanatory research in nature, standard questionnaire was used to collect primary data incorporating survey technique. Descriptive statistics, spearmen correlation coefficient and liner regression were used to analyze data and make conclusions. Findings revealed that there is a significant impact of person organization fit on organizational commitment in Sri Lankan banking and insurance industries. Secondly, there is a moderate positive relationship between the person organization fit and organizational commitment. Further, it was found that employees who are working in the insurance industry are slightly more committed and fit for the Organization than their counterparts.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.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 The Nexus between Employee Motivation and Turnover Intention: Moderating Role of Generation Gap (With Special Reference to the Executives of a Leading PVC Manufacturing Firm in Sri Lanka)(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka, 2018) Jayasekara, W. A. S. S.; Weerasinghe, T. D.With Human Resource Management being recognized as a strategic partner, organizations are keen on refining their existing Human Resources Management practices. Yet retaining effective and efficient employees has been a critical issue in this century. Furthermore, managing multi-generational workforce with different traits have become a widely discussed topic. Through studies, researchers have identified different factors that have an impact on employee turnover intention. This study is aimed to assess the effect of motivation on turnover intention and to assess the moderating role of generation gap between motivation and turnover intention among employees of ABC Private Limited. This study follows deductive approach and mono-method quantitative methodological choice with cross-sectional time horizon. Primary data was collected through a pre-tested questionnaire, which were statistically verified as reliable and valid. The data was collected from a sample of 83 executives of the ABC Private Limited and analyzed using IBM SPSS software through descriptive and inferential statistical tests. Through the findings of this study, it is found that intrinsic motivation has a significant negative nexus with turnover intention. The direct impact of intrinsic motivation on turnover intention is also significant. Furthermore, a negative significant nexus between extrinsic motivation and turnover intention is found and the direct influence of extrinsic motivation on turnover intentions, which is significant. In addition, it is found that motivation has a significant negative nexus with turnover intention. Moreover, this study concluded declaring that generational differences significantly moderates the nexus between motivation and turnover intention. It is recommended to use a mixture of motivational factors, both intrinsic and extrinsic, to reduce employee turnover intention. Furthermore, it is suggested to consider composition of generations in the workforce when determining intrinsic and extrinsic motivation factors.