Kelaniya Journal of Human Resources Management

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    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.
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    Self Determination Theory (SDT): a review on SDT as a Complementary Theory of Motivation
    (Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka, 2016) Gunasekare, U. L. T. P.
    Self Determination theory is a comprehensive theory of motivation of human behavior supporting that humans are naturally growth oriented and seek out relationships, connections and challenges that aid humanistic growth and develop their authentic self. This paper discusses the Self Determination Theory (SDT) as a theory of motivation to enlighten the understanding of organizational researchers and practioners to complement the application of traditional motivation theories. SDT provides a useful conceptual tool for motivating people from extrinsic motivation to intrinsic automonus motivation. The extensive literature review on motivation from the SDT perspective was carried out in this study and yielded significant new understanding of work motivation, and suggest opportunities to utilise the theory for research on work-related phenomena. Furthermore, the study provides insight in how the fulfilling the needs for autonomy, competence and relatedness results self regulated human motivation with findings of different research studies. Implications of the study and suggestions for further research are presented.
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    Factors influencing employee motivation among non-managerial staff in hotel sector, Sri Lanka
    (Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka, 2016) De Silva, R. D.; Thilakasiri, K. K.
    Motivation plays a significant role to attract, maintain and retain an effective workforce which helps to achieve the organization goals. The success of an organization highly depends on the available effective workforce. However, all employees do not have the same expected factors of motivation which is depend on the preferences of employees. So, management needs to choose right strategy and factors in order to motivate their effective staff. This study is focus to explore the significant factors which influence on employees’ motivation among the non-managerial staff in the hotel sector. There is high demand of hotel staff due to increasing number of tourist in Sri Lanka. This study has been conducted among 100 non-managerial employees who are working in 5 star hotels in Sri Lanka. The finding of the study revealed that workload, service charge, bonus, salary, flexible rule & regulation and relationship with colleague are top most significant factors of motivation among the non-managerial staff in the hotel. As per the findings, involvement in decision making and promotion are not statistically significant factors of motivation of non-managerial hotel staff.