Kelaniya Journal of Human Resources Management
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Item Impact Of Perceived Organizational Support on Turnover Intention of Sales Employees in A Leading Insurance Company(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2024) Weerasinghe, R. D.; Madhushanka, W. A. H.Although sales employees are drivers of every organization, amid this economic contraction, they are uncomfortable with unfit sales targets. So, the employees tend to leave, unless organizational support emerges. Under this scenario, organizations light on the retention strategy in this regard. With that objective, the present study was taken to identify the impact of perceived organizational support on turnover intention with the mediating effect of sales employee engagement referring to a leading insurance company in Sri Lanka. Even if there are theoretical and empirical findings well documented for the problem, those may change according to economic fluctuations; the study is based on the specific time in 2022 in Sri Lanka, which was economically difficult for everyone. The study was quantitative, and a sample of 350 non-executive sales employees was selected utilizing the convenience sampling method. The primary data was collected using self-administered questionnaires and analyzed using the SPSS statistical package. The study found that perceived organizational support is significantly related to employee engagement, which in turn has an impact on the turnover intention of the respective employees. Further, employee engagement is found to be a partial mediator (EE = -1.1459) between independent and dependent variables but the direct effect of POS on the DV remains statistically significant (p < 0.001). The study concludes that organizational supportiveness supports eliminating turnover intentions when considering the effect of employee engagement things. Therefore, it suggests practicing more and more engagement activities at the workplace.Item Impact of Employee Engagement on Turnover Intention: Study of Third Space Global (Pvt) Limited(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka, 2020) Naufer, F. Z.; Kumar, P. D. A. S.This study was carried out with the purpose of examining the importance of employee engagement to retain staff in a service providing industry and examining the relationship between the various factors that affect employee engagement as well as the intention to turnover. This study was carried out based on the non-executive level staff at Third Space global PVT Ltd. The sample size is one hundred non -executive level employees out of the population of two hundred and fifty. In determining the sample size, the table introduced by Sekaran (2006) was used. The questionnaire was developed by the researcher using different standard questionnaires depending on each variable and the questions were designed with Likert scale ranking strongly agree to strongly disagree. Findings revealed that the rate of attrition was quite high within the non-executive staff in the company. Further the research recommends to research on a new set of factors that aid in building employee engagement towards the company. Finally, the researcher presents his recommendations to renew the existing engagement techniques implied by the company, and the organization should focus on the salary based on the years of experience as well as their educational level.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.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.