Kelaniya Journal of Human Resources Management

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    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.
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    The Relationship between Performance Appraisal Satisfaction and Employee Outcomes: With Special Reference of Bank of Ceylon Head Office
    (Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka, 2013) Weerakkody, W. A. S.; Mahalakamge, W. G. S.
    The HR practice of Performance appraisal (PA) positively influences employee behavior and performance. The purpose of the present study is to examine the relationship between performance appraisal satisfaction and employee outcomes, in the form of employees’ motivation, work performance and employees’ commitment. Base on that purpose, BOC Head office was selected to conduct this research. The research framework consists of independent variables, and a dependent variable. The independent variable of the study is PA satisfaction and dependent variable is employee outcomes. Dependent variable divided in to three sub variables; employees’ motivation, work performance and employees’ commitment. Three hypotheses were formulated to be tested under this study. To collect data a structured questionnaire was used and distributed among the 110 sample by using the simple random sampling method. The data was analyzed through correlations of variables and regression in order to answer for the Hypothesis of the study. The results indicate that there is a weak but positive relationship between performance appraisal satisfaction and employee outcomes. And also there is an impact of performance appraisal satisfaction on employee outcomes. According to the analysis, 10% impact of Performance Appraisal satisfaction on employees’ motivation, 14% impact of Performance Appraisal satisfaction on work performance and 5% impact of Performance Appraisal satisfaction on employees’ commitment. Thus, in order to obtain positive outcomes, organization should provide a performance appraisal platform where employees must create satisfaction with performance appraisal.