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Subject: search.filters.subject.Turnover Intention

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    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.
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    Nexus between Work Stress and Employee Turnover Intention: Study of Non-Managerial Female Employees in Apparel Industry of Sri Lanka
    (Faculty of Commerce and Management Studies, University of Kelaniya., 2021) Lakshani K. M. G. S.; Weerasinghe T. D.
    Current study examines the nexus between work stress and turnover intention of non-managerial female employees in apparel industry, Sri Lanka to bridge the lacuna in up-to-date body of knowledge with more precise empirical evidence from the context. Five companies representing the whole industry, were selected from Katunayake Free Trade Zone, Sri Lanka from which the primary data were collected via a questionnaire survey. A standard questionnaire was distributed to a sample of 320 non-managerial female employees. Random sampling technique was used to select a representative sample. Correlation, independent sample t-test and One-way ANOVA were applied to analyse the collected data and to test the advanced hypotheses. In the analysis demographic differences do not come out as significant in predicting for turnover intention, except the education level and level of work experience. However, it is found that, non-managerial females in the apparel industry experiencing higher job demands and negative work relationships are more likely to leave. Further, a greater extent of work control, clarity of job role, management support & colleagues support will increase the chances of employees staying. Thus, non-managerial females who are open to higher work stress are at a higher risk of leaving than other employees. Findings revealed that less experienced and less educated employees are more likely to leave than other females. Moreover, practical and theoretical implications are emphasized in the present study.
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    Emotional Works and Turnover Intention of Sri Lankan Nurses
    (Faculty of Commerce and Management Studies, University of Kelaniya., 2017) Padmasiri, M. K. D.; Lakmali, A. M. T.
    In the quest for the concept of emotional work, it is apparent that comparing to the international context there are much less research done in Sri Lanka. Thus, by filling the existing gap this study analyses the relationship between emotional works and turnover intention of nurses. The problem of the study was to find out whether there is a relationship exists between emotional works and turnover intention of nurses in Sri Lanka. This study applied quantitative and a cross-sectional survey design where data was collected through a structured questionnaire. Random sampling technique was applied to select the sample of 170 nurses in a selected district. Findings revealed that emotional works; surface acting and deep acting are significantly positively related to turnover intention. Meanwhile, findings verified that as a whole there is a significant positive relationship between emotional works and turnover intention of nurses in Sri Lanka. The present study updates the current literature in the arena of emotional works.