HRM Student Research Symposium

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Effect of Emotional Labor on Emotional Exhaustion of Female Nurses in Sri Lankan Hospitals
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, 2015) Silva, D.P.A.K.H.; Thisera, T.J.R.
The competition within the service sector made the organizations to think not only about satisfying their consumers but also about going beyond that and delighting their customers. The revolutionary concept of “emotional labor” has emerged as a result of this concept “quality of service”. The present study examines the concepts emotional labor, its two dimensions: surface acting and deep acing and emotional exhaustion. This exploratory study selected hundred nurses under convenience sampling method and used a 43 item survey to collect data. Correlation and regression analyses were conducted to test the proposed hypotheses. In the results of the study it has been determined that there is a relationship between emotional labor and emotional exhaustion, surface acting has a positive relationship with emotional exhaustion while deep acting has a negative relationship with emotional exhaustion which was consistent with previous research findings. In addition it is found that surface acting is the more dominant variable that effect emotional exhaustion. The study has implications for the ways by which nurses manage their emotional exhaustion at their employment. The issue of generalizing the findings over the population, time availability and access restrictions to the hospitals has been identified as limitations of the study.
Attitude of Health & Safety Management and Turnover Intention of Industry Level Employees in Colombo Dockyard PLC
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, 2015) Gunathileka, S.N.; Pieris, M.D.P.
Human resource is important asset for a firm to gain a competitive advantage. However, it is very difficult to maintain health and satisfy of a firm’s employees. Therefore it is very important to investigate employee’s attitude on health and safety management on their turnover intention. Health and safety management is an important point to retain employees of a company. Thus, this study will examine the relationship between employee attitude on health and safety management and their turnover intention of industry level employees on Colombo Dockyard PLC. To accomplish objectives quantitative research method and questionnaire are used in order to collect primary data. The sample consists of 40 industry level employees. SPSS was used to analyze the data. Research results can be used as a guideline for the organization to have better understand the significance of health and safety management of their employees. Furthermore, it will help design and implement health and safety management strategically to retain employees. In addition to that, results of this research can be used by other companies to implement health and safety management measures for the benefits of their employees.
Impact of Rewards Satisfaction on Employee Performance: A Study of Ceylon Pencil Company (Pvt) Limited
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, 2015) Anuradha, W.A.C.; Mohan, D.U.
Human resource is most valuable asset in order to achieve competitive advantage and therefore it is very important to investigate the performance and related factors deeply. Mainly two types of the factors will impact to the performance of the organization and such as extrinsic rewards satisfaction and intrinsic rewards satisfaction. Hence, the main focus of this study is to identify what is the highly influencing factor for employee’s performance among extrinsic rewards satisfaction and intrinsic rewards satisfaction. As well as this study will examine the relationship between extrinsic rewards satisfaction and intrinsic rewards satisfaction and employee performance in Ceylon Pencil Company (Pvt) Limited. The study was conducted among the sample of 60 operational level employees who are working in Ceylon Pencil Company (Pvt) Limited at Peliyagoda. The response rate was 100%. Respondents were asked to indicate their preference on five point Likert scale. Data analysis was conducted by using Statistical Package for Social Sciences (SPSS) with the aid of statistical techniques such as mean, correlation and regression analysis. Findings revealed that there is a positive relationship between rewards satisfaction and employee performance. Intrinsic rewards satisfaction was found to be the most influential. Hence, ways and means to improve employees' intrinsic satisfaction are recommended to HR practitioners and policy makers.
Determinants of Retention of Psychological Contract of IT Professionals in Sri Lanka
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, 2015) Silva, S.A.I.; Weerasinghe, T.D.
Job hopping of employees has become a tremendous issue in IT firms across the world. Literature reveals that the average period of an IT professional remains in a company is around two years. Further, Literature stated that this issue has arisen because many of the IT firms have failed to retain the psychological contract of IT professionals which is formed at the recruitment and the socialization stages successfully. Building a positive psychological contract at the recruitment stage is not enough to retain the talent in the current business environment. It is vital to retain the psychological contract. The purpose of this study was to identify the determinants of psychological contract retention in the domain of IT professionals in Sri Lanka. This is a cross sectional field study which was carried out among a sample of 80 IT professionals. Convenience sampling was applied to select the sample. A self-administered, standard questionnaire was used to collect data. Exploratory Factor Analysis (EFA) was performed to identify the determinants of psychological contract retention with the aid of SPSS. KMO statistics was used to determine the sampling adequacy while factor loading values and extraction sums of squared loadings (cumulative) values were used to draw the conclusion about significant determinants. The results of the current exploratory study revealed that work atmosphere is the most prominent factor which contributes to retain the psychological contract of IT professionals. Further, stimulating job, task description, autonomy, salary satisfaction were found to be significant determinants of psychological contract retention. Job security, intra-organizational mobility, and work life balance & career development were found to be insignificant in retaining the psychological contract of IT professionals in the Sri Lanka. Thus, it is recommended to pay a serious attention to create and maintain a proper work atmosphere through possible policies, procedures and systems in IT firms to retain a sound psychological contract within employees which is to be created at the beginning of once employment.
The Impact of Employee Relations on Employee Performance: With Reference to Timex Garments (Pvt) Ltd
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, 2015) Dharmasena, D.K.P.S.; Dhammika, K.A.S.
This particular research has been conducted to identify the impact of employee relations on employee performance. This research is conducted with special reference to Timex garments (Pvt) Ltd which is one of the leading garment sector organizations. However, a research conducted to explore the relationship between impacts of employee relations on employee performance. The research is conducted in Timex garments (Pvt) Ltd where 120 employees are taken as population. The main purpose of this research study is to identify the impact of employee relations on employee performance. The researcher started the study by going through relevant literatures by many ways. The data was collected by employees in Timex garments (Pvt) Ltd. A questionnaire which included 21 questions. These information are used to gather information from 120 employees and all of them have responded. The Statistical Package for Social Sciences (SPSS) version 16.0 was used to analyze the data. The final results show that there is a positive relationship between employee relations and employee performance. In addition to that there is a moderate positive impact of employee relations on employee performance. For the future success of the organization, it is necessary to have good employee relations in order to maintain good employee performance.
Impact of Person Job Fit Concept on Job Satisfaction of Grade “C” Employees in Ceylon Petroleum Corporation
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, 2015) Madumali, M.A.; Weerakkody, W.A.S.
Current work environment is very competitive and dynamic. Human Resource Management is a determinant factor to gain competitive advantage within this competitive and dynamic work environment. So organizations are always satisfied their employees to retain within the organization for a long period. And also organizations select the best employees to their organization. Generally organizations select employees which are best fit to the job. It calls person Job fit concept. It is affect to the job satisfaction of employees. This study examines the impact of person job fit concept on job satisfaction. This is proposed a conceptual framework for examine the person job fit concept and job satisfaction. The main independent variable is person job fit and it is divided into two categories. There are two independent variables. Those are demand ability perspective and needs supplies perspective. The dependent variable of the conceptual framework is job satisfaction. The sample of the study was grade “C” employees in the Ceylon Petroleum Corporation Oil Refinery to justify the impact of person job fit concept on job satisfaction. A self-prepared questionnaire is used to collect data and measure the correlation, regression and multiple regressions through the Statistical Package for the Social Sciences (SPSS). It was found that there is a positive relationship between demand ability perspective and job satisfaction. And also there is a positive relationship between needs supplies perspective and job satisfaction. It illustrate that Ceylon Petroleum Corporation can use person job fit to increase job satisfaction. And the analyzed data are indicated that current demand ability perspective is at moderate level and needs supplies perspective is at above average level. And job satisfaction is at moderate level.
The Relationship between Organization Culture and the Retention of Operational Level Employees in Polytex Garments Limited
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, 2015) Balasooriya, B.M.K.; Mohan, D.U.
Organization culture is one of the major determinants of employee retention in all organizations. Matching organization culture with employee’s necessities is very essential for obtaining maximum contribution of employees towards organizational objectives. Therefore it is needed to identify the relationship and the impact of organization culture towards retention of employees. Hence, the main focus of this study is to identify the impact of organization culture on the retention of employees, working at Polytex Garments Ltd and understand the degree of its impact. The study was conducted among the sample of 60 operational level employees who are in Polytex Garments Ltd, Yakkala, where the response rate was 100%. Respondents were asked to indicate their preference on five point Likert scale. Data analysis was conducted by using Statistical Package for Social Sciences (SPSS 20.0) using the statistical techniques such as mean, correlation & Regression analysis. Findings of the study indicate that there is a positive relationship between organization culture and the retention of operational level employees. That means Polytex Garments Ltd can use their culture to influence the retention of its operational level employees.
The Impact of Psychological Contract on Employee Motivation: with Reference to People’s Bank Head Office
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, 2015) Cooray, M.N.A.; Welmilla, I.
This research examined the impact of the psychological contract on employee motivation. In particular, the research identified the core elements of psychological contract, which impact for the motivation of employees. Limited research have been conduct to identify the impact of psychological contract on employee motivation in Sri Lanka. The objective of this study was to identify the relationship between psychological contracts on employee motivation with special reference to People’s Bank Head office in Sri Lanka. To achieve this objective, hypothesis was developed and tested. There are 680 employees in people’s bank head office and Simple random sampling was applied to select a representative sample. A questionnaire which included 30 questions was used to gather information. The statistical Package for social science (SPSS) version 20.0 was used to analyze the data. Descriptive statistics, Cronbach’s coefficient alpha, mean value, simple regression analysis aided in the analysis. To test the stated hypotheses correlation analysis and simple regression analysis were performed. Researcher found, the employees of people’s bank have a significant impact of psychological contracts on employee motivation. For the future success of the People’s bank, managing the human resources in an effective manner is very important to identify whether they are motivated or not.
Emotional Intelligence and Job Performance: An Empirical Investigation of Employees Working in Hospitals in Sri Lanka
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, 2015) Sewwandi, P.D.I.; Thisera, T.J.R.
Emotional intelligence is an emerging concept in today’s workplace. The major reason is some level of emotional intelligence is needed to perform each role of the workplace. Nursing work involves cognitive and technical skills, there has been increasing recognition of the interpersonal and intrapersonal skills required to cope with the complex demands of modern health care systems. This study examined the impact emotional intelligence on job performance of nurses in private and public sector hospitals. The sample size was 100 female nurses. Researcher conducted correlation analysis, regression analysis and descriptive statistics in order to testing the hypothesis. SPSS package was found that there is a positive moderate relationship between emotional intelligence and job performance. Further it was found that there is a significant impact of emotional intelligence on job performance and it is revealed that there is a higher impact in private sector. Findings of this study is vital to determine that identifying and managing own and others emotions is essential to nurses to enhance their performance and make critical decisions such as death and life decisions. The researcher recommended to organizing educational and training programs regarding emotional intelligence and job performance to achieve above objectives.
The Effect of Extracurricular Activities on Career Outcomes of HR Professionals
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, 2015) Weerakkody, W.M.D.I.; Jayarathna, S.M.D.Y.
Although much attention has already been devoted to document the benefits of extra-curricular activities in general; from the developmental and social perspective, very little focus has been given to a complete an academic study of the effect of Extra Curricular Activities (ECA) on HR professional’s career success. Hence, the purpose of this study was to examine the effect of engagement of extra-curricular activities on career success of HR professionals. In order to achieve the stated objective, an exploratory study was conducted among 50 HR professionals in well recognized companies in Sri Lanka. Structured questionnaire was used to collect data. This study examine the effect of ECAs on career success building on four dimensions; fostering academic outcomes; improving skill set; psychological development and improving access to social capital with the engagement level of ECAs as suggested Keenan (2012). The results revealed that there is a significant positive moderate relationship between ECAs engagement level and HR professional’s career success. When results were analyzed individually on ECAs engagement with career success indicators; Fostering academic outcomes, skill acquisition and psychological development that results revealed significant positive relationships. Only one dimension (access to social capital) was found to be insignificant. The implications of these findings are useful to all stakeholders of HRM especially current and potential job seekers, organizations, institutions which offer HRM professional courses, and in the broader sense HRM workforce developers.
Relationship between Size of the Organization and Human Resource Management Practices: A Case of Sri Lanka Companies
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, 2015) Madusanka, K.D.; Weerakkody, W.A.S.
This particular research has been conducted to identify the relationship between size and the organization and human resource management practices. This research area has been covered in international context. But considering more than one human resource practices not has been covered. This research is conducted with special reference to private limited companies incorporated under no 07 of 2007 Companies Act. The sample consists of 30 companies. The main purpose of this research is to identify the relationship between size of the organization and human resource management practices. The researcher started the study by going through relevant literatures by many ways. The data was collected by companies operating in Sri Lanka. A questionnaire was included 30 questions. First five questions indicate background information of the company. Other 25 questions indicate human resource management practices. The Statistical Package for Social Sciences (SPSS) version 20.0 was used to analyze the data. Descriptive statistical analysis, Independent sample T Test, means value, aided in the analysis of the data. The findings revealed that there is no relationship between size of the organization and human resource management practices. Implication of the findings is that irrespective of the size of the organization it is possible to established good practices of Human Resource Management which is contribute to provide the organization with a more appropriate and contended employee force that gives the maximum contribution its success.
Impact of Workplace Bullying on Employee Performance: Study of Operational Level Employees in Polytex Garments Limited
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, 2015) Nirudika, W.N.; Wanigasekara, W.M.S.K.
Negative acts concerning work related and person related are called as workplace bullying. It is common in most organizations today especially with the presence of a diverse workforce in many organizations. Workplace bullying is a problem and is an important organizational and social concern. Bullying seems to have a number of negative individual consequences in the form of stress and poor mental health. This study examined the impact of workplace bullying on employee performance. And also it determines a comprehensive definition of workplace bullying and explores its job-related consequences. In the present study questionnaire was used in order to investigate experience of workplace. Data was collected from 100 operational level employees in Polytex Garments Limited, Yakkala to complete the objectives of the study. The data, analyzed by SPSS 20 revealed that there is a negative relationship between workplace bullying and employee performance. The responsiveness of employee performance towards workplace bullying is 52%. Expectedly, the study found that most dominant variable which affect to employee performance is work related bullying. Researcher recommends that employees who experience bullying at work should be given adequate support and conductive work environment in order to reduce the negative consequences of bullying on employee well-being and performance.
Career Expectations of Generation Y: Case of Management Undergraduates of National Universities in Sri Lanka
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, 2015) Fernando, K.H.K.; Gamage, P.N.
The main purpose of this study is to identify the main career expectations characterized in Management Undergraduates of Generation Y in the Sri Lankan context based on final year undergraduates of three major Management Faculties in Sri Lanka. Further, the research tries to compare the findings with western world findings to see whether there is a similarity of career expectations between Sri Lankan Generation Y and Western world’s Generation Y. Present Study was done using a convenient sample of 100 undergraduates of three major Management faculties: University of Sri Jayewardenepura, University of Colombo and University of Kelaniya. A questionnaire designed by the author associating Broadbridge, Maxwell, & Ogden (2007) work which summarizes an array of Generation Y career expectations under four categories found in the popular researches those had been carried out till 2007 was used to collect data from a stratified random sample. The findings of the current research shows that career expectations of Management Undergraduates of Sri Lankan Y Generation have both similarities and differences compared to the generalized career expectations found in Broadbridge et al. (2007) work. And the findings did not show substantial differences with respect to gender but researcher showed that there is a significant difference of career expectations based on their upbringing stages of lives and the professional qualifications. Future research must focus in doing an exploratory study based on pure Sri Lankan sources without associating European famous researches to identify whether there are especial expectations inherent to Sri Lankan Y generation those have not been highlighted in European studies. And it is suggested that similar researches should be done using more heterogeneous Generation Y samples and using larger samples to see if the outcomes change.
The Nexus between Employer Branding and Executive Level Employees’ Job Satisfaction: A Case of AIA Insurance Lanka PLC
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, 2015) Mendis, M.V.S.; Wanigasekara, W.M.S.K.
Employer branding has emerged as a result of the application of marketing principles to human resource management. Employer branding represents a firm’s efforts to promote, both within and outside the firm, a clear view of what makes it different and desirable as an employer. Employer branding may be a new terminology for many companies in Sri Lanka, but it is becoming more important to today’s businesses. Therefore this study was carried out to investigate the relationship between employer branding and executive level employees’ job satisfaction in AIA Insurance Lanka PLC. The study was based on a survey conducted on a sample of seventy (70) executive level employees working at AIA Insurance Lanka PLC. Employer branding is measured by using five dimensions such as economic value, development value, social value, diversity value and reputation value. Data were gathered through questionnaire method and data analysis was performed by using Statistical Package for Social Sciences. The results of the research indicate a positive relationship between employer branding and executive level employees’ job satisfaction in AIA Insurance Lanka PLC. Findings of this study could be used for bases of further empirical research. It is recommended to perform similar study in different organization or different industry in Sri Lanka.
Impact of Motivational Techniques on Fulfilment of Employee Needs: A Study of Merchant Bank of Sri Lanka & Finance PLC
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, 2015) Jayasinghe, H.A.L.T.M.; Pieris, M.D.P.
Every organization survives by competing with other organizations. So, different kinds of strategies are used by organizations to assure their survival and growth. Organizations have identified the human resource as a critical factor which determines the survival of them. So, the concept of employee motivation highly contributes to the organizational efficiency and effectiveness. Therefore, we should clearly identify how we can motivate employees and which techniques should be used to motivate employees. Many organizations use various types of motivational techniques. These motivational techniques link with fulfilment of employee needs. The main purpose of this research was to study and evaluate impact of motivational techniques on fulfilment of employee needs at Merchant Bank of Sri Lanka & Finance PLC. According to the conceptual framework of the current research, motivational technique is called the independent variable and the fulfilment of employee needs is called the dependent variable. This study is conducted by using sample of 45 assistant managers at head office. Questionnaires are distributed among assistant managers and asked to indicate their preference based on five point Likert scale and the response rate was 100%. Finally, collected data are evaluated by using SPSS package using the statistical techniques such as mean, mode, variance, standard deviation, correlation & regression analysis. Ultimately, findings of this research revealed that there is a significant correlation between motivational techniques and fulfilment of employee needs at Merchant Bank of Sri Lanka & Finance PLC.
Impact of Work Family Conflicts on the Degree of Job Satisfaction of Supervisory Level Employees of Colombo Dockyard PLC
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, 2015) Hewapathiranage, H.P.L.S.; Pieris, M.D.P.
Work and family conflict could be identified as a significant influential factor in the common context. Majority of employees have to face conflicts due to family and work domains in which the individual operates. Currently many scholars and organizations are engaged with different research and development activities related to work family conflicts of employees. Hence it could improve both individual and organizational performance. Job satisfaction predicts both negative and positive attitudes and behavior in the work context, thus an analysis of the factors that determine this satisfaction or dissatisfaction is one of great interest to managers and directors in an organizational context. Hence this study examined the impact of work family conflict on job satisfaction of supervisory level employees in Colombo Dockyard PLC. In this research work family conflict was considered as the independent variable and job satisfaction was considered as the dependent variable. Population of this research was the supervisors in Colombo Dockyard PLC. The data were obtained from 50 supervisors. A standard questionnaire was used to collect data. It was found that measurement scales met the acceptable standards of reliability analysis. Pearson’s correlation analysis and simple regression analysis were used to test the research hypothesis. Considering the findings, it was concluded that supervisors in Colombo Dockyard PLC face low level work family conflict and high level job satisfaction. Thus the most significant finding was the moderate level negative relationship between the work family conflict and job satisfaction of supervisors in Colombo Dockyard PLC. This study confirmed that work family conflict was significantly correlated with job satisfaction. Therefore, it can be concluded that the work family conflict is a significant predictor of job satisfaction. The results of the study imply that work family conflict is an important concern for individuals and organizations alike because of its negative consequences leading to reduced job satisfaction.
Reflection of University Extracurricular Activities of a Candidate in Employee Selection: A Descriptive Study of HR Related Jobs
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, 2015) Siriwardhana, P.N.K.; Weerasinghe, T.D.
The main purpose of this study was to identify whether there is a significant value given to the graduates who have engaged in university extracurricular activities in the selection process for HR related job. Further, the current study was designed to identify the industry perception about graduates those who have engaged in extracurricular activities, and who did not. A self-developed questionnaire was used to collect the primary data. The respondents were the officers who are directly engaging in the selection process selected from 40 private sector organizations in Sri Lanka. Descriptive statistics, paired sample t-test and one-way ANOVA were used to analyze the data and make conclusions. The findings revealed that the private sector organizations significantly believe that graduates who have engaged in university extracurricular activities might have developed more skills, good personal qualities and other relevant employability behaviors than graduates who have not engaged in extracurricular activities. Thought the belief was further that it is identified that engaging in extracurricular activities is not a significant reason to get selected for a HR related job in the industry. It was found that the perception regarding undergraduates who have not engaged in extracurricular activities is not varying from industry to industry. But, the findings revealed that the perception, and the given due recognition for undergraduates who have engaged in extracurricular activities is industry specific.
Factors Affecting Intention of Employees’ Retention: A Study of Sri Lanka Air Force
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, 2015) Gunasena, W.K.L.; Mohan, D.U.
This research article describes what factors affect the intention of employee’s retention in Sri Lanka Air Force. The research reviews relevant literature to identify elements of HR practices that influence employee retention and recognized the primary factors in achieving improvement of employee retention. The study primarily collected data through a structured questionnaire with the sole aim of establishing factors related to employee retention in the Sri Lanka Air Force. Data was collected from 60 Clerical Account employees in pay and record section at SLAF. The Component of the factor analysis of the ‘Employees’ Retention’ led to the extraction of 5 factors from organizations. The factors were: financial benefits, job satisfaction, career development, recognition and value, and relationship. The Sri Lanka Air Force values the significance of retaining employees and that, they provide the financial and non-financial incentive to its employees and there are laws, rules, regulations and policies that protects the welfare of the employees as a way to motivate and retain them. The findings of this study show that the most of the employees require financial incentives such as high salary and Incentives (Allowances) to be retained while much emphasis is on non-financial incentives like job security, Career Development, Recognition and value. From this context (Military) the government (Ministry of defense) has great challenge to create new strategies and implement fully the existing useful strategies that will improve employees’ retention. The results indicate that these factors have substantial roles to play in making employees stay while deciding upon the retention strategies in similar contexts.
The Impact of Job Related Antecedents on Employees' Intention to Stay of Operational Level Employees in Aegis Services Lanka (Pvt) Limited
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, 2015) Alwis, K.A.M.H.; Mohan, D.U.
This research is an attempt to examine the impact of job related antecedents and intention to stay among operational level employees in Business Processes Outsourcing industry, which is a continuous challenge for BPO companies in Sri Lanka. In this study three main HR practices namely training and career development, compensation and benefits and performance appraisal and job stress and work environment have been selected as job related antecedents, under independent variable and evaluate the effect of these antecedents on operational level employees' intention to stay in the current employment. The objectives of the study include identifying the impact of intention to stay with training and career development, compensation and benefits, performance appraisal, job stress and work environment. Five hypotheses were formulated in this research. The data was collected from a randomly selected sample of 80 operational level employees in a BPO company, Sri Lanka. A structured questionnaire was administered to collect data. Data were analyzed using SPSS. The results of the study revealed that there is a positive and significant correlation between training and career development, compensation and performance appraisal with intention to stay while the relationship between job stress and intention to stay was an adverse relationship. Additionally the results revealed that a positive relationship between employees’ intention to stay and work environment though the relationship was insignificant. It is hoped that the findings of this study will help managers to implement these practices so that their employees remain working with them and maximize the employees’ intention to stay.
Impact of Work-Family Conflict on Employee Absenteeism: With Special Reference to Staff and Worker Level Employees at Noyon Lanka (Pvt) Ltd
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, 2015) Perera, A.P.R.; Sangarandeniya, Y.M.S.W.V.
In the current context, employees face a conflicting situation with their continuing roles as caretakers of their homes, children and elderly parents, while fulfilling their job responsibilities. The greater responsibility at home makes a considerable pressure at their work place and vice versa. Thus the purpose of this study is to examine the impact of Work-Family Conflict on Employee Absenteeism of Staff and Worker level employee who are working in Noyon Lanka (Pvt) Ltd. This study was done using a sample of 50 staff and worker level employee and the data were collected using standard questionnaires for each variable. The study was done as a quantitative study using the survey method and as such analysis was conducted using quantitative data analysis techniques. It was found that the measurement scales met the acceptable standard level of validity and reliability. Correlation analysis and simple regression analysis were used to test the research hypothesis. Study confirmed that work family conflict significantly and positively correlated with Employee Absenteeism. Further, according to the results of the study, Work Family Conflict has explained 26% of variability of Employee Absenteeism. Therefore study concluded that there is a significant impact of work-family conflict on employee absenteeism.