HRM Student Research Symposium

Permanent URI for this communityhttp://repository.kln.ac.lk/handle/123456789/12572

Browse

Now showing 1 - 20 of 632

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.
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.
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.
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.
The Nexus between Organizational Factors and Employee Productivity: Case of Ceylon Fertilizer Company
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, 2015) Maldeniya, M.G.K.S.; Wanigasekara, W.M.S.K.
Labor productivity can be defined as the amount of goods and services that a worker produces with a given amount of inputs while maintaining the expected quality. In quantitative terms, labor productivity is the rate of output per worker per unit of time as compared with an established standard or expected rate of output. Hence, the purpose of this study was to examine the impact of so-called organizational factors on employee productivity. Building on the previous literature, four organizational factors were identified such as financial benefits, working environment, rules ®ulations and organizational politics. Ceylon Fertilizer Company is one of the major states owned public company in the fertilizer industry. 80 Management assistant and executives’ working in Ceylon Fertilizer Company were taken as the sample. Convenient sampling method was applied to select the sample. Primary data were collected through a standard questionnaire. Data analysis was done with the aid of SPSS. Descriptive statistics, correlation analysis and regression analysis was used to analyses data. Under the descriptive analysis mean is close to answer two. It means employees agreed regarding their less productivity and poor facilitation of the organizational factors. It was found a moderate positive relationship between independent variables and employee productivity excluding the financial benefits. Financial benefits were positively, but weakly correlated with employee productivity. According the simple regression analysis there is moderate impact to productivity. Rules and regulations was found to be the most influential factor among the aforementioned organizational factors affecting employee productivity.
Factors Leading to Intention to Participation in Training Programs: With Special Reference to Software Engineers of Virtusa (Pvt) Ltd
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, 2015) Wijayasena, B.A.P.M.; Padmasiri, M.K.D.
Today’s organizations believe human resource is the most valuable asset that they could have in their organizations. To have a valuable & competent workforce, employers are conducting training programs time to time. Especially IT companies are having series of training programs in order to update its’ workforce with the new trends in the technological environment. Even though companies are spending thumping amount of money in Training, Only few are benefited by the training programs. Most of employees do not like to participate on training programs. The study is about finding the reasons behind this scenario, as to why employees are not intended to participate in trainings, with special references to software engineers at Virtusa (Pvt) Ltd. By conducting a deep literature review, researcher found different factors affect to training intention of employees. Hence by conducting a deductive research, accompanied by a survey, researcher found the most influential factors affecting to training intention of software engineers. To conduct the survey researcher got a sample of 80 participants. The most influential factors out of different related factors are learning intention of employees and motivation of employees, including intrinsic and extrinsic motivation of employees. These two factors are personal factors of employees. Although the results shows, organizational factors which highly influence in training intention of employees. Those are time availability to participate on training programs with highest work load and the less linkage between rewards and training. Those four factors were sorted by SPSS statistical software, using factor analysis. The results specifies that, with the increasing of age of employees, the learning intention of goes down. To increase the motivation and learning intention employees can have a transparent communication of objectives of training program with the participants in advance, also the benefits associated with training program has to stress to the audience in advance. Finally both the company and the employee is achieving their expected goals by having a motivated staff.
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.
Impact of Psychological Contract on Employee Retention in Bank of Ceylon
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, 2015) Dilrukshi, P.R.K.; Dhammika, K.A.S.
Today every researchers and Human Resource practitioners has agreed that retention of talented employees is a very important factor for the success of the organization. And also organizations has identified that Employees are an asset of an organization. Retaining talented and committed employees will gain competitive advantage for the organization. There are many factors which are affection to employee retention. Psychological contract of employee has been identified as an important and developing concept which effect on employee retention. There are many factors which affecting to psychological contract. Today many researchers have identified that the importance of psychological contract on employee retention. This study focuses on identifying the impact of psychological contract on employee retention in Bank of Ceylon. To achieve the above mentioned objective and to collect data, the employees of Bank of Ceylon who were randomly selected were used as a sample. To gather information, a questionnaire was used as a primary data collection method. According to the results obtained through the analysis of data, it was revealed that there is a significant impact of psychological contract on employee retention of Bank of Ceylon. Further this study a presents what are the factors of psychological contract which have more impact on employee retention and least impact on employee retention in Bank of Ceylon. Finally it identifies the main objective of the study, it is there is a significant impact of psychological contract on employee retention in Bank of Ceylon.
Impact of Leadership Style of Managerial Employees on Turnover Intention of Non-Managerial Employees: An Empirical Investigation with Special Reference to Screenline (Pvt) Limited
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, 2015) Indeewari, K.A.I.; Pieris, M.D.P.
Employee turnover has been always a key concern faced by organizations regardless of their location, size or nature of business. In general, any organization plays a crucial role in promoting human capital to achieve competitive advantages. Therefore, having high employee turnover an organization definitely find it difficult to achieve competitive advantages. Leadership is a one of antecedents of turnover intention of employees. Hence, understanding about how leadership styles affect turnover intention of employees is vital to maintain workforce stability and for organization effectiveness. The objective of this research is to examine the impact of transactional and transformational leadership styles of managerial employees on turnover intention of non-managerial employees. Screenline (Pvt) Limited was selected as the study context. This research reviews the basic theory and previous researches on what extent leadership styles have effect on employee turnover intention. The sample of this study comprise of 55 non-managerial employees in Screenline (Pvt) Limited. Questionnaire method was used to collect data from the selected sample. Two hypotheses were advanced, and tested using SPSS by employing the multiple regression analysis, and using the Pearson correlation coefficient. It was found that there was considerable impact of transformational leadership style on turnover intention of non-managerial employees while there was no significant impact of transactional leadership style on turnover intention of employees. However, both transactional and transformational leadership styles have negative relationship with turnover intention of employees. According to the results of this study, the relationship between transactional leadership style and turnover intention was not significant. The researcher suggested some strategies in order to be adapt with relevant leadership styles by managerial employees or supervisors base on followers and situation. The limitation of this study as well as directions for future researches based on findings have been provided.
The Contribution of HRM Practices to Foster the Green Concept
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, 2015) Lakshini, I.M.; De Alwis, A.C.
Green practices are environmental friendly manufacturing and minimizes the negative influence on the environment through the diverse business activities. Business organizations pay more responsibility to safeguard environment. Human Resource Management is a most significant to practice this aspiration within the organization. Human Resource Management assists towards this aspiration as a representation developer and as a model. As a model Human Resource Management Department use diverse Human Resource Practices to execute Green Concept within the organization. Here researcher strives to identify, according to Sri Lankan context what and how Human Resource Management practices are contributed for execute of the Green Concept within the organization. Researcher selected four Human Resource Managers as the sample from four leading garment factories in Sri Lanka. Depth- interviews were used gather data, and used content analysis to analyze the gathered data. According to the findings, some of the Human Resource Practices in the selected companies are not fostering the green concept, and Human Resource Practices which are being contributed on green concept are not contributed precisely. The current research has not found any HRM practice which is fully contributed on the green concept.
Factors Affect to the Job Satisfaction and Its Impact on Intent to Quit of Employees of Pegasus Reef Hotel
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, 2015) Kaushalya, G.N.; De Alwis, A.C.
Job dissatisfaction and turnover intention is a remaining issue in the hotel organization This study was carried out in a selected hotel organization in Pegasus Reef Hotel and examined how factors (opportunities for advancement and development, interesting work, job involvement, personal loyalty, salary, job security, working conditions and company policy) job satisfaction influence on intent to quit) of junior executives and non-executives employees. The main objective was to investigate how the factors effect on job satisfaction of employees and its impact on intent to quit. Further it aims at examining the relationship between job satisfaction and intent to quit. Two demographic factors gender and total service period of employees were evaluated to find out the moderate effect on these relationships. The nature of this study compelled to use explanatory research design. The purpose is explanatory. Data for this study were collected at a single point in time and the study was cross-sectional in time horizon. Two structured self-administered questionnaires were carried out to explore these interrelationships. Using simple random sampling method 70 employees were selected from the job level of junior executives and Non- executive’s workers of seven departments. For the sample of junior executives, 49 employees were cluster sampling selected (N=31) and sample of Non-executives, 62 employees were cluster sampling selected (N=39). 70 Questionnaires were distributed and the statistical analysis was based on valid total questionnaires. The unit of analysis is at individual level. This study is correlation in type of investigation as finding out the critical factors which contribute to the problem. The statistical analysis confirmed negative relationship between job satisfaction of employees and intent to quit as well as significant relationship between job satisfaction of employees and intent to quit. The outcomes of moderate effect calculated by using moderated multiple regression showed findings: First, job satisfaction is significantly correlated with intent to quit. Second, gender of employees is significant moderate relationship between job satisfaction and intent to quit. The results can be used as a basis for decision making and future planning. Results also highlight the need to emphasize positive factors to enhance employees’ satisfaction and to brainstorm solutions for improving job satisfaction and retaining employees. The study addressed an important hotel concern at a time of sparse research. The findings are noteworthy and important for the delivery of proper hotel hospitality that would lead to improved hospitality status for the society. Further, this study confirms that gender of employees moderating variable when studying job satisfaction and intent to quit of employees. This study proposed that employees who work in an ethical hotel environment will be more satisfied with their job, more loyal to the organization and have low turnover intentions. It also proposed that there are strong relationship between job satisfaction and intent to quit. More specially, higher levels of job satisfaction can negatively affect intent to quit. Furthermore, it was supported that hotel employees perception of their organization’s and their job satisfaction. Finally it was supported that employees perception of their organizations, their job satisfaction and their turnover intention. The researchers findings suggest that employers should focus on improve worker job satisfaction, and ultimately lower turnover intent.
Impact of Training on Employee Job Performance: An Empirical Study of Korean Spa Accessories (Pvt) Limited
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, 2015) Perera, P.C.L.; Wijewantha, P.
The purpose of this study is to find out the impact of employee training on employee performance. Employees are the most important asset in any business. The accomplishments of a firm depend on its employee performance. So, top managements have realized the importance of investing in training for the need of improving employee performance. That importance in training on employee performance, created an interest within the researcher to test this previous understanding in the selected research context. As such the study goes on to analyze and understand the theoretical frame work and models related to employee on job training, and its effect on employee performance. The research approach adopted for the study is the quantitative approach. The results show that there is a significant positive relationship between employee training and employee performance. The research context of this study is Korean SPA Company which includes 100 operational level employees and data were collected from all the 100 respondents and their supervisors through self-administered anonymous questionnaires. Regression analysis was used in “SPSS” version 20 for data analysis. Results show a positive relationship between training and employee performance
The Impact of Employee Job Stress on Job Satisfaction of Non- Executive Employees at MAS Holding
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, 2015) Tennakoon, T.M.K.I.; Sangarandeniya, Y.M.S.W.V.
Job stress is considered as a condition which arises when realizes the pressure on them or requirements of situations are wider than they can handle, and if these requirements are huge and continue for a long period of time. The study intended to identify the impact of job stress on job satisfaction of the studied sample. Satisfaction can be defined as the positive emotional reactions and attitude an individual has towards his job. A random sample of sixty non-executives are given a questionnaire to ascertain the impact of job stress on their job satisfaction. The Sample was selected from a garment manufacturing factory belonging to Mas Holdings (Casual Line). Job stress of these employees was measured on six dimensions such as heavy workload, role ambiguity, time pressure, shift work, supervisory style and social support. The job satisfaction was measured on five dimensions such as work itself, pay, promotion, supervision, co-workers, working condition. Questionnaire was analyzed using SPSS (Statistic Package for the Social Science) method. According to the correlation analysis, correlation coefficient between independent variable and dependent variable is - 0.396 (p = 0.002) and it was revealed that there is a negative relationship between employee job stress and satisfaction. According to the regression analysis, there is a 13.9% impact of job stress on job satisfaction and it indicates that there is a significant negative impact of employee job stress on job satisfaction.
Human Resources Information System (HRIS) User Satisfaction as a Predictor of HRIS Success in Sri Lanka Telecom PLC
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, 2015) Perera, A.H.U.; Sangarandeniya, Y.M.S.W.V.
Success of the Human Resource Information System (HRIS) of an organization is a vital factor which contributes towards strategic advantages. Therefore understanding what leads to the success of HRIS is critical. Thus, the objective of this study is to identify whether the HRIS user satisfaction positively impacts the success of HRIS in Sri Lanka Telecom PLC. A deductive approach is used in this cross sectional study. In operationalizing the conceptual model, HRIS user satisfaction was measured using four dimensions; (Perceived HRIS System Quality, Perceived HRIS Information Quality, Perceived HRIS Ease of Use and Perceived HRIS Usefulness) where the HRIS success was measured using seven dimensions (Salary Advice, Employment Benefits, Assessment and Training Needs, Recruitment, Performance Management, Industrial Relations and HR Planning). In developing the questionnaire with a seven point Likert scale, standard questionnaire (Shibly, 2011) was used to measure HRIS user satisfaction and to measure HRIS Success, questions were prepared based on the study of Hussain, Wallace, and Cornelius (2007). A pilot survey was also conducted before the distribution of the questionnaire to the sample. The whole population of 32 senior HR executives were selected to the sample and the response rate was 94%. Simple Regression and Correlation were mainly used for the analysis of the study; and the results revealed that HRIS user satisfaction has a significant positive impact on HRIS success in the context of the study. In conclusion, HRIS user satisfaction can be identified as a predictor of HRIS success in Sri Lanka Telecom PLC. As the implications of the study, by upgrading the current HRIS to provide a higher level of user satisfaction in Sri Lanka Telecom PLC, a higher level of HRIS success can be achieved subsequently.
Flexible Work Schedules and Employee Performance: Case Study of Executives in Asian Alliance Insurance PLC
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, 2015) Lakmali, T.M.K.; De Alwis, A.C.
The purpose of this research was to examine the relationship between flexible work schedules and employee performance of Asian Alliance Insurance PLC. Having observed the current situation, researcher identified that this organization has sound flexible work arrangement system and employees choose most suitable work schedule. Executives in the aforementioned organization was the population of the study. Study sample size is forty three (43), and convenience sampling technique was used to select the sample. Data was collected using a self-administered questionnaire. Correlation and regression were used to test the advanced hypotheses. It is found that there is a positive relationship between flexible work schedule and performance of the executives in the tested domain. Executives in Asian Alliance Insurance most of prefer work with flexible work schedule. In the flexible work schedule system most of the insurance companies are still practicing this on the marketing and sales side employees. But the scenario of the management level employees most of the insurance industry managers enjoy this facility. So if the company can make the target and appoint task and duties to the workers rather than more flexible approach it makes more motivated executive level employees. Findings revealed that executive’s performance in Asian Alliance Insurance positively link with flexible work schedule in the company established.
Impact of Work-family Conflict and Perceived Supervisory Support on Job Satisfaction: A Study in a Leading Public Bank in Sri Lanka
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, 2015) Perera, O.S.M.J.; Wijewantha, P.
This study addressed the problem, ‘why executive level employees at the selected Public bank in Sri Lanka are not satisfied with their jobs?’ In order to explain the research problem this research used Perceived Supervisory Support (PSS) and Work Family Conflict (WFC) as independent variables. When concerning about the past few years, the concepts of work-family conflict, perceived supervisory support and job satisfaction have taken considerable attention among researchers. Accordingly based on literature, it is examined, what is the impact of work-family conflict and perceived supervisory support on job satisfaction. As such two hypotheses are tested in this study. This quantitative study follows the deductive approach. Here, the researcher used a survey method where a self-administered anonymous questionnaire developed using standard measures available for both independent and dependent variables was used. It was in English language. The measure for job satisfaction was adopted from the validated Minnesota Job Satisfaction Questionnaire developed by Weiss, Dawis, England and Lofquist, (1967). The measure used for Work-family Conflict was developed by Netemeyer et al., (1996), and the measure used for perceived supervisory support was developed by Kottke et al., (1988). There were four items in this uni-dimensional measure for perceived supervisory support. Work-family conflict measure had five items covering three dimensions as general demand, time based, and strain based. Job satisfaction measure had 20 items with three dimensions as intrinsic satisfaction, extrinsic satisfaction, and general satisfaction. The population of the study was 445 of executive level employees in the selected public bank and from this population a sample of 76 was selected using the convenience sampling technique. Finally the researcher found through the results that there is negative impact of work-family conflict on job satisfaction while perceived supervisory support has a positive impact on job satisfaction.
A Study of the Impact of Effectiveness of Employee Welfare Facilities on Executive Level Employees’ Job Satisfaction in Flintec Transducers (Pvt) Limited
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, 2015) Karunathilake, M.R.S.; Pieris, M.D.P.
Human resource management has become a crucial part in today’s competitive business environment. Organizations have identified that the human resource to be a critical factor in determining their survival. Therefore, organizations often offer its employees with benefits and satisfy packages with a view to motivate them for retaining in the organization for a long period. Generally, organizations offer its employees with effective welfare facility packages to increase employee jobs satisfaction and enhance their loyalty and productivity and to reduce defects such as absenteeism and turnover. Purpose of this study is to explore the impact of effective welfare facilities on employee job satisfaction. This paper proposes a conceptual framework of effectiveness of employee welfare facilities as the independent variable and employee job satisfaction as the dependent variable. The sample consists of executive level employees in Flintec Transducers (Pvt) Ltd – Katunayake. A hypothesis, “there is a significant influence of the effectiveness of employee welfare facilities on employee job satisfaction”, was set to be tested. Data were collected through a self-administered questionnaire which was prepared building on the Minnesota Satisfaction Questionnaire. Questionnaires were distributed among the executives of selected firms. Subsequently, the collected data were analyzed using regression and correlation analysis. It was found that there is a positive relationship between the effectiveness of employee welfare facilities (independent variable) and employee job satisfaction (dependent variable). It suggest that Flintec transducers can use their welfare facilities to increase job satisfaction of its executive level employees. Furthermore, results indicate that welfare facilities ‘current effectiveness level and the Job satisfaction level both of executive level employees are at a significantly good standard.