HRM Student Research Symposium
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Item The Impact of High Performance Work System on Innovative Employee Behavior of Operational Employee Behavior with Special Reference to One of Leading Tiles Manufacturing Company in Sri Lanka(5th HRM Student Research Symposium 2018, Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka, 2018) Siriwardana, S. W.; Silva, H. M. S. V.The purpose of this study was to investigate the impact of high performance work system on innovative employee behavior of operational employees in one of leading tiles manufacturing companies in Sri Lanka. This is a quantitative study conducted within the positivistic research philosophy using the deductive approach. This study was an individual-level study with a sample of 68 operational level employees. Simple random sampling technique was used to select the sample. Survey strategy was followed and a self-administered questionnaire was used for data collection. Simple linear regression was used to test the direct impact and it revealed that high performance work system impact on innovative employee behavior. Further, it found that the employee engagement is a partial mediator on the relationship between high performance work system (HPWS) and innovative employee behavior. Findings suggest that company can maintain more high performance work system to increase innovative employee behavior. Based on the findings, it is suggested to use training programs and compensation practices to improve innovative behavior during the working time and to develop ability enhancing practices like training programs to stimulate employees in order to generate new knowledge and utilize the gained knowledge to meet higher performance standards.Item The Impact of Perceived Organizational Support on Organizational Citizenship Behavior: The Mediating Effect of Employee Engagement(5th HRM Student Research Symposium 2018, Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka, 2018) Lankathilalaka, D. S. M.; Janadari, M. P. N.Nowadays employees are not only concern about the pay which they receive for their work, but also about how organization values their contribution and care about their well-being. Thus, employees expect from employers, to accommodate them with long-term, perceived organizational support at work. Therefore, employers focused on maintaining a sustainable workforce by promoting perceived organizational support which ultimately leads to build high levels of organizational citizenship behavior. The main purpose of this study is to identify the impact of perceived organizational support on organizational citizenship behavior by considering the mediating effect of employee engagement in staff and officer grade employees at People’s Bank in Colombo Region. Data were collected from 140 staff and officer grade employees through a survey questionnaire. The study sample was selected using the simple random sampling technique. Data analysis was performed by using the Statistical Package for Social Sciences (SPSS). The results indicated that there is a positive moderate relationship between perceived organizational support and organizational citizenship behavior with the mediation effect of employee engagement. Furthermore, the findings of the study indicated that employee engagement partially mediates the impact of perceived organizational support and organizational citizenship behaviorItem The Impact of Perceived Organizational Support on Employee Engagement of Sewing Machine Operators of Polytex Garments (Pvt) Ltd at Ja- Ela in Sri Lanka(5th HRM Student Research Symposium 2018, Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka, 2018) De Alwis, R. A. S. J. N.; Devadas, U.M.The purpose of this study was to test identify the impact of perceived organizational support on employee engagement of sewing machine operators in apparel industry with special reference Polytex garments (Pvt) Ltd. In deciding the sample size of this research the researcher used 70 operational level employees for the sample. Primary data were used to test the hypothesis of this study. Primary data were collected through standard questionnaire given to sewing machine operators. The data which collected from the questionnaire, analyzed descriptively using tables, frequencies and percentages. Simple linear regression analysis was used for data analysis. Results indicate that there is a positive impact of perceived organizational support on employee engagement. An engaged employee cares about their work and about the performance of the company and they want to feel that their efforts could make a difference. Based on these findings it is recommended to improve relationship through manager support as well as team mate’s support which will improve the social network of employee to coordinate effective leadership and build up physical environment for enhance employee engagement through organization supportItem The Nexus between Transformational Leadership and Employee Engagement: A Study of Softlogic Brands(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, 2015) Perera, W.W.M.D.; Wijewantha, P.Employee engagement is a concept that is increasingly gaining attention from researchers, employers, and employees. This study aims to study the impact of leadership styles that engage employees in insecure work situations. Based on the existing literature a hypothesis on the relationship between transformational leadership and employee engagement was developed. Transformational leadership was assumed to have a direct, positive effect on employee engagement. The population of the study is all the employees in the selected organization. Since it is not practically possible to deal with the whole population, a sample of 70 employees was selected using the convenience sampling technique to conduct the survey. Simple linear regression analysis shows that transformational leadership has a significant, positive effect on employee engagement, and hence the hypothesis was supported. The findings suggest that leaders who focus on long-term and higher order intrinsic needs by developing, intellectually stimulating, and inspiring followers, are able to enhance employee engagement. Based on the limitations of this study, suggestions for future research could be offered.Item Impact of Internal Communication on Employee Engagement: An Empirical Investigation of Operational Level Employees in the Apparel Industry(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, 2015) Chamindi, T.D.K.H.; Welmilla, I.Employee engagement is an important phenomenon in present human resource management concepts which emphasis that engaged employees in the organization are rather involved in their work effectively and efficiently. Most of the organizations today has identified importance of labor force when achieving their organizational goals. Therefore employee engagement is also an influential factor that an organization should concern since it has contiguous impact on employee turnover, absenteeism as well as productivity or outcome of employees. There are many constituents which influence engagement of employees out of which this research has focused on the relationship between internal communication and employee engagement since there has only been a of researches concentrated solely on the mentioned subjects in Sri Lankan context. Researcher has selected lower level employees involved in apparel industry as population for the research out of which researcher has taken 100 employees as sample. A questionnaire was distributed among them for the survey which enabled researcher to identify dimensions to measure internal communication and employee engagement while referring to the past written history and discussions with employees. Accordingly researcher has developed hypothesis such as there is a significant relationship between internal communication and employee engagement and there is a significant impact of internal communication on employee engagement. Researcher conducted correlation analysis, regression analysis and descriptive statistics in order to testing the hypothesis. There revealed that there were positive moderate statistically significant relationships with internal communication and employee engagement. Therefore both alternative hypothesis were accepted under 5% confidence level. In conclusion, it could be highlighted the importance of internal communication strategy to the organizations. Specially for engaging lower level employees in apparel industry.Item Impact of Work-Life Balance on Employee Engagement of Dual Career Couples in the Banking Sector(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, 2015) Rankapuge, J.K.K.; Jayasinghe, J.A.C.B.The main focus of this study was to identify the impact of work-life balance on employee engagement of dual career couples in the banking sector Sri Lanka. And also research was designed to investigate the relationship between work-life balance and employee engagement of dual career couples in the banking sector. In this study, the concept “work-life balance” was covered from three dimensions; personality, job stress and spousal support. A standard questionnaire was used to collect data for the study. The participants were non-executive staff members of selected domestic licensed commercial banks in Colombo region. The final sample consisted with 84 non-executive staff members covering both state and private banks and it was represented by Fifty Four percent (54%) females and Forty Six percent (46%) males whose spouse is full time employed. The research findings were analyzed by using statistical analysis methods. The findings of the study revealed that there is a significant impact of work-life balance on employee engagement of dual career couples in the banking sector Sri Lanka. And also findings revealed a positive significant relationship between work-life balance and employee engagement of dual career couples in the banking sector. Further it was found that the work-life balance dimensions; personality, job stress and spousal support has a significant impact on employee engagement of dual career couples in the banking sector. These findings provide evidence that work-life balance plays an important role in achieving employee engagement in an organization.Item Retaining Talent - An Investigation into High Employee Retention: A Case Study Based in Ceylon Biscuits Limited(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, 2015) De Sapukotana, J.D.S.; Welmilla, I.Reasons for employee retention remain same, even after dramatic changes that have shaken the job market. Because hiring an employee is only one matter, but keeping them is more crucial. Ceylon Biscuits Ltd maintains a high employee retention rate through the past decade which can be considered as a strategy rather than an outcome. The scope of this study is necessarily ambitious. It is an attempt to develop knowledge and conduct the research in a meaningful and practical way. The objective of this research is to identify the relationship between the selected factors and the high employee retention in Ceylon Biscuits Ltd, Sri Lanka. To achieve this objective, four hypotheses were developed and tested. Based on the Literature review, four influencing factors of employee retention (Job Satisfaction, Compensation and Rewards, Organizational Culture and Employee Engagement) were selected. The dependent variable of the study was employee retention. The research questions can be identified as the relationship between Employee Retention and Job satisfaction, the relationship between Employee Retention and Compensation, Rewards, the relationship between Employee Retention and Organizational culture, Employee Retention and Employee engagement. In order to gain the in depth knowledge required for the thesis, a case study methodology were utilized with Questionnaires within a specific discipline. The validity and reliability of the instruments were tested by using appropriate methods. The study is cross sectional and the primary data were collected by using random sampling method and sample size was 73 junior staff and executives who are working for 10 years or more in Ceylon Biscuits Ltd, Sri Lanka. To test the hypotheses, correlation analysis, simple regression analysis and multiple regression tests were performed. Finding of the study reveals that employee engagement is most influencing factor which caused employee retention which amounts to a Pearson Correlation of 0.82.