HRM Student Research Symposium
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Item 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.Item 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.Item 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.Item 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.Item Impact of Employee Psychological Contract on Job Satisfaction: A Study in a Leading Pharmaceutical Products Marketing and Distribution Company in Sri Lanka(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, 2015) Premathilaka, A.M.H.K.; Wijewantha, P.The problem addressed through this study is, ‘why non-managerial employees at the selected Pharmaceutical Products Marketing and Distribution Company are not satisfied with their jobs?’ Over the past few years, the concepts of psychological contract and job satisfaction have gained considerable attention among both practitioners and academics. Accordingly, the purpose of this study, based on literature is to examine the impact of employee psychological contract on job satisfaction. As such, this study has one hypothesis, which checks the direct effect of psychological contract of employees on their job satisfaction. The population of the study is non-managerial workers in the selected organization. Since it is not practically possible to deal with the whole population, a sample of 88 employees was selected using the convenience sampling technique to conduct the survey. This quantitative study follows the deductive approach. The survey instrument was a self-administered anonymous questionnaire developed using standard measures available for variables and it is in English language. The measure for job satisfaction was adopted from the validated Minnesota Job Satisfaction Questionnaire (Short version of the MSQ) and Psychological Contract Inventory (PCI) developed by Rousseau was used to measure that variable. The data collected were analyzed using the Statistical Package for Social Sciences (SPSS) 20.0. The findings show a significant, positive impact of employee psychological contract on job satisfaction. This study has three limitations such as single source bias, examines limited factors affecting job satisfaction, and focuses on a small sample.