HRM Student Research Symposium

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    The Impact of Person-Job Fit and Person-Organization Fit on Retention Intention of Middle Level Employees in Sri Lankan Manufacturing Sector
    (5th HRM Student Research Symposium 2018, Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka, 2018) Gayan, J. K.; De Alwis, A. C.
    The purpose of this quantitative research extent to the identification of the impact of Person-Job fit and Person-Organization fit on Retention Intention of middle level employees in Sri Lankan manufacturing. The other specific objectives were to identify supporting factors and forces toward Person-Job fit and Person-Organization fit and to identify the interaction between Person-Job fit and Person-Organization fit. The population for this study is middle level employees in manufacturing sector organizations in Gampaha District whereas data were collected from 52 middle level employees in manufacturing firms in the selected population. When selecting the sample size, convenient sampling method was used because the population of the study is unknown. When analyzing the gathered data from the sample, frequencies and descriptive statics have used to assess the relationship between variables and correlation and regression analysis have used to test the hypothesis of the study. The correlation analysis reveals that there are significant relationships between Person-Job fit and Retention Intention and Person-Organization fit and Retention Intention respectively, further multi-collinearity test was used and established the results that there is no multi-collinearity between independent variables of the study. According to regression analysis, the main findings of the study reflect a strong negative impact of Person-Job fit and Person-Organization fit on Retention Intention of middle level employees. The results of this study can be used in managerial strategies to focus more on creating and maintaining organizational environment and jobs which are more compatible with middle level employees in manufacturing sector organizations
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    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.