11th HRM Student Research Symposium 2024

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    THE IMPACT OF EMPLOYER BRANDING ON EMPLOYEE RETENTION WITH THE MEDIATOR IMPACT OF JOB SATISFACTION IN THE INSURANCE SECTOR IN SRI LANKA
    (Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2025) Arampath A.M.H.M.; Janadari M. P. N.
    The prime objective of the research is to find out the impact of employer branding on employee retention in the Sri Lankan insurance industry. Using primary data, identifies the factors that make employees more attractive, and identifies the mediating effect of job satisfaction on the impact of employer branding on employee retention. This study was conducted among a sample of 306 individual employees in ABC and XYZ insurance companies. Simple random sampling was used to select the sample whereas Morgan table was used to determine the sample size. Primary data were collected by adopted standard measurement scales via questionnaire. Data analysis was done with the support of SPSS, version 23.0 employing correlation, regression and descriptive statistics. Based on this findings insurance sector’s branding has significant impact on employee retention. Also it was found that there is a mediating effect of job satisfaction in between employer branding and employee retention. Accordingly, it is recommended to managers that employees can be retained in the organization by enhancing the employer branding.
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    FACTORS AFFECTING TO RETENTION OF OPERATIONAL LEVEL EMPLOYEES IN APPAREL INDUSTRY IN SRI LANKA
    (Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2025) Jayamanna M. K. T.; Gunasekara V. M.
    Employee retention is a critical concern in Sri Lanka's apparel industry, particularly for operational-level employees who play a vital role in production processes. This study investigates factors influencing employee retention at Hirdaramani Knit-Eheliyagoda, focusing on five key variables co-worker relationships, work environment, remuneration, job satisfaction, and supervisor support. A quantitative research method was used, involving 100 respondents chosen from 585 employees working at the operational level. Data were gathered using a standard questionnaire and analyzed with SPSS software, using simple statistics, looking for relationships, and testing ideas. The results show that the work environment, support from supervisors, and job satisfaction have a significant impact on employee retention. On the other hand, pay and relationships with co-workers matter less. These points show that having a supportive workplace, good leaders, and chances for job satisfaction are important for employee retention. The study suggests practical implications for clothing companies to keep their employees from leaving, which helps create a more reliable team and better overall performance for the company.
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    THE IMPACT OF ORGANIZATIONAL CULTURE ON EMPLOYEE TURNOVER INTENTION: EVIDENCE FROM A RUBBER PRODUCT MANUFACTURING COMPANY IN SRI LANKA
    (Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2025) Jayasiri, K.A.H.I.; De Silva, G.H.B.A.
    This study examines the relationship between organizational culture and employee turnover intention, with a particular focus on the mediating role of job satisfaction among executive employees in a rubber product manufacturing company in Sri Lanka. A quantitative research design was employed, collecting data from 124 executive employees through a structured questionnaire. Regression and mediation analyses were conducted to assess the direct and indirect effects of organizational culture on turnover intention. The findings indicate that clan and adhocracy cultures significantly reduce turnover intention by fostering collaboration, trust, and innovation in the workplace. In contrast, market culture has a moderate negative impact on turnover intention due to its competitive nature, while hierarchy culture exerts the least influence, as its rigid structure may hinder employee satisfaction. The results confirm that organizational culture significantly impacts job satisfaction and turnover intention, with job satisfaction acting as a mediator. The study suggests that fostering supportive and innovation-driven organizational cultures enhances job satisfaction and reduces turnover intention. Practical recommendations include promoting participative decision-making, balancing performance orientation with employee well-being, and incorporating flexibility within structured systems. However, the study's focus on a single organization and its cross-sectional design limit generalizability, highlighting the need for longitudinal and multi-industry research to validate these findings further.
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    THE IMPACT OF REWARD MANAGEMENT PRACTICES ON EXECUTIVE EMPLOYEES’ PERCEPTIONS TO RETENTION AT HAYLEYS ECO SOLUTIONS
    (Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2025) Godakanda G.K.M.L.; Wanigasekara, W.M.S.K.
    This study examined the impact of Reward Management Practices on Executive employees’ perceptions to retention at Hayleys Eco Solutions. The specific objectives were to analyze and identify the impact of the reward system on executive employees’ retention, to find out the main reasons for employees’ high turnover rate and find out the suggestions for reducing turnover and increasing the retention rate at Hayleys Eco Solutions. Theoretical literature focused on equity theory and expectancy theory. Empirical literature concentrates on reward systems including intrinsic rewards, extrinsic rewards and their effect on employee satisfaction. This study employed quantitative method research design and used a structured questionnaire to gather data. The target population of the study comprised 208 executives of Hayleys Eco Solutions. A sample of 138 executives was selected from the population using convenience sampling techniques. Collected data through the questionnaire was analyzed by aid SPSS software. The study found out that intrinsic rewards and extrinsic rewards have a positive impact with executive employee retention. Organization should consider these variables in order to enhance employee retention in Hayleys Eco Solutions.
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    THE IMPACT OF CAREER DEVELOPMENT OPPORTUNITIES ON EMPLOYEE RETENTION AMONG NON-EXECUTIVE EMPLOYEES OF THE ABC COMPANY IN WESTERN PROVINCE
    (Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2025) Wijesinghe, W.M.N.; Devadas, U.M.
    The purpose of this research is to identify the impact of career development opportunities on employee retention among non-executive employees of the ABC company in the Western province of Sri Lanka. Currently, the employees are interested in something more than the remuneration package. The availability of enhancing their competencies by career development is a debatable topic at present. Concern about career development opportunities is high in most western countries. But when it comes to the Sri Lankan context, it has been observed that only a few companies do follow these practices. The study was cross-sectional, and the data was collected from 139 non-executive employees of a selected company in Western province using a random sampling method. Primary data collection was done through a questionnaire. The data collected was analyzed using univariate and bivariate methods through Statistical Package for Social Science (SPSS), version 20.0. This study found that career development opportunities have a significant impact on employee retention among non-executive employees of selected company in the Western province of Sri Lanka. In accordance with the regression analysis, it was proved that there is a positive impact of the dimensions of career development opportunities on employee retention. It is concluded that career development opportunities have a positive effect on employee retention among non-executive employees in the Western province of Sri Lanka. Further, this study supports filling the existing theoretical and practical gap and is helpful to the top management of organizations to understand the importance of career development opportunities and employee retention.
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    EXPLORING THE RELATIONSHIP BETWEEN EMPLOYER BRANDING AND EMPLOYEE RETENTION OF STAFF LEVEL EMPLOYEES: THE MEDIATION EFFECT OF EMPLOYEE ENGAGEMENT IN THE APPAREL SECTOR COMPANIES AT KATUNAYAKE EXPORT PROCESSING ZONE, SRI LANKA
    (Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2025) Karunathilaka M.G.M.U.; Rebecca, E.
    Employee retention remains a critical task in Sri Lankan apparel sector, particularly in the Katunayake Export Processing Zone (EPZ). Using employee engagement as a mediator, this study uses a quantitative research design to investigate the link between employer branding and employee retention.126 staff-level employees from three apparel companies in the Katunayake Export Processing Zone (EPZ), Sri Lanka were asked to complete a structured questionnaire with a 5-point Likert scale. Representativeness across subgroups was guaranteed by the stratified random sampling technique.Using SPSS, statistical analyses were conducted to assess the hypotheses, including correlation, regression and mediation analysis. To improve engagement and retention, those findings highlight the necessity of a strong brand and a positive work environment.The examine gives actionable insights for groups to cope with retention challenges, emphasizing the importance of strategic employer branding and fostering engagement. However, the studies are restrained via its attention at the Katunayake EPZ, go-sectional layout, and reliance on self-suggested information.Future studies must explore longitudinal research, extra variables along with management and repayment, and tailor interventions to organizational contexts. The findings function a realistic framework for enhancing employee retention in competitive industries.
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    IMPACT OF WORKPLACE HARASSMENT ON EMPLOYEE TURNOVER INTENTION WITH MEDIATION EFFECT ON MENTAL STRESS; A STUDY OF PRODUCTION LEVEL EMPLOYEES IN ABC COMPANY IN SRI LANKA
    (Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2025) Sewwandi, W. M.; Welmilla, I.
    This research examines the relationship between workplace harassment and employee turnover intention with mental stress as a moderate variable. In quantitative cross-sectional study, the current study investigates how different types of workplace harassment that include verbal abuse, bullying, sexual and racial harassment and discrimination affect employees’ turnover intention. Quantitative data gathered from 107 respondents in the production-line of a bakery firm in Sri Lanka were subjected to descriptive analysis, correlation, regression, and mediation tests. The research evidence shows that workplace harassment influences mental stress and turnover intention, with mental stress serving as a moderation factor. The study emphasizes the need for intervention programs that focus on minimizing workplace harassment and fostering a healthy organizational climate to increase employee retention and promote positive health. The research provides insightful findings, yet it contains specific limitations in its analysis. The study examines only one firm within a specific industry sector which restricts how well its results transfer between different industrial settings. The study utilizes a cross-sectional design as its approach thus it prevents researchers from creating connections between variables across different time periods. Research needs to conduct long-term investigations through time-spanning studies to better grasp harassment effects on employees in their workplace environment. Enhancing the study by including workers from different industries along with diverse groups of employees would increase their overall reliability. A thorough investigation of workplace harassment requires exploring extra moderating factors and mediating variables that include organizational culture and leadership styles alongside employee coping methods to understand better these effects on outcomes.
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    IMPACT OF PERCEIVED ORGANIZATIONAL SUPPORT ON ORGANIZATIONAL COMMITMENT: A STUDY OF EXECUTIVES IN A LEADING MANUFACTURING COMPANY IN SRI LANKA
    (Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2025) Madhumal, W.A L.S.; Gamage, P. N.
    This research aimed to analyze the impact of Perceived Organizational Support (POS) on Organizational Commitment (OC) of the executive-level employees of a manufacturing firm in Sri Lanka. Today it is important to ensure commitment from employees to enhance organizational performance, especially for manufacturing companies depending on employee commitment in the global economy. Based on SET, the research aims to find out the relationship between employees’ perception of their organization’s support of their commitment, both affective, normative and continuance. From the research, the study found it suitable to adopt a quantitative research method in which the data was collected through self-developed questionnaires administered to 150 randomly selected executive employees of the organization. Three hundred questionnaires were distributed, and one hundred and ten were returned and considered valid. The statistical analysis used in this study was by means of built-in software SPSS for descriptive, correlational and regression analysis. This study establishes the importance of perceived organizational support as a cognitive process of encouraging organizational commitment as a strategic management tool. It is thus clear that by engaging with the support mechanisms to meet the needs of human resources, organizations foster organizational commitment, hence sustainable competitive advantage.