11th HRM Student Research Symposium 2024
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Item IMPACT OF CYBERLOAFING ON JOB PERFORMANCE: INVESTIGATING THE MEDIATING ROLE OF SELF-CONTROL – AN EMPIRICAL STUDY OF IT PROFESSIONALS IN COLOMBO DISTRICT, SRI LANKA(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2025) Liyanagamage, L.G.M.M.; Ekanayake, E.M.H.L.This study with the advancements in communication technology, the state of the communications network has become considerably improved. When it comes to organizations, they are moving towards digitalization, and it leads to a rise in internet usage within the workplace. Employees are misusing company-provided internet instead of using it for work-related tasks. Therefore, the objective of the current study was to identify the impact of Cyberloafing on Job performance and the mediating effect of self-control. Cyberloafing is a most attack to cybersecurity. Hence this study is quantitative and cross-sectional study which was based on an organization in IT industry employees. Data was collected through a structured questionnaire and 138 employees participated in this study. The data was analyzed by using Statistical Package for Social Sciences (SPSS). Employees in the sample have shown a higher degree of engagement in Cyberloafing. Among them, more than 80% of the employees were highly engaged in cyberloafing activities during the Work time. The analyzed results show that there is a significant negative impact of cyberloafing on job performance. Further, it is found that while there is a significant impact of self-control as a mediator on the relationship between cyberloafing and job performance. Further, that, since a negative relationship exists between cyberloafing and job performance, in IT work setting. Further, the conducive to the enhancement of individual self-control, there is a likelihood of cultivating a counterproductive workforce. Therefore, the current study suggested that to conduct the study by considering all organizations in the business world within Sri Lanka and organizational support and self-control policies that will help employees to maintain better job performance to get an effective output.Item THE IMPACT OF PERCEIVED ORGANIZATIONAL HEALTH AND SAFETY PRACTICES ON JOB PERFORMANCE OF NON- MANAGERIAL EMPLOYEES IN LEADING GLOVE MANUFACTURING COMPANIES IN GAMPAHA DISTRICT, SRI LANKA(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2025) Lankeshwara W.L.G.R.K.; Ekanayake, E.M.H.L.This study aims to investigate the relationship between occupational health and safety practices and job performance among production-level employees in leading glove manufacturing companies in the Gampaha District, Sri Lanka. Specifically, the study examines the impact of management commitment, personal protective equipment (PPE), and safety training and development on employee job performance. A descriptive research design was used, and data were collected through a structured questionnaire from 285 non-managerial employees using convenience sampling. The collected data were analyzed using SPSS and Excel to determine the strength of relationships between the independent and dependent variables. The findings revealed that PPE had the strongest impact on job performance (69%), followed by management commitment (65%) and safety training and development (58%). The model’s R² value of 0.53 suggests that the selected health and safety variables explain 53% of the variance in job performance, indicating a moderate to strong relationship. Based on these findings, it is recommended that organizations prioritize the provision of high-quality PPE, strengthen management’s commitment to safety, and enhance safety training programs to further improve employee job performance. Implementing these measures will not only enhance workplace safety but also contribute to higher productivity and organizational success.Item THE RELATIONSHIP BETWEEN ORGANIZATIONAL CYNICISM AND JOB PERFORMANCE OF OPERATIONAL LEVEL EMPLOYEES IN RUBBER MANUFACTURING INDUSTRY IN SEETHAWAKA BOI ZONE(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2025) Keerthirathne, T.M.S.U.; Gunasekara, V.M.Negative attitudes and mistrust of the organization are hallmarks of organizational cynicism, a common problem in the workplace. With an emphasis on the particular circumstances of Seethawaka BOI Zone, this study attempts to investigate how organizational cynicism relate the work performance of operational-level workers in the rubber manufacturing sector. The relationship between organizational cynicism and work performance in the Sri Lankan setting is not well understood, both empirically and theoretically. Thus, the study's research question is: Does organizational cynicism affect operational level workers' job performance in the Seethawaka Zone rubber manufacturing industry? 170 operational level workers in the Seethawaka Zone rubber manufacturing sector make up the research sample. Here, the deductive method is used to formulate four hypotheses. 170 operational level personnel will make up the sample for this study, which will be conducted using a simple random sampling approach. The Morgen table is used to determine the population and sample sizes. Data was gathered using questionnaires and the SPSS 25 software package — which includes univariate and bivariate analyses — will be utilized to evaluate the data. The evaluation of the literature summarizes the body of knowledge about work performance and organizational cynicism, providing a basis for comprehending these concepts in the context of the rubber manufacturing industry. The characteristics of organizational cynicism that have the most effects on the work performance of operational-level employees — who are essential to the manufacturing process — are investigated. The results of this study provide managers and organizational leaders with useful information on what causes or lessens organizational cynicism in operational-level staff members. Furthermore, the study advances scholarly knowledge of the relationship between work performance and organizational attitudes in the context of the rubber manufacturing sector. The ultimate goal of this research is to provide guidance for tactics aimed at enhancing workplace culture, employee engagement, and, ultimately, job performance in the Seethawaka Zone rubber manufacturing industry. Organizations can improve employee productivity and general well-being by addressing the effects of organizational cynicism.Item IMPACT OF REMOTE WORK ON EMPLOYEE JOB PERFORMANCE A STUDY OF REMOTE WORKING EXECUTIVES AT ABC COMPANY(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2025) Abegunawardhana K.K.; Wijewantha P.The purpose of this study is to identify the impact of remote Work on Employee job performance. In addition to that, this study intends to contribute to filling the literature gap by looking into the impact of remote work on Employee job performance. Although in western literature, very few studies have examined to identify this impact, when it comes to Sri Lankan settings, there were not many research findings. The study was conducted as a quantitative and cross-sectional research study. The data were collected with the help of self-administered questionnaires. Simple regression analysis was used to test the study hypotheses. The independent variable is remote work , while the dependent variable is employee job performance. Primary data was collected from ABC company in Sri Lanka. The sample was chosen using a (Non probability sampling – convenience sampling) sampling technique, and the final sample included (80executive-level) employees from a (specific ABC company). Data were analyzed using correlation and regression with the aid of SPSS. Analyzed results showed a negative impact of remote Work on Employee job performance. The study results underlined the potential negative impact of remote Work on Employee job performance. Furthermore, this study raises the need for companies to look at their employee’s job performance with a more serious and holistic approach.Item EFFECTIVENESS OF 360 DEGREE PERFORMANCE APPRAISAL SYSTEM ON JOB PERFORMANCE WITH THE MEDIATING EFFECT OF JOB SATISFACTION OF SOFTWARE DEVELOPERS IN ABC COMPANY(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2025) Premarathne, H. D. S.; Devadas, U.M.A 360-degree performance appraisal system is proposed as a part of the individual or organizational development, and most researchers are still in debate on the impact of 360-degree appraisal system to human resources functions. Therefore, the purpose of the current study was to identify the impact of the effectiveness of the 360-degree performance appraisal system on job performance with the mediation effect of job satisfaction.Therefore, the objectives of the study would be to examine the levels of the effectiveness of the 360-degree performance appraisal system, job performance and job satisfaction; the direct impact of the 360-degree performance appraisal system on job performance; and the indirect impact of the 360-degree performance appraisal system on job performance with the mediating effect of job satisfaction. This was a quantitative and cross-sectional study which was based on an organization in the IT industry in Sri Lanka. Data was collected through a structured questionnaire from 103 software developers of a sampling size using a random sampling method. Descriptive analysis, mediation analysis and simple linear regression analysis were used to test the hypothesis of the study. The study has found that the level of effectiveness of the 360-degree performance appraisal system, job performance and job satisfaction is high and there’s a significant positive impact of effectiveness of 360-degree performance appraisal system on job performance. Further, the study has found that job satisfaction has a significant mediation impact on the relationship between effectiveness of 360-degree performance appraisal system and job performance. These research findings guided the researcher to recommend the company to keep using the 360-degree appraisal system as it has a significant positive impact on job performance while providing sufficient training to all relevant parties on how to effectively use it while minimizing its practical issues.Item IMPACT OF PERCEIVED MANAGERIAL COACHING BEHAVIOR ON EMPLOYEES' JOB PERFORMANCE WITH THE MEDIATING EFFECT OF JOB SATISFACTION OF STAFF EMPLOYEES AT ABC COMPANY(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2025) Fernando, B. E. I.; Devadas, U.M.Employee performance is a core factor that determines the competitiveness of an organization. Identifying the key factors that influence performance can be very beneficial. Therefore, the aim of this study was to examine the impact of managerial coaching behavior on job performance with the mediating effect of job satisfaction of staff employees in the ABC Cable manufacturing company in Sri Lanka. Accordingly, this study achieved six research objectives; to assess the level of perceived managerial coaching behavior; to assess the level of job performance; to assess the level of job satisfaction; to assess the relationship between managerial coaching behavior and job performance; to assess the impact of managerial coaching behavior on employee job performance; and finally, to assess the mediating effect of job satisfaction on the relationship between managerial coaching behavior and job performance. This study followed the post positivistic research paradigm and considered all the staff employees of the ABC Company as the population. The sample was selected using simple random sampling techniques. Data was collected using a self-reported questionnaire from 136 staff employees of ABC Company. Correlation analysis, regression analysis, and the Sobel test were used to test hypotheses. The results of the survey revealed that managerial coaching behaviors have a significant effect on job performance. The researcher concluded that there is a strong positive correlation between managerial coaching behavior and job performance and that managerial coaching behaviors have a significant positive effect on job performance. Furthermore, it was concluded that job satisfaction partially mediates the relationship between managerial coaching behavior and job performance. It was further concluded that managerial coaching practices in the company are at a low level, and as a result, employee performance and job satisfaction are at a low level. These research findings guided the researcher to recommend that awareness programs and continuous training should be organized to update and improve managers' knowledge and skills regarding coaching and to implement a coaching-based performance management system in the organization.Item THE IMPACT OF WORK FROM HOME ON EMPLOYEE JOB SATISFACTION AND PERFORMANCE: A STUDY OF A SELECTED IT SECTOR COMPANY OF ABC (PVT) LTD IN SRI LANKA(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2025) Madhuwanthi, U.D.S.H.; Weerakkody, W.A.S.The spread of the stay-at-home policy was because it was the best strategy to avoid physical contact in the workplace and prevent the spread of COVID-19. In order to maintain the economic status of the country, many countries around the world finally adopted this measure, and the Sri Lankan government also implemented the social distancing policy.Therefore, various organizations decided to implement the concept of working from home, even though this is new to many Sri Lankans. Therefore, examining the status of working from home to examine how it affects employee satisfaction and performance and recommending suggestions to improve the results of the employees has also been done through this research.ABC (Pvt) Ltd, a selected IT company in Sri Lanka, conducted this study. The conceptual model was tested based on data collected through a structured questionnaire pretested by an online survey with a sample of 55 employees at the same level.According to the analysis, it can be concluded that working from home has a positive effect on the job satisfaction and performance of the employees of this company. And this gives significant insights to IT companies implementing work from home and already inItem THE IMPACT OF WORK FAMILY CONFLICT ON JOB PERFORMANCE OF MANAGERIAL EMPLOYEES IN A SELECTED SRI LANKAN MANUFACTURING FIRM(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2025) Chathuranga, B.D.S.P.; De Alwis, A.C.The main purpose of this study is to assess the impact of work family conflicts on job performance of managerial level employees selected manufacturing firms in Sri Lanka. The independent variables are work overloaded, family involvement, job flexibility and co-worker support. And the dependent variable is job performance. The study explored the relationship and impact of those variable among managerial level employees in selected manufacturing firms, Sri Lanka. The conceptual framework of the study is developed by the researcher based on previous literatures. The sample of this study is managerial level employees in selected manufacturing firms and the sample size was 129 employees. Data collection is done by using standard questionnaires via Google Forms from 129 managerial professionals. The researcher used probability sampling technique to select sample. Correlation and multiple liner regression analysis was used to accessing the impact and to test the study hypotheses.Analysed results indicated that 60.1% of the variation in job performance of managerial level employees can be explained by the independent variables. Also, correlation results suggest that all the independent variables have strong correlation with dependent variable.According to regression analysis it suggests that work overload, family involvement have negative impact on job performance and job flexibility and co-worker support have positive impact on job performance. Also, the sig values of all the independent variables except co-worker support are higher than 0.05 and suggest that they are not significantly impact on job performance managerial level employees.