11th HRM Student Research Symposium 2024

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Subject: search.filters.subject.Apparel Industry

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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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    EMPLOYEE ENGAGEMENT AND TURNOVER INTENTION: THE MODERATING ROLE OF GENDER
    (Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2025) Nirasha, R.S.K.S.; Karunarathne, R. A. I. C.
    This study aims to examine the impact of employee engagement on turnover intention exploring gender as a moderator. The purpose of this study is to understand how employee engagement affects turnover intention among executive-level employees in the apparel industry, with a particular focus on the moderating role of gender. The research is deductive research. This research was conducted using a survey research strategy and quantitative research method. Executive-level employees in a leading organization in the apparel industry were chosen as the population of the study. The sample size was 108 and data collection was done through a self-administered questionnaire. Statistical Package for Social Science (SPSS) version 23.0 and moderation analysis Hayes PROCESS Macro SPSS were used as a tool for data analysis and both descriptive and inferential statistics, namely Correlation and regression were used to analyze data. The key findings of this study are that employee engagement has a negative impact on turnover intention and that gender moderates the relationship between employee engagement and turnover intention. The implications of the study suggest that companies in the apparel industry should tailor engagement strategies for different gender groups at the executive level to enhance retention and reduce turnover intention.
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    FACTORS AFFECTING INTENTION TO MIGRATE OF EXECUTIVES IN THE APPAREL INDUSTRY IN SRI LANKA
    (Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2025) De Silva, H.P.D.T.; Gamage, P. N.
    Earnings from exports and the provision of employment opportunities make the apparel industry in Sri Lanka one of the most important industries in terms of its contribution to the nation’s economy. Still, the percentage of executives willing to migrate has been on the rise due to economic, workload and even career-oriented factors. This study aims to investigate the underlying factors that lead to the willingness to migrate among executives in the apparel sector of Sri Lanka. A quantitative and cross-sectional sample survey was used, and a questionnaire was sent to 165 executives of the organizations. The results were analyzed employing SPSS to compute correlation and regression analysis. The analysis revealed that migration intentions had a significant relationship with job satisfaction, organizational culture, organizational support, career development, compensation, economic conditions and political instability. Research results show that attention needs to be paid to intervention measures that prevent migration, including developing a good organization of the political and economic problems and developing more career opportunities. This research can also serve as a useful contribution for policymakers and industry owners on how best to devise policies designed to deal with migration determinants to improve executive retention and ensure the competitiveness and expansion of the sector.