11th HRM Student Research Symposium 2024

Permanent URI for this communityhttp://repository.kln.ac.lk/handle/123456789/29187

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Subject: search.filters.subject.Organizational Citizenship Behavior

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    IMPACT OF WORKPLACE BULLYING ON JOB ATTITUDES IN SELECTED COMPANY IN APPAREL INDUSTRY
    (Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2025) Thakshila J.P.D.; Rebecca, E.
    Employee turnover and negative attitudes towards the workplace have become a major problem in the current apparel industry. This research investigates the impact of workplace bullying on job attitudes, namely workplace deviance, organizational citizenship behavior, and turnover intention, within the apparel industry in Sri Lanka. In this quantitative, cross-sectional study, data from 140 machine operators were collected using a structured questionnaire and analyzed with the use of SPSS. The results showed significant relationships where workplace bullying positively influenced workplace deviance and turnover intention, while negatively affecting organizational citizenship behavior. This study therefore calls for proactive anti-bullying policies and workplace training to realize respectful and supportive work cultures. Limitations include reliance on self-report data, however, this study provides actionable findings for policy makers and HR professionals. Future research should investigate other leadership styles, other mediating factors, and contexts from different industries to better understand the dynamics of workplace bullying and job attitudes.
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    IMPACT OF EMPLOYER BRANDING AND CORPORATE REPUTATION ON ORGANIZATIONAL CITIZENSHIP BEHAVIOR
    (Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2025) Wijesooriya, T.M.N.M.; De Silva, G.H.B.A.
    This study examines how employer branding and corporate reputation influence Organizational Citizenship Behavior (OCB)—voluntary actions that contribute to organizational success. Employees' perceptions of these factors impact engagement, commitment, and discretionary efforts beyond formal job roles. A cross-sectional survey was conducted with 385 corporate employees using a structured questionnaire distributed via digital platforms. Employer branding was assessed based on attractiveness, reputation, benefits, and rewards, while corporate reputation was measured in terms of external recognition and internal alignment. Data analysis using IBM SPSS included reliability tests, correlation, and regression analysis. The findings reveal a strong positive correlation between employer branding, corporate reputation, and OCB. Employees in organizations with strong employer brands and reputations demonstrated higher commitment, initiative, and voluntary workplace behaviors. Regression analysis confirms that employer branding and corporate reputation significantly enhance OCB, reinforcing their strategic role in employee retention and performance. These insights emphasize the need for organizations to strengthen employer branding and corporate reputation to improve job satisfaction, engagement, and workforce stability. However, reliance on a quantitative approach and convenience sampling limits generalizability. Future studies should incorporate qualitative methods, larger samples, and industry-specific analysis. This research provides practical recommendations for HR professionals and business leaders to foster positive work cultures and align corporate reputation with employee expectations for sustainable growth.