11th HRM Student Research Symposium 2024
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Item 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.Item IMPACT OF FACTORS AFFECTING THE ENVIRONMENTAL FRIENDLY BEHAVIOR AMONG EMPLOYEES OF ABC GOVERNMENT MINISTRY(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2025) Kahanda, K. D. K. N.; Devadas, U. M.Employees’ Environmentally friendly behavior is a fundamental factor that determines sustainability within the organization. Identifying key factors that influence Environmentally friendly behavior is beneficial. Therefore, the aim of this study was to examine the impact of factors affecting the environmental friendly behavior among employees of ABC government ministry. Accordingly, this study achieved five objectives to assess the impact of factors influencing on environmentally friendly behavior among employees. Specifically, those five objectives are to examine the impact of Employee attitudes (EA), Subjective norms (SN), perceived behavioral control (PBC), environmental awareness (EAA) and organizational culture (OC) on employee environmental friendly behavior (EFB) separately. The study was carried out in a government Ministry. This study followed the post positivism research philosophy to undertake it as a quantitative field study. The simple random sampling method was used, selecting a sample size of 292 employees from the ministry’s all employees. The researcher distributed an online survey questionnaire to respondents to collect data. Correlation analysis and regression analysis were conducted to test effectively the selected factors that could affect environmentally friendly behavior. The results demonstrated that factors influencing employees’ environmentally friendly behavior including Employee attitudes, Subjective norms, perceived behavioral control, environmental awareness and organizational culture have significant and positive relationships between factors and environmentally friendly behavior. It was discovered that the main element influencing employees’ environmental friendly behavior was perceived behavioral control compared to other factors and substantially, attitudes, subjective norms, environmental awareness and organizational culture have influential relationships on actions that are geared towards preserving nature. As a result, it is recommended that empower employees by providing necessary resources and support, enabling them to take control of their environmental actions and promote Environmental Friendly Behavior in the government ministry.Item 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.Item 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.