11th HRM Student Research Symposium 2024

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Subject: search.filters.subject.Work-life Balance

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    IMPACT OF REMOTE WORK ON THE WORK-LIFE BALANCE OF MANAGERIAL LEVEL EMPLOYEES IN THE APPAREL INDUSTRY IN THE GAMPAHA DISTRICT
    (Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2025) Athukorala A.S.; Ekanayake E.M.H.L.
    The current study was initiated to identify the impact of remote work on the work-life balance of managerial-level employees. This is a quantitative study and is conducted as a cross-sectional field study. Primary data were collected through a survey questionnaire developed based on the standard measurement scale, which was administered to the respondents directly via online mode as a Google form. Data analysis was done with the aid of the Statistical Package for Social Sciences (SPSS). According to the convenience sampling technique, the final sample remains at 81 observations of the Managerial-Level Employees in the apparel industry in the Gampaha District. Person Correlation Coefficient and Linear Regression were used to test the advanced hypotheses. Sig. (2-tailed) test was also employed to test the significance of the correlation coefficient because the advanced hypotheses were non-directional. The outcomes indicated strong positive correlations between work-life balance and occupational stress (r = 0.899), management support (r = 0.874), and family support (r = 0.922), which were all statistically significant (p < 0.001). Regression analysis also confirmed that occupational stress explains 80.9% of the variance in work-life balance, management support explains 76.3%, and family support explains 85.1%, all with significant p-values. Multiple regression analysis also showed that the combined effect of all three factors explains 87% of the variance in work-life balance, and the model is strongly significant (F = 179.830, p < 0.001). Accordingly, based on this item, managers can help balance their professional duties with family commitments by introducing flexible hours, hybrid arrangements, etc. They can also offer family-friendly options such as subsidized childcare and eldercare programs, as well as extended parental leave policies, and an organization can organize training workshops on planning for family members and properly obtaining their support. Surprisingly, the findings of this study found that occupational stress has a positive impact on managers' WLB. Therefore, managers should implement policies to provide adequate mental freedom. This can be done by encouraging them to get enough sleep, exercising, practicing yoga, listening to music, etc.
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    THE IMPACT OF TELEWORKING ON WORK-LIFE BALANCE: A STUDY ON WOMEN EMPLOYEES IN COLOMBO DISTRICT PRIVATE BANKS, SRI LANKA
    (Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2025) Jayawickrama, T.D.S.; Harshani, M.D.R.
    This study aims to examine the impact of teleworking on work-life balance with the mediating effect of work stress of women employees in Colombo district private banks, Sri Lanka. Initially, many employees, especially female employees, were very eager for the work-from-home policy, since it helped them to carry out their office work while attending to household responsibilities. In the Sri Lankan context, there is a significant empirical and knowledge gap with respect to the impact of teleworking on the work-life balance of women employed in the banking industry. The banking sector, which is considered one of the most dynamic industries in Sri Lanka, has been selected to conduct the analysis. The study was conducted by considering three licensed commercial banks in the Colombo district of Sri Lanka. This study was conducted with a quantitative nature. The study collected primary data from a sample of 132 respondents through a structured questionnaire, which included questions on teleworking, work stress, and work-life balance. The collected data was used for descriptive analysis, simple regression analysis, and mediating analysis using SPSS software. All the constructs were valid, reliable, and fit with the research model. The impact of teleworking on work stress and work-life balance is significantly mediated. Finally, the study's results confirmed that teleworking positively impacts work-life balance as well as teleworking and work stress have a significant influence, either directly or indirectly, on the work-life balance of women employees in private banks in Sri Lanka. The present study's implications, limits, and future courses are also examined.
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    THE IMPACT OF PERCEIVED ORGANIZATIONAL CULTURE AND WORK-LIFE BALANCE ON INTENTION TO STAY – A STUDY OF EXECUTIVE-LEVEL EMPLOYEES IN ABC PRIVATE LIMITED
    (Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2025) Hansanee, H.M.K.; Wijewantha P.
    The purpose of this research is to examine the impact of perceived organizational culture and work-life balance on the intention to stay of executive-level employees. Additionally, this study aims to fill the knowledge gap by investigating the relationship between these variables in the Sri Lankan corporate context. There is a lack of research related to the impact of perceived organizational culture and work-life balance on intention to stay of executive level employees of manufacturing sector in Sri Lanka. This study intends to contribute to filling the theoretical and empirical gap in existing literature. This study explores these relationships by analyzing how perceived organizational culture and work-life balance impact retention among executives at ABC Private Limited. The research follows a deductive approach, as hypotheses were developed based on existing theories and tested empirically. Hence this was a quantitative and cross-sectional study which was based on an organization in the manufacturing sector. Data was collected through a structured questionnaire using a convenience sampling technique. The study's population comprised executive-level employees, with a sample size of 108. Statistical analysis was performed using SPSS version 23.0, using descriptive and inferential statistics, including correlation and regression analysis. The results indicate that perceived organizational culture and work-life balance have a significant positive relationship with the intention to stay. These findings contribute to the existing body of knowledge by providing insights into factors influencing executive-level employee retention in Sri Lanka, offering practical implications for HR strategies aimed at improving workforce stability.