Students’ International Conference on Business (SICB)
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Item Factors Affecting on Employee Engagement of Blue Collar Jobs in Apparel Industry(Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka, 2016) Galappaththi, S.S.; Jayatilake, L.V.K.In the global business environment, employee engagement and retention issues are emerging as the most critical challenges on workforce management and these will lead to performance of industries as well growth of the economy of country. Less intention/ less engagement for domestic industrial jobs which categorized as blue collar jobs are downsizing the economy with creating big issues for industrialists. Purpose of this study was to assess the factors affecting to Employee Engagement for the Blue Collar Jobs in Sri Lankan apparel industry. In order to develop the key objective, there are sub objectives supported to develop the research such as to identify the existing level of employee engagement (Blue color jobs) in apparel industry in Sri Lanka. There are 200 sample subjects participated to the research, and provide their contribution to the research. The research study is considered as four independent variables such as commitment, job satisfaction, motivation and the training and development and the depend variable in employee engagement and these variables will be involved with the analytical study. Today the Global Apparel Industry is facing many challenges than ever. Performance of employees (Blue Collar jobs) is significantly affected with the apparel industry in Sri Lanka, in this regard; employee engagement is the major aspect of the apparel industry.Item Study on Organizational Culture and Turnover Intention in International IT Firms in Sri Lanka(Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka, 2016) Haggalla, Y.; Jayatilake, L.V.K.Management has been continuously facing the threat of employees leaving the staff and local managements records an average loss of 3-5 percent of it is trained and experienced employees in contrast to foreign management’s 2-3 percent yearly. Thus, with local employees, as members of the same nation sharing similar work-related cultural values (Hofstede, 1984; 2001), the problem then pinpoints to whether employees feel an obligation to stay attached to the international management organizations, and hence, to decisions of turnover. Thus, leading to the question: “What is the relationship between Organizational Culture and Turnover Intention?". The study seeks to add knowledge to the current knowledge body of Organizational culture within the areas of organizational culture and the management of employees within the service sector in general and the information technology industry in particular, by applying new methods to the labor turnover phenomenon. The research has been motivated by a determination to acquire insight into the relationship between organizational culture and labor turnover. It is also an objective of the researcher that the findings will make a contribution to those managers and employers who are attempting to discover new approaches when addressing the challenge of employee retention. Organizational Culture Assessment Instrument (OCAI) is used to measure organizational culture and intention to quit scale will be used to measure turn over intention in this study. This study fills a gap in the literature by acknowledging the findings of the organizational culture and turn over intention, hence it will test and validate the model in organization culture and turn over intention in Sri Lankan information technology sector.Item Factors affect on Employee Turnover Intention: Special Reference to Machine Operators in Apparel Industry in Sri Lanka(Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka, 2016) Wimalasiri, H.S.; Jayatilake, L.V.K.Employee turnover occurs when workers leave an organization and need to be replaced by new recruits. In Sri Lanka, island wide, retention of operational level employees in apparel industry has been of serious concern to managers in the face of ever increasing high rate of employee turnover. Retention of operational level employees has become a difficult task for managers as this category of employees is being attached by more than one organization at a time with various kind of incentives. Furthermore operational level employees specially “sewing machine operators” in Sri Lanka are daily migrating abroad for better job conditions. This phenomenon is having adverse effect on investment. This study investigates the factors affect on employee turnover intension with special reference to machine operators in apparel industry in Sri Lanka. The research questions are how extent work-family life balance, career development opportunities, compensation and benefits, employee performance management system, employee relationship and job security effect on employee turnover intention? The research study questionnaires were used in data collection. The statements of questionnaire were measured using fine point likert scale. With the sample size of 150 the impact was examined using Pearson’s Correlation and multiple regression. The results indicates that career development opportunities, compensation and benefits, job security, work-family life balance significantly impact on employee turnover intention where perceive supervisor supports and employee performance management were not significantly influence on the turnover intention. Therefore employees should be given enough time to meet their family requirement, enhancing career development opportunities and the immediate supervisor need to keep strong relationship with their subordinates.Item Impact of Work Overload and Semester Based Work on Job Stress of Academic Staff in the State Universities in Sri Lanka(Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka, 2016) Ranwala, R.S.; Jayatilake, L.V.K.At the beginning of the 20th century, the Sri Lankan university sector has undergone large-scale organizational change including semester based work. At the same time, literature from across the globe reports an alarming increase in the occupational stress experienced by university academic staff. This research study seeks to examine the impact of work overload and semester based work on job stress of academic staff in state universities in Sri Lanka. The research questions are, “whether the semester based work and work overload are affect for academic staff job stress? And what are the most influencing factors on job stress?” The questionnaires were used in data collection. The statements of questionnaire were measured using Five Point Likert Scale. Proportionate random sampling was used and the data were collected from 100 respondents and they were extensively used to derive conclusions. The data were analyzed using univariate and bivariate analysis. All hypothesis were substantiated and it was found that job stress was affected by work overload and semester based work. Work overload and semester based work was provided by the highest contribution to the job stress. Increasing work overload and semester based work resulted in less academic time spent on research, publishing and professional development, decreasing teaching and research standards, increasing interpersonal conflicts in academic staff relationships, negative impact on the physical and emotional health and family relationships and leisure activities of both general and academic staff. The recommendation for reducing staff stress emphasized the need for improve promotion and recognition and reward process and source more funding to increase staff numbers and improve facilities.