Students’ International Conference on Business (SICB)

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    Factors affecting Work Life Balance among IT Professionals: With Special Reference to Colombo District
    (Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka, 2016) Lakmali, K.A.D.S.; Rathnayaka, G.K.
    Information Technology industry has unusual work demands like long working hours, meeting tight deadlines, non-standardized working hours, working in alien environments etc. Employees in this industry are experiencing very high stress levels, work pressures and in turn this affects the quality of work life and personal well-being. The purpose of this paper is to examine the factors affecting work life balance among IT (Information Technology) professionals due to the nature of their work responsibilities and industry behavior. Thus to suggest Organizations, individuals to achieve work life balance which will positively impact individual, family, organizations and society. A Descriptive study methodology investigates the factors affecting work life balance of IT professionals and a questionnaire survey is used to gather data from individuals who are employed in IT sector. Using data gathered from 306 IT professionals’ results shows the various factors from individual related and organization related are affecting the work life balance. The results also provide a further direction of the relationship between work life balance and those factors. Organizations and Individual should have a better understanding about the factors and strategies to achieve better work life balance as non-achievement of work life balance has impact on personal well-being and organization performance.
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    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.