Commerce and Management
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Item THE IMPACT OF CAREER DEVELOPMENT OPPORTUNITIES ON EMPLOYEE RETENTION AMONG NON-EXECUTIVE EMPLOYEES OF THE ABC COMPANY IN WESTERN PROVINCE(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2025) Wijesinghe, W.M.N.; Devadas, U.M.The purpose of this research is to identify the impact of career development opportunities on employee retention among non-executive employees of the ABC company in the Western province of Sri Lanka. Currently, the employees are interested in something more than the remuneration package. The availability of enhancing their competencies by career development is a debatable topic at present. Concern about career development opportunities is high in most western countries. But when it comes to the Sri Lankan context, it has been observed that only a few companies do follow these practices. The study was cross-sectional, and the data was collected from 139 non-executive employees of a selected company in Western province using a random sampling method. Primary data collection was done through a questionnaire. The data collected was analyzed using univariate and bivariate methods through Statistical Package for Social Science (SPSS), version 20.0. This study found that career development opportunities have a significant impact on employee retention among non-executive employees of selected company in the Western province of Sri Lanka. In accordance with the regression analysis, it was proved that there is a positive impact of the dimensions of career development opportunities on employee retention. It is concluded that career development opportunities have a positive effect on employee retention among non-executive employees in the Western province of Sri Lanka. Further, this study supports filling the existing theoretical and practical gap and is helpful to the top management of organizations to understand the importance of career development opportunities and employee retention.Item EFFECTIVENESS OF 360 DEGREE PERFORMANCE APPRAISAL SYSTEM ON JOB PERFORMANCE WITH THE MEDIATING EFFECT OF JOB SATISFACTION OF SOFTWARE DEVELOPERS IN ABC COMPANY(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2025) Premarathne, H. D. S.; Devadas, U.M.A 360-degree performance appraisal system is proposed as a part of the individual or organizational development, and most researchers are still in debate on the impact of 360-degree appraisal system to human resources functions. Therefore, the purpose of the current study was to identify the impact of the effectiveness of the 360-degree performance appraisal system on job performance with the mediation effect of job satisfaction.Therefore, the objectives of the study would be to examine the levels of the effectiveness of the 360-degree performance appraisal system, job performance and job satisfaction; the direct impact of the 360-degree performance appraisal system on job performance; and the indirect impact of the 360-degree performance appraisal system on job performance with the mediating effect of job satisfaction. This was a quantitative and cross-sectional study which was based on an organization in the IT industry in Sri Lanka. Data was collected through a structured questionnaire from 103 software developers of a sampling size using a random sampling method. Descriptive analysis, mediation analysis and simple linear regression analysis were used to test the hypothesis of the study. The study has found that the level of effectiveness of the 360-degree performance appraisal system, job performance and job satisfaction is high and there’s a significant positive impact of effectiveness of 360-degree performance appraisal system on job performance. Further, the study has found that job satisfaction has a significant mediation impact on the relationship between effectiveness of 360-degree performance appraisal system and job performance. These research findings guided the researcher to recommend the company to keep using the 360-degree appraisal system as it has a significant positive impact on job performance while providing sufficient training to all relevant parties on how to effectively use it while minimizing its practical issues.Item IMPACT OF PERCEIVED ORGANIZATIONAL JUSTICE ON EMPLOYEES’ JOB SATISFACTION OF EXECUTIVE LEVEL EMPLOYEES IN ABC TELECOMMUNICATION COMPANY(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2025) Amarasekara, V. D.; Devadas, U.M.Organizational justice, which is defined as employees’ perception of fairness in the workplace, is very important as it positively affects the work attitude of employees such as job satisfaction, motivation, and commitment. Hence, the purpose of this study was to examine the impact of perceived organizational justice on employees’ job satisfaction in ABC Telecommunication company. The three primary organizational justice dimensions—distributive, procedural, and interactional justice—were measured in the study in relation to employees' job satisfaction. This study was performed in order to achieve research objectives to measure the level of organizational justice and job satisfaction, to investigate the relationship between distributive, procedural, and interactional justice and job satisfaction, and to evaluate the impact of organizational justice on job satisfaction. This study employed post-positivism as a research paradigm and considered all the executive level employees in ABC company as the research population. Using the simple random sampling method, a sample of the study was selected and data collected from 206 respondents from an online survey of self-reported questionnaires. Multiple correlation analysis and multiple regression analysis were conducted to test hypotheses. Through the findings of the study, it was identified that there is a low level of organizational justice and job satisfaction within the company. Further, the results revealed that there is a strong positive correlation between distributive, procedural, and interactional justice and job satisfaction. It was also found that organizational justice has a significant positive impact on job satisfaction. Although all three dimensions had a positive impact on job satisfaction, the study found that interactional justice was the most influential dimension on job satisfaction. The study findings recommended that decision-making processes with clear and reliable policies, open communication with regular updates should be enhanced and that employee satisfaction with perceived justice should be continually assessed and tracked to promote fairness in the organization.Item IMPACT OF PERCEIVED MANAGERIAL COACHING BEHAVIOR ON EMPLOYEES' JOB PERFORMANCE WITH THE MEDIATING EFFECT OF JOB SATISFACTION OF STAFF EMPLOYEES AT ABC COMPANY(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2025) Fernando, B. E. I.; Devadas, U.M.Employee performance is a core factor that determines the competitiveness of an organization. Identifying the key factors that influence performance can be very beneficial. Therefore, the aim of this study was to examine the impact of managerial coaching behavior on job performance with the mediating effect of job satisfaction of staff employees in the ABC Cable manufacturing company in Sri Lanka. Accordingly, this study achieved six research objectives; to assess the level of perceived managerial coaching behavior; to assess the level of job performance; to assess the level of job satisfaction; to assess the relationship between managerial coaching behavior and job performance; to assess the impact of managerial coaching behavior on employee job performance; and finally, to assess the mediating effect of job satisfaction on the relationship between managerial coaching behavior and job performance. This study followed the post positivistic research paradigm and considered all the staff employees of the ABC Company as the population. The sample was selected using simple random sampling techniques. Data was collected using a self-reported questionnaire from 136 staff employees of ABC Company. Correlation analysis, regression analysis, and the Sobel test were used to test hypotheses. The results of the survey revealed that managerial coaching behaviors have a significant effect on job performance. The researcher concluded that there is a strong positive correlation between managerial coaching behavior and job performance and that managerial coaching behaviors have a significant positive effect on job performance. Furthermore, it was concluded that job satisfaction partially mediates the relationship between managerial coaching behavior and job performance. It was further concluded that managerial coaching practices in the company are at a low level, and as a result, employee performance and job satisfaction are at a low level. These research findings guided the researcher to recommend that awareness programs and continuous training should be organized to update and improve managers' knowledge and skills regarding coaching and to implement a coaching-based performance management system in the organization.Item FACTORS AFFECTING THE WORK LIFE BALANCE OF WOMEN IN EXECUTIVE LEVEL IN THE ABC APPAREL COMPANY(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2025) Rathnayake R.M.R.H.; Devadas, U.M.Work Life Balance is a crucial factor in the world of work when playing multiple roles while being one person. Keeping a good balance between work and life is very important in this static environment. So, for that we should have a clear understanding regarding how the work-life balance can be achieved. This is very crucial specially for women in the modern world of work. Therefore, the purpose of this study is to identify the factors affecting the Work Life Balance of executive level women in ABC apparel company. In addition to that, this study intends to contribute to filling the literature gap by looking into the level of work life balance of women. Although in literature, very few studies have examined to identify this impact, when it comes to Sri Lankan settings, there were not many research findings. The study was conducted as a quantitative and cross- sectional research study. The data were collected through an online survey with the help of self- administered questionnaires using a google form. Simple regression analysis was used to test the hypotheses. The independent variables were the technology, commute time, health work life balance initiatives while the dependent variable was the level of employee work life balance. The sample was chosen using a stratified sampling technique, and the final sample included 80 executive-level women employees from ABC apparel company. The results showed a positive impact of Technology, Commute Time, Health and Work Life Balance Initiatives on Work Life Balance. Furthermore, this study raises the need for companies to look at their employees’ work life balance with a more serious and holistic approach. Ultimately, it is recommended that a holistic, gender sensitive approach to promote work life balance is needed. Recognizing the existing challenges faced by the executive level women and promoting solutions for those identified challenges is also crucial to create a sustainable environment which promote both individual well-being and the organizational success.Item FACTORS AFFECTING THE EMPLOYEES’ BEHAVIORAL INTENTION TO USE E- LEARNING PLATFORM IN THE ABC TIRE MANUFACTURING COMPANY(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2025) Abewickrama, D.A.; Devadas, U.M.Employee development in the tire industry is highly important since it has direct impacts on productivity, innovation, and operational efficiency in general. The tire industry involves specific skills and knowledge that help meet the challenges of the competitive global market. Continuous employee development ensures that the workers are abreast of new technological and process improvements that help improve product quality and safety standards.Accordingly, the main objective of this study was to analyze factors affecting the employees’ behavioral intention to use e-learning platform in the ABC tire manufacturing company. This was a quantitative and cross-sectional study to collect data through a structured questionnaire using simple random sampling technique. A survey was applied to a sample of 152 collaborators who work in ABC Company in the manufacturing industry, and 147 responses were received. Correlation analysis and simple regression analysis were used to measure the relationship and to test the hypotheses of the study by using Statistical Package for Social Sciences (SPSS). The analyzed result shows that there is a positive impact of selected factors; performance expectancy, effort expectancy, social influence, facilitating conditions and perceived enjoyment on employees’ behavioral intention to use E-learning platform in ABC tire manufacturing company. Recommendations include clear communication, investment in easy-to-use platforms, creating social influence, rewarding active users and using gamified elements. Moreover, the findings may be useful for the professionals in the same industry as well as others to get insights from the given recommendation.Item Social Identity of Leadership as an Antecedent of Innovation Readiness(Faculty of Commerce and Management Studies, University of Kelaniya, 2021) Shanmuganathan, A.; Devadas, U.M.; Wickramasinghe, C.N.Innovation is constantly a hot topic in the business world and is essential for any business to prosper. The innovation index in Sri Lanka is significantly low compared to other Asian countries. The lack of innovation readiness in firms is one of the main reasons for the lower innovation. Hence it is essential to check the innovation readiness of a firm to predict the industry's future. The social identity perspective is mainly ignored and overshadowed by popular leadership theories such as leadership styles, leadership traits and characteristics, leadership demographics, and innovative work behavior. This study aims to fill the research gap identified by studying and investigating the impact of leadership's social identity on innovation readiness. Few studies have looked at the influence of leadership's social identity viewpoint on the firm's innovation readiness in the past. The researcher took a quantitative approach by taking the entire population of the listed companies of Sri Lanka using a self-administrated questionnaire. Descriptive analysis, Structural Equation Modelling and Importance-Performance Mapping were the primary data analytic methods; SPSS and SmartPLS3 were used in the study. The researcher identified that categorization has the highest impact followed by the positive attitude while the sense of belonging has a minor influence on innovation readiness. The study's findings demonstrated that leaders should be more effective in the long-term organizational behavior, specifically in task-oriented and employee-oriented leadership; they also provide group-oriented leadership about a shared social identity. The study suggests a framework for organizations and supports managers in the companies to uplift the innovation readiness of the firm.Item ENTREPRENEURS’ SUCCESS IN THE SMALL AND MEDIUM SCALE HOMESTAY TOURISM BUSINESS IN SRI LANKA(International Journal of Entrepreneurship, 2021) Devadas, U.M.; Jayasooriya, S.S.W.Home stay tourism is popular, specially, in the ASEAN region, and Sri Lanka is also benefiting a lot from this industry. In the literature, the importance given to homestay tourism is skeletal within the study context of Sri Lanka. On this premise, the researchers intended to: explore the nature of homestay entrepreneurs, factors affecting the homestay entrepreneurs’ success, and the current challenges, faced by the homestay entrepreneurs that are affecting the continuation of homestay businesses in the southern coastal area in Sri Lanka. Researchers designed this study as a qualitative grounded theory study, valuing constructionist research paradigm. Researchers defined homestay entrepreneurs after identifying their nature and a set of personal and impersonal factor that have been critical in determining homestay entrepreneurs’ success. The researchers further identified a set of challenges in the areas of government involvement, financial challenges, human resource development, destination development and competition. The researchers concluded the study by defining homestay entrepreneurs and developing a conceptual framework that explain the phenomenon of home stay tourism entrepreneurs’ success that can be used for educational and policy making purposes. Researchers identified a set of implications and recommendations in the development of entrepreneurs, homestay business process and its context, and collaborations.Item Factors Affecting the Effectiveness of Work from Home among the Middle-Level Employees of Manufacturing Industry(Department of of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2020) Thirimanna, T.H.B.M.; Devadas, U.M.Work from Home (WFH) concept gained much popularity and importance than earlier with the quarantine period during global pandemic COVID 19 as many countries applied physical distancing strategy to avoid the pandemic. The current study was initiated to identify the factors affecting work effectiveness from home among middlelevel employees in the manufacturing industry using individual-level data from 136 middle-level employees randomly selected from three (03) manufacturing companies. In studying that, four main research objectives; identifying the level of effectiveness of WFH, identifying the factors that affect the effectiveness of WFH, identifying the relationship between factors and effectiveness of WFH, and identifying the impact of factors on WFH, were raised. Hence, this was conducted as a cross-sectional, quantitative field study. Primary data were collected via a standard questionnaire that met the acceptable level of validity and reliability. The data were then analyzed using descriptive statistics to assess the level of effectiveness, Pearson correlation coefficient analyses to assess the relationship among variables, regression analyses to assess the degree of impact, and independent sample T-Test. The study results revealed a high level of effectiveness of WFH among middle-level employees of selected manufacturing companies and management support, technical support, employee training, task identity, feedback, and job autonomy significantly correlates with the effectiveness of WFH and significantly impact the effectiveness of WFH. According to the results, all four research objectives were achieved. Hence it is recommended for practicing managers to pay much attention to these factors that affect the effectiveness of WFH when allowing employees to WFH.Item Impact of Training Effectiveness on Employee Engagement of Non-Executive Level Employees in Central Bank of Sri Lanka(Department of of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2020) Madumalee, P.V.W.; Devadas, U.M.In today’s challenging and competitive environment, organizations and institutes make continuous effort to improve their employees’ employee engagement. This study analyzed the relationship between training effectiveness and employee engagement. The study’s objectives were to assess the level of training effectiveness, assess employee engagement level, and identify impact and relationship between training effectiveness and employee engagement of Non-executive level employees in Central bank of Sri Lanka. The study is limited to identifying the factors of Non-executive level employees in the Central Bank of Sri Lanka. This study followed a quantitative approach and a cross-sectional field study. Usable questionnaires were received from 109 respondents, and the data were analyzed using correlation and regression with the aid of SPSS. According to regression analysis, results indicated that training effectiveness significantly impacts on employee engagement by 41.7%. Correlation analysis results indicate a significant positive relationship between training effectiveness and employee engagement by 64.6%. In concluding, it can be said that the training effectiveness positively impacts on employee engagement. This conclusion implicates that managers and employees can increase the banking sector’s employee engagement level through practical employee training. Thus, it is recommended to facilitate employees with proper quality training that will eventually enhance employee engagement.