Commerce and Management
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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.