Commerce and Management
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Item Agency Contribution In Achieving Temporary Agency Workers’ Organizational Commitment: A Study In ABC (Pvt) Ltd(2018) Perera, T.G.T.N.; Weerakkody, W.A.S.Temporary agency workers are coming under non-standard employments, who have temporary attachment to the working organization. With dynamic business environment and flexible work arrangements, temporary agency employments are also emerged in Sri Lanka. Temporary agency workers are dual committed employees. However, with this dual commitment, organizations face issues in achieving temporary agency workers’ commitment due to low attention of agencies to temporary agency workers. Even though the Client organization provides due attention to temporary agency workers, they fail to receive due commitment due to the lack of attention from agency to temporary agency workers. This study was conducted to identify the agency related factors affecting temporary agency workers’ commitment. This was carried out as a cross sectional field study with a sample of 93 workers from temporary agency works in the ABC (pvt) ltd. 93 temporary agency workers were selected as sample. Data were collected via a standard questionnaire that met accepted standards of validity and reliability. Descriptive statistics, Simple ranking, Factor analysis, ANOVA and Independent Sample T-Test technique were performed to analyze data. No of Temporary workers to supervisor (temp to consult ratio) is the most influencing factor of temporary agency workers’ commitment in agency context. Job satisfaction, agency support, side bets, interactional justice, lack of alternative employments, procedural justice, distributive justice, reciprocity norm acceptance, socialization, breach of psychological contract, lack of skill transferability are the other factors, which are ordered from most influencing factor to less affecting factor to workers’ organizational commitment . Findings revealed that eleven out of thirteen factors are job related factors, other two are organization related and person related factors. Most client companies provide their attention, while agencies fail to provide their due attention. It shows, it is useless to expect temporary agency workers’ commitment without providing due attention from agency. Therefore, the more dually committed the temporary agency workers are, the more eligible they are to receive dual attention from client as well as from their agency.Item Impact of Attitudinal Factors on Job Performance of Non-Executive Employees in Hotel Industry: With Reference to Kalutara District(Faculty of Commerce and Management Studies, University of Kelaniya, 2015) Perera, M.D.S.H.; Weerakkody, W.A.S.Nowadays all organizations have recognized the notion that the fact that an organization can gain competitive advantage in market place only if it has employees who possess positive work related attitudes. The study was made to measure the impact of attitudinal factors on job performance of non-executive employees in hotel industry (star hotels) in Kalutara district, Sri Lanka. On the scenario of continuous discussions on challenges faced by hotel industry in Sri Lanka, human involvement is yet to be considered as a significant organizational element. There are several human resources problems in hotel industry. Some going abroad for high salaries, lack of skillful employees in the hotel industry etc., which have made a huge obstruction to minimize the effort of the achieving organizational objectives in the hotel industry. All the positions (designations) in non- executive employee category of human resources have a significant role to play in maintaining the highest labor productivity in this sector. However the available literature does not provide enough empirical evidence with regard to the impact of attitudinal factors on job performance of non-executive employees in hotel industry (star hotels) in Kalutara district, Sri Lanka. Therefore, this study empirically investigated three attitudinal variables, which could influence on the job performance of the non-executive employees in the hotel industry. The data were collected from a stratified randomly selected sample of 100 non -executive employees in the hotel industry (star hotels) in Kalutara district Sri Lanka by administrating a structured questionnaire, which consisted of 61 questions/statements with 5 points scale. The data analyses included Correlation, Multiple Regression and Simple Regression analyses. According to the findings of the study, job satisfaction and organizational commitment were correlated with job performance of non-executive employees but job involvement was not correlated with job performance of non-executive employees in this sector. There was an impact of job satisfaction and organizational commitment on job performance of non-executive employees but job involvement was not impact on job performance of non-executive employees in hotel industry in Kalutara district, Sri Lanka. Especially job satisfaction and organizational commitment should be considered to enhance the performance of non-executive employees in this industry as an attitudinal factors. Based on the findings valuable suggestions were provided to the managements of hotel industry in Kalutara district Sri Lanka to achieve sustainable competitive advantage through people.