Commerce and Management
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Item Impact of Big Five Personality Factors on Career Success: A Study Based on Staff-level Employees in A Leading Apparel Firm in Sri Lanka(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka, 2020) Kariyawasam, J. D.; Welmilla, I.Success and failure of any organization mostly depend on the people and their behaviors. Most of the employees are more concerned about their career success in the apparel sector. Past researchers explained that career success two different viewed such as objectively (extrinsic) and subjectively (intrinsic). The present study attempted to investigate the impact of big five personality factors on employee’s career success, and it limits its investigation into a selected apparel firm in Srilanka. A questionnaire survey was conducted to gather data from staff-level employees of a leading apparel firm in Sri Lanka. There were 120 responses were obtained. The correlation and regression analysis were used in analyzing data. The results of the study indicated that all big five factors were a significant relationship with career success. Further, all big five factors, except neuroticism, have a positive impact on career success. Neuroticism has a significant negative impact on career success. Hence, this study provides better understandings and the results for the big five personality factors that affect an employee’s career success in a leading apparel firm in Sri Lanka.Item Facets of Gender Stereotypes Change: A Systematic Literature Review(Faculty of Commerce and Management Studies, University of Kelaniya., 2023) Priyashantha, K. G.; De Alwis, A. C.; Welmilla, I.This systematic literature review paper highlights the definitions, dimensions, and various outcomes associated with the changing gender stereotypes. Using PRISMA article selection guidelines, Sixty articles were selected that were published during the 1970-2020 period in Scopus and LENS.ORG databases. The results found that the definition of people’s attitudes towards adopting the culturally defined social role of the opposite biological sex is ideal for being globally applied. The most used dimensions found in studies are agency and communion. Depending on the surface nature of gender stereotypes change outcomes found, only a few outcomes are favorable to the economy. There are more negative related outcomes in the family, work, and health clusters. It implies that future research needs to consider overcoming these adverse outcomes. Besides, a gap was identified in gender stereotype change in the technology landscape, and future research needs more focus on these areas. Moreover, the definitions, dimensions, and consequences synthesized in this paper provide insights to build an extended theoretical foundation for gender research in the future. This study had a limited number of articles inclusion because only two databases were selected for article retrieval.Item Work-Life Balance of Women Academics in Sri Lanka- The moderating effect of Individualism vs. Collectivism(Faculty of Commerce and Management Studies, University of Kelaniya., 2022) Welmilla, I.; Semasinghe, D.M.This study aimed to investigate the relationship between work-family demands with work-life balance (WLB) and the moderating effect of individualism vs. collectivism on the identified relationship of women academics. Nowadays, the education sector in Sri Lanka is required to achieve the global demands and expectations of the new world. Consequently, the Sri Lankan higher education sector is continuously upgrading. Thus, women holding academic positions require attributes of intelligence, knowledge, and skills. Still, women in academics enjoy less freedom in family life relative to their men counterparts. This study is among the first attempts to explore the moderating effect of Individualism vs. Collectivism on the phenomenon of WLB among women academics in Sri Lanka. Focusing on WLB in the academic profession, this study has used the quantitative method to explore the relationship between work-family demand and WLB of culturally diverse women academics. A questionnaire survey was used to collect data from a total of 801 university lecturers in Sri Lankan state universities. The result of Structural Equation Modeling (SEM) indicated that work-family demands are negatively associated with WLB, and the cultural value of individualism vs. collectivism (IC) is observed that significantly moderate the relationship between work-family demands with WLB. These typical working and living conditions of women academics make it interesting and informative to understand their WLB and how the IC culture value influences their WLB. Moreover, this study supports understanding the perception-centred approach characterizing WLB research.Item Gender Stereotypes Changes and Changing Gender Role Behaviors: A Theoretical Perspective(Faculty of Commerce and Management Studies, University of Kelaniya., 2022) Priyashantha, K. G.; De Alwis, A. C.; Welmilla, I.Many scholars have used social role theory to examine gender stereotypes and changes in gender stereotypes. However, it falls short of having the same explanatory power as persons who engage in gradual cognitive processes that alter gender stereotypes and gender role behaviors. In this perspective paper, we argue that the theory of planned behavior can be used to explain the step-by-step cognitive processes of changing gender stereotypes and changing gender role behaviors. It can further be used to examine whether gender stereotypes have changed. The context we selected for this task is. We used two perspectives in this task and examined Sri Lanka as the context for analysis. In the first perspective, we argue that Attitudes, Subjective Norms, and Perceived Behavioral Control influence the Intentions for Changing Gender Role Behaviors. In the second perspective, we argue that Intentions and Facilitative Conditions for Changing Gender Role Behaviors influence the Changing Gender Role Behaviors. Moreover, each perspective provides directions for future research and implications for the theory.Item THE IMPACT OF GRAPEVINE COMMUNICATION ON JOB ENGAGEMENT OF THE ACADEMIC STAFF OF THE NATIONAL COLLEGES OF EDUCATION: INCORPORATING WORK STRESS AS THE POTENTIAL MEDIATOR(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2025) Madhura, P.; Welmilla, I.This study investigates the impact of grapevine communication on job engagement among academic staff at the National Colleges of Education in Sri Lanka, specifically focusing on the mediating role of work stress. The research is grounded in Uncertainty Reduction Theory which suggests that individuals actively seek information to reduce uncertainty and improve their understanding of individuals and situations. A quantitative research approach, using a survey design, was employed to collect data from a sample of 225 academic staff members. The findings reveal a significant positive impact of grapevine communication on job engagement. Additionally, a significant negative impact of grapevine communication on work stress was observed, suggesting that effective grapevine communication can reduce work stress. Furthermore, a negative impact of work stress on job engagement was also found. The study explores the mediating effect of work stress on the impact of grapevine communication on job engagement which reveals the result of partial mediation effect of work stress. This research supports Uncertainty Reduction Theory by illustrating how grapevine communication can reduce uncertainty and boost job engagement. While the findings provide valuable insights, future research could explore this topic further by employing a longitudinal design, integrating qualitative methods, and studying a broader range of organisational contexts.Item IMPACT OF EMPLOYEE RECOGNITION ON EMPLOYEE ENGAGEMENT WITH MEDIATING EFFECT OF INTRINSIC MOTIVATION: A STUDY OF MARKETING STAFF AT XYZ FINANACE COMPANY IN SRI LANKA(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2025) Devindi, M. P. H. T.; Welmilla, I.The purpose of this study was to examine the impact of employee recognition on employee engagement with mediating effect of intrinsic motivation among marketing Staff at XYZ Finance Company in Sri Lanka. This study employed a quantitative research approach with a cross-sectional survey design to examine the impact of employee recognition on employee engagement, with intrinsic motivation as a mediating factor. The target population consisted of marketing staff at XYZ Finance Company in Sri Lanka, totaling 180 employees. Using Morgan’s sample size table, a sample of 123 employees was selected through a proportionately stratified sampling, followed by simple random sampling to ensure equal representation. For data analysis, reliability analysis, correlation, and ANOVA were conducted to examine relationships between variables. Hayes' PROCESS macro was used for mediation analysis to assess the indirect effect of intrinsic motivation on the relationship between employee recognition and engagement. The study revealed that employee recognition significantly impacts employee engagement and intrinsic motivation partially mediates this relationship, with a significant indirect effect. As a recommendation, organizations should identify ways to motivate employees, which in turn boosts engagement. Practical implications emphasize the need for organizations to design tailored recognition programs that meet employees' intrinsic and extrinsic needs to enhance retention and performance. This study contributes to the limited literature on employee engagement strategies within Sri Lanka's finance industry, with recommendations for expanding research into diverse sectors and generations to validate and extend the findings.Item IMPACT OF WORK ENVIRONMENT ON EMPLOYEE INTENTION TO RETENTION WITH MEDIATION EFFECT OF EMPLOYEE COMMITMENT [EVIDENCE FROM A SELECTED PRIVATE HOSPITAL IN COLOMBO DISTRICT](Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2025) Dharmasiri, M. D. N. D.; Welmilla, I.The most precious resources of an organization are the employees, who are considered the lifeblood of an organization, and it is important to retain these employees. The main purpose of this study was to identify whether the work environment impacts on the employees’ intention to retention with mediation effect of employee commitment in a selected private sector hospital in the Colombo district, Sri Lanka. This study was conducted as a cross-sectional field study with a sample of fifty-four (54) employees in the selected private sector hospital in the Colombo district, Sri Lanka. Primary data were collected through a standard questionnaire administrated via a google form in an online survey. The collected data were analyzed with the support of the Statistical Package for Social Sciences (SPSS) employing correlation, regression, and descriptive statistics. In this study, the work environment is the independent variable, employee intention to retention acts as the dependent variable and employee commitment serves as the mediator. The findings revealed a positive impact of work environment on employee intention to retention, and employee commitment significantly mediates the relationship between work environment and employee intention to retention. Furthermore, this study encourages organizational management to take necessary actions to maintain a better work environment with support of supervisors and peers. This can lead to more productive, effective and engaged employees, while also reducing high absenteeism and turnover rates within the organization. However, the study was limited only to one private sector hospital in the Colombo district Sri Lanka. Therefore, the current study recommended that future research be conducted across organizations in Sri Lanka to obtain more comprehensive and generalizable results.Item IMPACT OF WORKPLACE HARASSMENT ON EMPLOYEE TURNOVER INTENTION WITH MEDIATION EFFECT ON MENTAL STRESS; A STUDY OF PRODUCTION LEVEL EMPLOYEES IN ABC COMPANY IN SRI LANKA(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2025) Sewwandi, W. M.; Welmilla, I.This research examines the relationship between workplace harassment and employee turnover intention with mental stress as a moderate variable. In quantitative cross-sectional study, the current study investigates how different types of workplace harassment that include verbal abuse, bullying, sexual and racial harassment and discrimination affect employees’ turnover intention. Quantitative data gathered from 107 respondents in the production-line of a bakery firm in Sri Lanka were subjected to descriptive analysis, correlation, regression, and mediation tests. The research evidence shows that workplace harassment influences mental stress and turnover intention, with mental stress serving as a moderation factor. The study emphasizes the need for intervention programs that focus on minimizing workplace harassment and fostering a healthy organizational climate to increase employee retention and promote positive health. The research provides insightful findings, yet it contains specific limitations in its analysis. The study examines only one firm within a specific industry sector which restricts how well its results transfer between different industrial settings. The study utilizes a cross-sectional design as its approach thus it prevents researchers from creating connections between variables across different time periods. Research needs to conduct long-term investigations through time-spanning studies to better grasp harassment effects on employees in their workplace environment. Enhancing the study by including workers from different industries along with diverse groups of employees would increase their overall reliability. A thorough investigation of workplace harassment requires exploring extra moderating factors and mediating variables that include organizational culture and leadership styles alongside employee coping methods to understand better these effects on outcomes.Item 24 IMPACT OF THE WORKPLACE DIVERSITY ON EMPLOYEE PERFORMANCE OF MIDDLE-LEVEL EMPLOYEES IN SELECTED CONSTRUCTION COMPANY IN SRI LANKA(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2025) Amarasinghe, A.T.N.; Welmilla, I.In today’s business world, workplace diversity is considered as one of the much-debated topics. Diversity is viewed as an all-inclusive strategy to enhance employee performance and improve an organization’s reputation. Workplace diversity is a multi-faceted concept that will continue to evolve as more industries move toward a global marketplace. Therefore, the purpose of this research is to study the impact of the workplace diversity on employee performance, conducted in a selected construction company in Sri Lanka. The construction sector is recognized as an emerging sector in Sri Lanka, and this sector is well known as an under-researched area. This study is significant as such research projects have been sparse in the Sri Lankan context and this research aims to fill that gap. The analysis was mainly based on 103 middle level employees from the company selected through convenience sampling. Primary data were collected using a self-administrated questionnaire and analyzed through a deductive approach. The results obtained through regression analysis indicated that workplace diversity has a positive impact on employee performance. The researcher identified few limitations of this research. Time constraint was one of the problems. Respondents tend to be biased in answering the questionnaire provided by the researcher because the respondents were chosen from a single company. In conclusion, when management in the construction sector makes decisions regarding employee performance, they should consider not only the workplace diversity but also, other factors that can affect employees.Item THE IMPACT OF OCCUPATIONAL HEALTH AND SAFETY PRACTICES ON EMPLOYEE PERFORMANCE OF OPERATIONAL LEVEL EMPLOYEES IN SELECTED GARMENT MANUFACTURING COMPANY(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2025) Madhubhashini, A.H.T.N.; Welmilla, I.The study explores how the adoption of Occupational Health and Safety practices affects the performance of employees in the garment manufacturing industry, with particular emphasis on operational-level employees in ABC Garments (Pvt) Ltd. Three key dimensions of OHS practices were identified: safety training programs, advanced safety technology, and safety clothing and equipment. The sample consists of 234 employees who participated in this study through structured questionnaires, which analyzed using descriptive statistics, correlation, and regression methods. These results show that the OHS practices in the workplace would significantly relate to employee performance. The three dimensions, safety clothes and equipment, presented the highest positive impact; advanced safety technology has a lesser effect, while safety training programs showed weaker and an insignificant contribution. The study provides how OHS practices improve workplace safety, employee productivity, and job satisfaction. It underlines the need for management to invest in protective equipment and advanced safety technologies to create a conducive environment that ensures employee well-being and performance. Policymakers are also encouraged to establish regulatory frameworks that balance the integration of training, equipment, and technology. The study is limited to operational-level employees in a single garment manufacturing company, which restricts its generalizability to other job grades or industries. Future research should explore OHS practices across different organizational levels, industries, and regions and incorporate mediators and moderators such as leadership and organizational culture to provide deeper insights. By addressing these gaps, the research offers actionable recommendations for creating safer, more productive workplaces, emphasizing the critical role of balanced OHS programs in enhancing employee performance and organizational success.