Commerce and Management

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Author: search.filters.author.Welmilla, I.Subject: search.filters.subject.Employee Retention

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    Effect of Employee Welfare Facilities on Employee Retention: A Study of Cabin Crew Employees in Sri Lankan Airlines
    (Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka, 2017) Harshani, M. D. R.; Welmilla, I.
    The employee welfare facilities are recognized as one of a prominent Human Resource Management section in current world. This study is to discuss the effect of employee welfare facilities on cabin crew employee retention in Sri Lankan Airlines. The main objective of the study was to examine the effect of Employee Welfare Benefits to the Retention of the Employees among Cabin Crew Employees in Sri Lankan Airlines. To achieve this objective two hypotheses were developed and tested. The independent variable and the dependent variable of the study was welfare facilities and employee retention respectively. The validity and reliability of the instruments was tested by using Cronbach’s Alpha and test-retest methods. The type of this study is hypothesis testing and it was conducted in the natural setting with less interference of the researcher. The study is a cross-sectional in time and the primary data was collected by using random sampling technique and sample size was 40 cabin crew employees who are working in Sri Lankan Airlines. The unit analysis was at individual level. Data was collected through a structured questionnaire. The offline method was used to gather the data and the primary data set was used. The correlation and regressions methods were performed to test hypotheses and analyzed data. Findings of the study reveal that employee welfare facilities positively and significantly effect on employee retention and there is a positive strong relationship between employee welfare facilities and employee retention. As a significant factor, welfare facilities should be enriched by the management to get the maximum benefits from the employees.
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    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.