Commerce and Management

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Start date: 2020Subject: search.filters.subject.Employee Engagement

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    THE IMPACT OF STRATEGIC HUMAN RESOURCE PRACTICES ON EMPLOYEE RETENTION: EXAMINING THE MODERATING ROLE OF EMPLOYEE ENGAGEMENT AMONG NON – EXECUTIVE EMPLOYEES IN THE GLOVE MANUFACTURING INDUSTRY OF SRI LANKA’S WESTERN PROVINCE
    (Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2025) Nuwandara, I.P.T.; Ekanayake, E.M.H.L.
    Employee retention is one of the significant topic in today business landscape, as organizations strive to identify the key factors contributing to employee turnover and have to implement effective policies to retain their work pool. These challenges are particularly significant in the glow manufacturing companies in Sri Lanka’s Western Province. Therefore, the intention of this research is to study the impact of the effectiveness of perceived Strategic Human Resource Management practices on employee retention and moderating effect on employee engagement Conducted on the non-executive employees in few glow manufacturing companies in Sri Lanka. In this analysis, 337 considered out of 2600 number of non-executive employees from the few manufacturing companies were taken as a sample. Primary data were collected using a self-administrated questionnaire and analyzed through deductive approach. Correlation analysis indicates strong positive relationships between the variables. The findings reveals that there is positive impact of SHRM practices on employee retention and significantly moderated by the Job engagement because Strategic HRM Practices are significantly correlated with Employee Retention (r=0.633) and Employee Engagement (r=0.852) and Employee Engagement is also strongly associated with Employee Retention (r=0.649). All the correlations are significant at 0.01 level. According to the results obtained through regression and showing higher Strategic HRM Practices with a higher retention level (R=0.633, R 2=0.401, F=223.225). In order to examine the moderating effect of employee engagement, shows a strong positive effect of Employee Engagement on Employee Retention (R=0.649, R2=0.421, F=242.623), with β=0.649. According to the results, model has an even stronger relationship between Employee Engagement and Strategic HRM Practices, R=0.852, R2=0.726, F=882.809, with β=0.852, which also indicates a high contribution. As a conclusion when management of Glove manufacturing industry should have to formulate the performance base pay and incentives for increase their employee retention. Moreover, other the current study found all other independent and moderating variables effect on positively.
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    ASSESSMENT ON THE INFLUENCE OF STRATEGIC COMMUNICATION ON EMPLOYEE ADVOCACY ON SOCIAL MEDIA: A CASE STUDY ON A LEADING CONGLOMERATE IN SRI LANKA
    (Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2025) Peiris, W.S.S.; Rebecca, E.
    The drastic changes in business organizations have today challenged relationships of an organization. As former studies have suggested, at present this has led to the problem of lack of proper employee advocacy where with low level of engagement of employees have worsened the practical context. As a result, an existing requirement to assess the need of strategic communication to promote employee advocacy was identified. This growing trend of need for positive word-of-mouth and employee engagement has been researched by different authors. However, an existing evidence gap was identified to identify how strategic communication promotes employee advocacy through an internal focus of the organizational relationships. Hence, the research study was conducted, as the philosophical stance the positivism was selected, taking a deductive approach, to conduct a quantitative study using simple random sampling technique focusing on the cross-sectional time horizon. As a case-study approach was adopted, as the unit of analysis a leading conglomerate of Sri Lanka was selected. Out of a population of 2100 employees, a sample of 386 participants were selected and an online questionnaire-based data collection was undertaken. From such data has been analyzed taking IBM SPSS Software to derive inferential statistics. According to the findings of the study it has been identified that there is a significant relationship between strategic communication and employee advocacy. As r = 0.681 a significant positive relationship was observed. The study provided recommendations for strategic leaders and managers to develop foresight in promoting employee advocacy with a keen focus on strategic communication which allow the successful creation of positive brand image and enhance engagement, which will ultimately help organizations to achieve its strategic intent.
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    IMPACT OF EMPLOYER BRANDING AND CORPORATE REPUTATION ON ORGANIZATIONAL CITIZENSHIP BEHAVIOR
    (Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2025) Wijesooriya, T.M.N.M.; De Silva, G.H.B.A.
    This study examines how employer branding and corporate reputation influence Organizational Citizenship Behavior (OCB)—voluntary actions that contribute to organizational success. Employees' perceptions of these factors impact engagement, commitment, and discretionary efforts beyond formal job roles. A cross-sectional survey was conducted with 385 corporate employees using a structured questionnaire distributed via digital platforms. Employer branding was assessed based on attractiveness, reputation, benefits, and rewards, while corporate reputation was measured in terms of external recognition and internal alignment. Data analysis using IBM SPSS included reliability tests, correlation, and regression analysis. The findings reveal a strong positive correlation between employer branding, corporate reputation, and OCB. Employees in organizations with strong employer brands and reputations demonstrated higher commitment, initiative, and voluntary workplace behaviors. Regression analysis confirms that employer branding and corporate reputation significantly enhance OCB, reinforcing their strategic role in employee retention and performance. These insights emphasize the need for organizations to strengthen employer branding and corporate reputation to improve job satisfaction, engagement, and workforce stability. However, reliance on a quantitative approach and convenience sampling limits generalizability. Future studies should incorporate qualitative methods, larger samples, and industry-specific analysis. This research provides practical recommendations for HR professionals and business leaders to foster positive work cultures and align corporate reputation with employee expectations for sustainable growth.
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    IMPACT OF ORGANIZATIONAL HEALTH AND SAFETY PRACTICES ON ORGANIZATIONAL COMMITMENT OF NON- MANAGERIAL EMPLOYEES IN A SELECTED APPAREL SECTOR COMPANY IN SRI LANKA
    (Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2025) Senadhilankara W.I.M.; Wijewantha P.
    The aim of this research study is to examine the impact of organizational health and safety practices, specifically management safety practices and job safety, on organizational commitment among non-managerial employees in the apparel sector in Sri Lanka. The study was conducted at an apparel company located in the Katunayake Export Processing Zone, using a structured questionnaire distributed to 240 non-managerial employees. A simple random sampling technique was employed to ensure a representative sample that reflects the diversity in gender, age, educational level, and years of service. The data collected were analyzed using SPSS software, and the study’s findings indicate that management safety practices have a significantly stronger positive impact on organizational commitment compared to job safety. Both management safety practices and job safety are positively correlated with organizational commitment, The results suggest that while safety initiatives are essential in fostering organizational commitment, other factors, such as organizational culture, employee engagement, and job satisfaction, may also influence commitment levels. The study underscores the importance of proactive safety leadership and emphasizes the need for a comprehensive approach that includes not only safety but also elements like communication and employee well-being to enhance organizational commitment. Additionally, the findings contribute to the theoretical understanding of safety management and organizational behavior in developing country contexts, particularly within the apparel sector.
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    IMPACT OF EMPLOYEE ENGAGEMENT ON EMPLOYEE PERFORMANCE IN ABC APPAREL COMPANY
    (Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2025) Kangara, K.M.D.P.K.; Jayasinghe C.
    The objective of this paper is to analyses how employee engagement and Employee Commitment influence employee performance with the mediating effect of employee commitment. The result obtained through quantitative method and regression analysis of the survey data shows a significant positive relationship between employee engagement and performance with beta value of 0.482 (p = 0.000), which underscores the importance of the engagement in boosting the performance and success of businesses. As for any ties with performance, all the components included in this competence positively influence performance data but to a lesser extent in this particular case (beta = 0.149, p = 0.020). The analysis with the moderation interaction term (Employee Engagement x Employee Commitment) as the mediator was significant only marginally (beta = 0.799, p = 0.040). 18 Engagement can be seen to have a positive impact on output jointly with commitment.
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    EXPLORING THE RELATIONSHIP BETWEEN EMPLOYER BRANDING AND EMPLOYEE RETENTION OF STAFF LEVEL EMPLOYEES: THE MEDIATION EFFECT OF EMPLOYEE ENGAGEMENT IN THE APPAREL SECTOR COMPANIES AT KATUNAYAKE EXPORT PROCESSING ZONE, SRI LANKA
    (Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2025) Karunathilaka M.G.M.U.; Rebecca, E.
    Employee retention remains a critical task in Sri Lankan apparel sector, particularly in the Katunayake Export Processing Zone (EPZ). Using employee engagement as a mediator, this study uses a quantitative research design to investigate the link between employer branding and employee retention.126 staff-level employees from three apparel companies in the Katunayake Export Processing Zone (EPZ), Sri Lanka were asked to complete a structured questionnaire with a 5-point Likert scale. Representativeness across subgroups was guaranteed by the stratified random sampling technique.Using SPSS, statistical analyses were conducted to assess the hypotheses, including correlation, regression and mediation analysis. To improve engagement and retention, those findings highlight the necessity of a strong brand and a positive work environment.The examine gives actionable insights for groups to cope with retention challenges, emphasizing the importance of strategic employer branding and fostering engagement. However, the studies are restrained via its attention at the Katunayake EPZ, go-sectional layout, and reliance on self-suggested information.Future studies must explore longitudinal research, extra variables along with management and repayment, and tailor interventions to organizational contexts. The findings function a realistic framework for enhancing employee retention in competitive industries.
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    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.
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    IMPACT OF EMPLOYEE HAPPINESS ON EMPLOYEE PERFORMANCE: EVIDENCE FROM THE APPAREL INDUSTRY IN SRI LANKA
    (Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2025) Abeyrathna, A.L.C.I.; Gamage, P. N.
    This study aims to investigate Employee Happiness's impact (in the form of Job Satisfaction, Employee Engagement, and Affective Organizational Commitment) on the Employee Performance of employees who work in well-reputed apparel sector organizations in Sri Lanka. The study's results provide empirical evidence that the three dimensions and overall Employee happiness significantly positively impact Employee performance. This was conducted as a quantitative and cross-sectional study. Data was collected through a structured questionnaire using a simple random sampling technique. Correlation analysis and simple regression analysis were used to measure the relationship and test the study's advanced hypotheses by using Statistical Package for Social Sciences (SPSS). The analyzed results show a significant positive impact on Employee performance from Job satisfaction, Employee engagement, and Affective organizational commitment separately while ensuring a significantly positive relationship between overall independent and dependent variables. The results indicate that fair perceptions, particularly those derived from Job Satisfaction, Employee Engagement, and Affective Organizational Commitment, are critical in predicting the occurrence of employees’ performance. Therefore, managers should pay high attention to how they reasonably treat their employees because employees’ Happiness will affect the occurrence of their Performance.
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    IMPACT OF PERCEIVED ORGANIZATIONAL SUPPORT ON ORGANIZATIONAL COMMITMENT: A STUDY OF EXECUTIVES IN A LEADING MANUFACTURING COMPANY IN SRI LANKA
    (Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2025) Madhumal, W.A L.S.; Gamage, P. N.
    This research aimed to analyze the impact of Perceived Organizational Support (POS) on Organizational Commitment (OC) of the executive-level employees of a manufacturing firm in Sri Lanka. Today it is important to ensure commitment from employees to enhance organizational performance, especially for manufacturing companies depending on employee commitment in the global economy. Based on SET, the research aims to find out the relationship between employees’ perception of their organization’s support of their commitment, both affective, normative and continuance. From the research, the study found it suitable to adopt a quantitative research method in which the data was collected through self-developed questionnaires administered to 150 randomly selected executive employees of the organization. Three hundred questionnaires were distributed, and one hundred and ten were returned and considered valid. The statistical analysis used in this study was by means of built-in software SPSS for descriptive, correlational and regression analysis. This study establishes the importance of perceived organizational support as a cognitive process of encouraging organizational commitment as a strategic management tool. It is thus clear that by engaging with the support mechanisms to meet the needs of human resources, organizations foster organizational commitment, hence sustainable competitive advantage.
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    IMPACT OF LEADERSHIP, TEAMWORK, AND EMPLOYEE ENGAGEMENT ON EMPLOYEE PERFORMANCE: A STUDY OF A LEADING TIRE MANUFACTURING COMPANY IN SRI LANKA
    (Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2025) Jayalath, A.G.K.H.; Gamage P. N.
    This study explores the influence of leadership, teamwork, and employee engagement on employee performance with a case study set on a leading tire manufacturer in Sri Lanka. In a highly competitive and dynamic manufacturing sector, employee performance is a prime mover of organizational goals. However, there is a major void in the empirical field regarding leadership styles, teamwork dynamics, employee engagement and their influence on performance in the Lankan manufacturing context. The study adopts a quantitative approach to research and sets out to gather primary data through a cross-sectional design. Self-administered questionnaires were distributed to 300 operational and executive-level employees from the production and supply chains that had been selected with the help of a simple random sampling method. The data were analyzed descriptively and with correlation and regression analyses in SPSS software to establish the relationships between the key variables. An attributing factor to effective collaboration, marked by trust, cooperation, and mutual support, increases productivity by creating a certain synergy among workers. Employee engagement too, played a vital role and showed that if workers are engaged, they have higher levels of productivity, dedication, and job satisfaction. This article adds to the theory and methods by pointing to leadership, collaboration, and employee participation as crucial elements to improve employee performance within the Sri Lankan manufacturing sector. It provides practical recommendations for HR professionals and organizational leaders to accomplish strategic plans such as leadership training programs, team-building events, and employee engagement approaches that will force the production of a successful and growing organization.