Commerce and Management

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    Enhancing IT Graduates’ Employability Skills for Surviving in New Normal: Perspective of IT Professionals
    (Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2022) Samarasinghe, H. M. U. S. R.; Kumarapperuma, C. U.; Rathanayke, R. M. N. M.; Karunarathne, K. N. P.
    This research focused on how Information Technology (IT) Higher Education Institutes (HEIs) contribute to equip IT graduate employability, from the perspective of IT industry experts in Sri Lanka. The research further identifies the mismatches between IT HEIs’ contributions to equip IT graduate employability and the industry demands after COVID 19 in Sri Lanka. Thirteen semi structured interviews were conducted via zoom platform with the industry experts representing major IT companies in Sri Lanka. The interview protocol was designed to get the expert opinion about the contribution which HEIs can make to equip future graduates with necessary employability skills in general and specifically in the new normal. According to key findings of the study, providing opportunities for industrial experience, sharing technical and practical knowledge, up-to-date syllabus, firm foundation of knowledge, trainings on online platforms and tools, developing soft skills and remote working skills of graduates such as trustworthiness, minimum supervision, stress management, self-driven, attitude, team spirit, ability to take challenges and responsibilities were identified as the areas in which HEIs could contribute towards creating smart IT graduates with a digital presence ready to be employed in new normal. The outcome of this study will strengthen HEIs with necessary requirements to upgrade their IT education quality and quantity wise as then graduates can meet industry expectations for better employability.
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    Determinants of Retention of Psychological Contract of IT Professionals in Sri Lanka
    (Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, 2015) Silva, S.A.I.; Weerasinghe, T.D.
    Job hopping of employees has become a tremendous issue in IT firms across the world. Literature reveals that the average period of an IT professional remains in a company is around two years. Further, Literature stated that this issue has arisen because many of the IT firms have failed to retain the psychological contract of IT professionals which is formed at the recruitment and the socialization stages successfully. Building a positive psychological contract at the recruitment stage is not enough to retain the talent in the current business environment. It is vital to retain the psychological contract. The purpose of this study was to identify the determinants of psychological contract retention in the domain of IT professionals in Sri Lanka. This is a cross sectional field study which was carried out among a sample of 80 IT professionals. Convenience sampling was applied to select the sample. A self-administered, standard questionnaire was used to collect data. Exploratory Factor Analysis (EFA) was performed to identify the determinants of psychological contract retention with the aid of SPSS. KMO statistics was used to determine the sampling adequacy while factor loading values and extraction sums of squared loadings (cumulative) values were used to draw the conclusion about significant determinants. The results of the current exploratory study revealed that work atmosphere is the most prominent factor which contributes to retain the psychological contract of IT professionals. Further, stimulating job, task description, autonomy, salary satisfaction were found to be significant determinants of psychological contract retention. Job security, intra-organizational mobility, and work life balance & career development were found to be insignificant in retaining the psychological contract of IT professionals in the Sri Lanka. Thus, it is recommended to pay a serious attention to create and maintain a proper work atmosphere through possible policies, procedures and systems in IT firms to retain a sound psychological contract within employees which is to be created at the beginning of once employment.