Commerce and Management
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Item THE IMPACT OF REMOTE WORKING ON EMPLOYEE SATISFACTION: THE MEDIATING ROLE OF ORGANIZATIONAL SUPPORT - AN EMPIRICAL STUDY OF EXECUTIVE-LEVEL EMPLOYEES IN A LEADING IT ORGANIZATION(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2025) Abeywickrama, I. T.; De Alwis, A.C.This study examines the relationship between remote working and employee satisfaction, with a specific focus on the mediating role of organizational support. The research aims to assess how organizational policies, procedures, and support mechanisms influence employee satisfaction in remote work settings. A cross-sectional quantitative research approach was adopted to investigate this relationship.The study focused on a leading IT organization, selecting 145 executive-level employees as the sample. Data were collected through a structured questionnaire, employing a simple random sampling technique to ensure representativeness. Statistical analyses, including correlation analysis and regression analysis, were conducted using SPSS to evaluate the direct impact of remote working on employee satisfaction and the mediating effect of organizational support.Findings indicate that remote working has a significant positive impact on employee satisfaction. Additionally, organizational support plays a crucial mediating role, reinforcing the relationship between remote working and employee satisfaction. The results highlight the importance of structured organizational interventions to enhance the effectiveness of remote work arrangements.The study concludes that organizations must develop comprehensive remote work policies and support mechanisms to maximize employee satisfaction and productivity. This research contributes to theory by extending the understanding of remote work and employee satisfaction through the lens of organizational support.In terms of practical implications, the findings provide valuable insights for business leaders, HR professionals, and policymakers in designing policies that enhance remote work experiences while maintaining employee well-being. However, the study is limited to a single IT organization, which may restrict generalizability to other industries or employee levels. Future research could explore a broader range of industries and conduct longitudinal studies to assess the long-term effects of remote work on employee satisfaction and organizational commitment.Item FACTORS AFFECTING INTENTION TO MIGRATE OF EXECUTIVES IN THE APPAREL INDUSTRY IN SRI LANKA(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2025) De Silva, H.P.D.T.; Gamage, P. N.Earnings from exports and the provision of employment opportunities make the apparel industry in Sri Lanka one of the most important industries in terms of its contribution to the nation’s economy. Still, the percentage of executives willing to migrate has been on the rise due to economic, workload and even career-oriented factors. This study aims to investigate the underlying factors that lead to the willingness to migrate among executives in the apparel sector of Sri Lanka. A quantitative and cross-sectional sample survey was used, and a questionnaire was sent to 165 executives of the organizations. The results were analyzed employing SPSS to compute correlation and regression analysis. The analysis revealed that migration intentions had a significant relationship with job satisfaction, organizational culture, organizational support, career development, compensation, economic conditions and political instability. Research results show that attention needs to be paid to intervention measures that prevent migration, including developing a good organization of the political and economic problems and developing more career opportunities. This research can also serve as a useful contribution for policymakers and industry owners on how best to devise policies designed to deal with migration determinants to improve executive retention and ensure the competitiveness and expansion of the sector.Item Determinants of Work Family Conflicts of Duel Career Married Couples in Sri Lanka(5th HRM Student Research Symposium 2018, Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka, 2018) Rathnayaka, U. A. D. T. D.; De Silva, G. H. B. A.The main purpose of this study is to identify the key factors determining the work family conflicts and the level of impact of them on work family conflicts of duel career married couples in Sri Lanka,. The factors to determine this level of relationship had been identified in line with several research objectives derived from previous literature on personality factors, Spousal Support and Organizational Support. The hypotheses of the study suggested a linear positive relationship of organizational support (IV) on work family conflict (DV) whilst the spousal support (MV) moderated the relationship despite the personality attribute of each individual. However, it has been assumed that the personality factor (CV) controls the relationship of IV, DV, and MV and vice versa. For this descriptive study primary data were collected through a structured questionnaire. 83 valid responses were considered for the final analysis. The causality was tested using the Pearson correlation tests, and the level of impact of all the relationship had been tested using chi-square test, logistic regression test including the controlling impact analysis. Findings revealed that Organizational support, Spousal support and the Personality type of the respondents are major determinants of work-life conflicts and have significant impact on work-life conflicts among duel career married couples in Sri Lanka.