Commerce and Management

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Subject: search.filters.subject.Intention to Stay

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    THE IMPACT OF PERCEIVED ORGANIZATIONAL CULTURE AND WORK-LIFE BALANCE ON INTENTION TO STAY – A STUDY OF EXECUTIVE-LEVEL EMPLOYEES IN ABC PRIVATE LIMITED
    (Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2025) Hansanee, H.M.K.; Wijewantha P.
    The purpose of this research is to examine the impact of perceived organizational culture and work-life balance on the intention to stay of executive-level employees. Additionally, this study aims to fill the knowledge gap by investigating the relationship between these variables in the Sri Lankan corporate context. There is a lack of research related to the impact of perceived organizational culture and work-life balance on intention to stay of executive level employees of manufacturing sector in Sri Lanka. This study intends to contribute to filling the theoretical and empirical gap in existing literature. This study explores these relationships by analyzing how perceived organizational culture and work-life balance impact retention among executives at ABC Private Limited. The research follows a deductive approach, as hypotheses were developed based on existing theories and tested empirically. Hence this was a quantitative and cross-sectional study which was based on an organization in the manufacturing sector. Data was collected through a structured questionnaire using a convenience sampling technique. The study's population comprised executive-level employees, with a sample size of 108. Statistical analysis was performed using SPSS version 23.0, using descriptive and inferential statistics, including correlation and regression analysis. The results indicate that perceived organizational culture and work-life balance have a significant positive relationship with the intention to stay. These findings contribute to the existing body of knowledge by providing insights into factors influencing executive-level employee retention in Sri Lanka, offering practical implications for HR strategies aimed at improving workforce stability.
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    The Impact of Job Related Antecedents on Employees' Intention to Stay of Operational Level Employees in Aegis Services Lanka (Pvt) Limited
    (Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, 2015) Alwis, K.A.M.H.; Mohan, D.U.
    This research is an attempt to examine the impact of job related antecedents and intention to stay among operational level employees in Business Processes Outsourcing industry, which is a continuous challenge for BPO companies in Sri Lanka. In this study three main HR practices namely training and career development, compensation and benefits and performance appraisal and job stress and work environment have been selected as job related antecedents, under independent variable and evaluate the effect of these antecedents on operational level employees' intention to stay in the current employment. The objectives of the study include identifying the impact of intention to stay with training and career development, compensation and benefits, performance appraisal, job stress and work environment. Five hypotheses were formulated in this research. The data was collected from a randomly selected sample of 80 operational level employees in a BPO company, Sri Lanka. A structured questionnaire was administered to collect data. Data were analyzed using SPSS. The results of the study revealed that there is a positive and significant correlation between training and career development, compensation and performance appraisal with intention to stay while the relationship between job stress and intention to stay was an adverse relationship. Additionally the results revealed that a positive relationship between employees’ intention to stay and work environment though the relationship was insignificant. It is hoped that the findings of this study will help managers to implement these practices so that their employees remain working with them and maximize the employees’ intention to stay.