Commerce and Management
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Item Employee’s Job Satisfaction with Computer Mediated Communication System(Department of Marketing Management, University of Kelaniya, Sri Lanka., 2021) Gunawardana, T. S. L. W.; Sirimanna, U. I.To fill the gaps in the computer mediated communication literature and provide useful information on interpersonal relationships within an organization, this study aims to investigate how computer mediated communication (CMC) system have impacted on employee’s job satisfaction of Ceylon Electricity Board, Sri Lanka. An empirical research was conducted to test the hypothesized relationships based on a conceptual framework developed through a comprehensive literature review on CMC and job satisfaction. Through a literature support this model consisted of three independent variables (i.e., electronic mails, instant messaging and computerized maintenance management) in computer mediated communication system and a dependent variable which is job satisfaction. The sample of the study consisted of 100 respondents representing executive and medium level technical service (MLTS) staff of the transmission division of Ceylon Electricity Board in Sri Lanka. Self-administered questionnaire and the web-based questionnaire was used to collect primary data. The data were analyzed with Partial Least Squares path modeling (PLS) to test the hypotheses of the study. The research findings indicated that computerized maintenance management is the most significant factor impacting on the employees’ job satisfaction. Moreover, it also identified that there is a positive and statistically significant impact of instant messaging and electronic mails on employees’ job satisfaction. The results provide valuable input regarding the instant messaging and job satisfaction. Therefore, managers should have to pay their more and more attention in order to improve instant messaging as one of the communication media in an organization. In this research considered only three CMC dimensions which influence the job satisfaction. But there are more CMC dimensions used as organizational communication in future studies.Item Happiness at Work: Case of Apparel Industry in Sri Lanka(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2022) Silva, O.; Siriwardhane, D.; Hettiarachchi, A.The objectives of the study were to; examine the differences in happiness at work among white-collar and blue-collar workers in the apparel industry and to explore the main contributing organizational level factors to happiness at work. Following the case study method, a sample of blue and white-collar employees, selected from a large organization in the apparel industry were used to collect data. A structured questionnaire was used to collect data related to happiness and its determinants. Both ANOVA and ANCOVA models together with qualitative analysis were used to analyze data. It was found that blue-collar workers are happier at work than white-collar workers. Furthermore, it was discovered that job inspiration and work-life quality are the most significant contributors to the happiness of blue-collar employees; job inspiration, leadership, and work quality contribute to the happiness of white-collar employees.Item Impact of Welfare Facilities on Job Satisfaction of the Non- Executive Employees of XYZ Company in Sri Lanka(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2021) Shiroma, J. A. N.; Jayatilake, L. V. K.The aim of this study is assessing the effect of welfare facilities to job satisfaction of the Non-Executives Level employees in XYZ Company in Sri Lanka. Their job satisfaction is depended on many factors. Among the factor’s welfare facilities are important. This study as a part of investigates the effect of welfare facilities on the job satisfaction of Non-Executives Level employees in XYZ Company in Sri Lanka. The sample consists of 100 Non-Executive Level in the XYZ Company of Sri Lanka. The data collection was done by using a self-administrated structure questionnaire. The results indicated that medical facilities, canteen facilities, loan facilities and housing facilities variables were positively and significantly correlated with job satisfaction variable. This study provides good evidence to take idea on their effectiveness of welfare facilities and take idea about whether employees are satisfied or not. Furthermore, the study of job satisfaction level of Non-Executives Level employees in XYZ Company the result will become the good measurement to an organization and make awareness about providing, enhancing welfare facilities to their employees. According to some of the previous studies, top level management pay little attention on this area of providing welfare facilities. That may be happened, due to unawareness about advantages of providing welfare facilities to employees. So, this study focused to find out impact of welfare facilities on job satisfaction and nature of perception of Non-Executives employees about their welfare facilities. This is an attempt to bridge the gap in the Sri Lankan empirical knowledge of the empirical factors of the job satisfaction of Non- Executives employees from their perception. Findings of this study can be used to enhance the job satisfaction employees who are working in other industries.Item Factors Affecting Employee Turnover Intention among Non- Managerial Employees in Selected Financial Companies in Colombo District(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka, 2019) Wijebandara, H. M. M. A.; Malalage, G. S.; Fernando, W. R. P. K.Human capital is a dominant element of today's’ business world. Nowadays, Employee turnover is one of those who are one of the problematic issues in business. The intention to leave has received tremendous attention and significance from top management, human resource professionals and other industrial psychologists. It has proven to be one of the most costly and difficult human resource challenges faced globally by different organizations. The main purpose of this research was to discover the real causes behind the turnover and its harmful effects on the productivity of many industries, especially financial companies. The study had studied many sources related to the non-banking financial company sector in Sri Lanka and observed the causes for turnover. This study aimed to discover the reasons for turnover and factors affecting turnover intention among non-managerial employees. Using simple random sampling technique, the sample of the study was 150 non-managerial employees who are working in those financial companies located in Colombo district. Sample collected represent 50% of the total population. Findings showed that the employee turnover intention has a significant relationship with the variables of job satisfaction & supervisor support, but it had an insignificant relationship with salary and the other benefits and organizational culture. Whereas, the major contributor to turnover intention was job satisfaction.Item Job Satisfaction and Intention to Leave: A Study of Financial and Internal Audit Executive Staff of Public Universities in Sri Lanka(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka, 2018) Kothalawala, C. G.; Samarakoon, S. M. A. K.This study aims to measure the relationship between job satisfaction and intention to leave among the Financial and Internal Auditing Executive officers in the Public-Sector Universities in Sri Lanka. The objectives of the study are; to measure the level of job satisfaction of financial and Internal Executive Officers in the Public Sector Universities in Sri Lanka, identify the factors affecting the level of job satisfaction of financial and Internal Executive Officers in the Public Sector Universities in Sri Lanka and examine the influence of the level of job satisfaction of Financial and Internal Executive Officers in the Public Sector Universities in Sri Lanka on their intention to leave. Two models were used to measure the influence of variables; Model A assessed the relationship between the selected job-related factors and the level of job satisfaction. Model B measured the relationship between job satisfaction and intention to leave. Data were analyzed using descriptive and inferential (correlation, multiple regression analysis) statistics. One hundred and thirty executive staff members were selected through Proportionate Stratified Random sampling method from the public-sector universities in Sri Lanka. Questionnaires were administered to gather data and 128 questionnaires were received. Five job related factors; salary, promotion, training and development, relationships with co-workers and working conditions were selected for the study. The study’s findings show that there is a negative relationship between job satisfaction and intention to leave among the Financial and Internal Auditing Executive officers. Three factors; salary, relationship with co-workers and working conditions have shown a significant positive effect on the job satisfaction. Eexistence of negative relationship between job satisfaction and intention to leave from the organization will give signal for the authorities of higher education to consider that if the satisfaction is lower then there is a possibility of leaving from the organization.Item IMPACT OF DIGITAL LEADERSHIP SKILLS ON EMPLOYEE’S PSYCHOLOGICAL WELLBEING: A STUDY OF EMPLOYEES IN APPAREL INDUSTRY, COLOMBO DISTRICT, SRI LANKA(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2025) Sadhana, J.; Ranasinghe, V.R.In times of rapid digital transformation, fast development, and technological growth, more and more organizations rely on digital leadership to help navigate the complexity of modern-day workplaces and ensure employees' psychological well-being. The purpose of this study is to identify the relationship between digital leadership skills and employee’s psychological well-being. This study investigates the impact of digital leadership skills on employees' psychological well-being within the apparel industry in Colombo, Sri Lanka. This research is deductive. This research was conducted using a survey research strategy and quantitative research method. The sample size was 392, data collection was done through a self-administered questionnaire and convenience sampling technique. A Google form was created and distributed to collect data. The number of employees who responded was 310 among 392 employees. Statistical Package for Social Science (SPSS) version 23.0 was used as a tool for data analysis and both descriptive and inferential statistics, namely correlation and regression were used to analyze data. The results indicate that digital leadership skills have a positive relationship with employee’s psychological well-being.Item THE IMPACT OF EMPLOYER BRANDING ON EMPLOYEE RETENTION WITH THE MEDIATOR IMPACT OF JOB SATISFACTION IN THE INSURANCE SECTOR IN SRI LANKA(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2025) Arampath A.M.H.M.; Janadari M. P. N.The prime objective of the research is to find out the impact of employer branding on employee retention in the Sri Lankan insurance industry. Using primary data, identifies the factors that make employees more attractive, and identifies the mediating effect of job satisfaction on the impact of employer branding on employee retention. This study was conducted among a sample of 306 individual employees in ABC and XYZ insurance companies. Simple random sampling was used to select the sample whereas Morgan table was used to determine the sample size. Primary data were collected by adopted standard measurement scales via questionnaire. Data analysis was done with the support of SPSS, version 23.0 employing correlation, regression and descriptive statistics. Based on this findings insurance sector’s branding has significant impact on employee retention. Also it was found that there is a mediating effect of job satisfaction in between employer branding and employee retention. Accordingly, it is recommended to managers that employees can be retained in the organization by enhancing the employer branding.Item FACTORS AFFECTING TO RETENTION OF OPERATIONAL LEVEL EMPLOYEES IN APPAREL INDUSTRY IN SRI LANKA(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2025) Jayamanna M. K. T.; Gunasekara V. M.Employee retention is a critical concern in Sri Lanka's apparel industry, particularly for operational-level employees who play a vital role in production processes. This study investigates factors influencing employee retention at Hirdaramani Knit-Eheliyagoda, focusing on five key variables co-worker relationships, work environment, remuneration, job satisfaction, and supervisor support. A quantitative research method was used, involving 100 respondents chosen from 585 employees working at the operational level. Data were gathered using a standard questionnaire and analyzed with SPSS software, using simple statistics, looking for relationships, and testing ideas. The results show that the work environment, support from supervisors, and job satisfaction have a significant impact on employee retention. On the other hand, pay and relationships with co-workers matter less. These points show that having a supportive workplace, good leaders, and chances for job satisfaction are important for employee retention. The study suggests practical implications for clothing companies to keep their employees from leaving, which helps create a more reliable team and better overall performance for the company.Item IMPACT OF MACHINE OPERATORS’ EMOTIONAL INTELLIGENCE ON JOB SATISFACTION AT MICHELIN LANKA (PVT) LTD(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2025) Senarathna, B.D.K.G.; De Silva, G.H.B.A.This study examines the impact of emotional intelligence on job satisfaction among machine operators at Michelin Lanka (PVT) Ltd, a labor-intensive tire manufacturing company. Given the industry's reliance on human resources, employee satisfaction is crucial for productivity and operational success. However, low job satisfaction among machine operators has been observed, necessitating an exploration of emotional intelligence as a contributing factor. A quantitative research design was employed, using a self-administered questionnaire based on a five-point Likert scale. The study surveyed 220 machine operators, with 178 valid responses collected via Google Forms. Data were analyzed using SPSS version 23.0, applying descriptive statistics, correlation analysis, and regression analysis to examine the relationship between emotional intelligence and job satisfaction. The findings indicate a significant positive correlation between emotional intelligence and job satisfaction. Employees with higher emotional intelligence, particularly in self-awareness, self-management, social awareness, and relationship management, reported greater job satisfaction. These insights suggest that enhancing emotional intelligence through targeted training and development programs could improve job satisfaction, employee motivation, and overall productivity. The study contributes to the understanding of emotional intelligence in labor-intensive industries, providing practical recommendations for Michelin Lanka’s management to implement strategies that foster emotional intelligence and enhance workforce satisfaction.Item THE IMPACT OF ORGANIZATIONAL CULTURE ON EMPLOYEE TURNOVER INTENTION: EVIDENCE FROM A RUBBER PRODUCT MANUFACTURING COMPANY IN SRI LANKA(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2025) Jayasiri, K.A.H.I.; De Silva, G.H.B.A.This study examines the relationship between organizational culture and employee turnover intention, with a particular focus on the mediating role of job satisfaction among executive employees in a rubber product manufacturing company in Sri Lanka. A quantitative research design was employed, collecting data from 124 executive employees through a structured questionnaire. Regression and mediation analyses were conducted to assess the direct and indirect effects of organizational culture on turnover intention. The findings indicate that clan and adhocracy cultures significantly reduce turnover intention by fostering collaboration, trust, and innovation in the workplace. In contrast, market culture has a moderate negative impact on turnover intention due to its competitive nature, while hierarchy culture exerts the least influence, as its rigid structure may hinder employee satisfaction. The results confirm that organizational culture significantly impacts job satisfaction and turnover intention, with job satisfaction acting as a mediator. The study suggests that fostering supportive and innovation-driven organizational cultures enhances job satisfaction and reduces turnover intention. Practical recommendations include promoting participative decision-making, balancing performance orientation with employee well-being, and incorporating flexibility within structured systems. However, the study's focus on a single organization and its cross-sectional design limit generalizability, highlighting the need for longitudinal and multi-industry research to validate these findings further.