Commerce and Management
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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.Item IMPACT OF ORGANIZATIONAL CLIMATE ON JOB SATISFACTION OF PRODUCTION EMPLOYEES IN ABC PVT LTD(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2025) Wedagedara, W.B.M.L.; De Silva, G.H.B.A.This study investigates the relationship between organizational climate and job satisfaction among production employees at ABC Pvt Ltd, a key player in Sri Lanka’s manufacturing sector. Addressing a gap in existing research, this study examines how leadership style, rewards and recognition, and the physical work environment influence job satisfaction in a Sri Lankan context—an area that has been widely studied in Western settings but remains underexplored in local manufacturing industries. A quantitative, cross-sectional research design was employed, with data collected through self-administered questionnaires distributed to 108 production employees. The collected data were analyzed using correlation and regression analysis via SPSS. The findings indicate a significant positive relationship between organizational climate factors and job satisfaction. Specifically, leadership style accounted for 14.5% of the variance in job satisfaction, rewards and recognition contributed 21.4%, and the physical work environment explained 27.7%. These findings highlight the importance of fostering a supportive organizational climate through effective leadership practices, structured reward systems, and improvements in the physical work environment. This study contributes to the understanding of organizational behavior in Sri Lankan manufacturing firms and offers practical insights for human resource management to enhance employee satisfaction, retention, and overall organizational performance.Item IMPACT OF ABUSIVE CUSTOMER BEHAVIOR ON EMPLOYEE JOB SATISFACTION OF FRONT-LINE BANKING EMPLOYEES: WITH THE MEDIATION EFFECT OF THE JOB STRESS(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2025) Jayasekara, A.M.D.M.; Wijewantha, P.The purpose of this study is to identify the impact of abusive customer behavior on job satisfaction of frontline banking employees with the mediating effect of job stress. There are so many industries in Sri Lanka have lot of job satisfaction issues. Among them hospitals and service industry such as banks, hotels, airlines, and restaurant industry are always dealing with customers because of that they feel stress due to abusive behavior of customers. There is a lack of research related to the impact of abusive customer behavior on employee job stress and job satisfaction in the banking industry considering the other industries. This study intends to contribute to filling the theoretical and empirical gap in existing literature. Hence this was a quantitative and cross-sectional study which was based on an organization in the banking industry employees. Data was collected through a structured questionnaire using a convenience sampling technique. A survey was applied to a sample of 86 collaborators who work in branches of regional development bank and 83 responses were received. Correlation analysis and simple regression analysis were used to measure the relationship and to test the advanced hypotheses of the study by using Statistical Package for Social Sciences (SPSS). In line with the result of this study, there is a negative impact on abusive customer behavior on job satisfaction, there is a positive impact on abusive customer behavior on job stress, there is a negative impact on job satisfaction and job stress Partially mediate the relationship between abusive customer behavior and job stress. Moreover, the findings may be useful for the professionals in the same industry as well as others to get insights from the recommendation of the problem analyzed.Item 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.