Junior Research Symposia
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Item The Impact of Job Involvement on Job Hopping of Marketing Employees of “Y” Generation in Telecommunication Sector 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) Arachchi, D. K. K. K.; Jayarathana, S. M. D. Y.The main purpose of the study is to examine the impact of the job involvement on job hopping of marketing employees of “Y” generation in telecommunication sector Sri Lanka. Further, this study examines the moderate impact of organizational commitment on the relationship of job involvement and job hopping. This is a quantitative, cross sectional study which was carried out as an individual level study with a sample of 100 marketing employees, whose age range is 24-38 (Y generation). Survey strategy was followed and self- administered pre tested questionnaires were used to collect data. The study revealed that there is a negative relationship between job involvement and job hopping and organizational commitment significantly moderates the impact on the relationship of job involvement and job hopping. This study will significantly help managers to identify how to reduce job hopping of employees by increasing job involvement and organizational commitment.Item The Impact of Employer Branding on Organizational Commitment: With Reference to Star Garments (PVT) Ltd in Katunayake(5th HRM Student Research Symposium 2018, Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka, 2018) Kuruppu, W. K. A. S. S.; Janadari, M. P. N.In recent years employer branding has gained more attention among business personnel. The apparel industry in Sri Lanka has played major role into the competitive environment though representing the highest proportion in to the service sectors’ organization. Employer branding was played the legitimate value into that competitiveness of the trend of the modern world. The researcher has considered as the main purpose of this study was to examine the impact of employer branding on organizational commitment. By considering the dimensions of economic value, social value, and development value that cogitate the impact on organizational commitment. The final sample of the study consisted of 107 staff and executive level employees who are currently working in the Star Garments (PVT) Ltd, Katunayake. A standardized and pre-validated questionnaire was distributed among the study sample in order to collect data. The study conducted the simple regression and t-test analysis to assess the impact of employer branding on organizational commitment as well as the impact of economic value, social value and development value with considering organizational commitment. Further, the researcher was examined, with the demographic factor, that the result of gender of the respondents’ was controlled to assess the impact of the gender on the association of employer branding on organizational commitment. Findings revealed that there is a positive and moderate impact of employer branding on organizational commitment. As well as the economic value, social value and the development value were positive and moderate impact of employer branding on organizational commitment in respectively. Further, the study results revealed that gender does not significantly control the impact of employer branding on organizational commitment.Item The Impact of Job Satisfaction and Organizational Commitment on Employee Turnover Intention: With Special Reference to Corrugated Box Manufacturing Industries in Sri Lanka(Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka, 2016) Batagoda, S.D.; Karunarathne, W.V.A.D.During the past decade employee turnover has become a very serious issue for many organizations in the business world and it has negatively impacted on the growth of the manufacturing sector as well as service sector. Managing retention of employees and keeping the turnover rate below the industry level is one of the most challenging issues for any organization. Recent studies reveal that 81% of current employees are interested in changing their jobs within next 12 months. The purpose of this study is to examine and find out the influences of job satisfaction and organizational commitment on employee turnover intention in a corrugated box manufacturing industries in Sri Lanka. Questionnaire method was used to collect data from 240 employees in five main corrugated box manufacturing companies in Sri Lanka. Both descriptive and inferential statistical techniques were applied to analyze the data. Percentage analysis was used to explain data. Kolmorogov-Sminar test and Shapiro-Wilk test used to test the normality of turnover intention. It was revealed that the distribution of that data is non-normal. Hence the Spearman rank Correlation Coefficient was applied to measure the relationship between independent variables and dependent variable in this study. The results of the research highlighted that there is a weak negative relationship between job satisfaction and employee turnover intention and it is statistically significant at 0.05 level. The relationship between organizational commitment and employee turnover intention is also weak negative and it is statistically significant at 0.05 level. This finding can be applied to prepare a strategy for retaining employees within the organization.Item Workplace Bullying and Turnover Intention: A Study of Moderators with Special Reference to Nurses(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, 2015) Kaushalya, S.A.H.; De Alwis, A.C.Workplace bullying is a major concern in any kind of organization. Because it leads to increase rate of turnover within organizations. But there are certain factors which affects to the employee retention in a toxic workplace This study was primarily focuses on identifying factors which change employees’ intention regarding quit from the organization. Researcher has identified three major factors that moderate the relationship between workplace bullying and turnover intention; Organizational commitment, perceived organizational support and belief in a just world. Those were evaluated to identify the moderating effect on the direct relationship between workplace bullying and turnover intention. Researcher selected nurses in government hospitals as the population and used convenience-sampling method to select 100 respondents. Collected data was analyzed by using descriptive statistics and hierarchical multiple regression analysis. Findings revealed that there is a significant relationship between workplace bullying and turnover intention. This direct relationship between workplace bullying and turnover intention can be moderated by organizational commitment, perceived organizational support and belief in a just world. Further, combined effect of all three moderating factors reveal that only belief in a just world creates significant impact on turnover intention. Organizational commitment and perceived organizational support become insignificant as a combine effect. This study further add information regarding the collective effect of all moderating factors (organizational commitment, perceived organizational support and belief in a just world) on turnover intention which was not included in previous studies. And also this study provide guidance for government hospitals for the prevention of bullying within hospitals. Most of the Nurses in government hospitals are bullied in their workplaces and it leads to increase turnover intention among them. But organizational commitment, perceived organizational support and belief in a just world significantly moderate the relationship between workplace bullying and turnover intention.