Junior Research Symposia
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Item The Impact of Employee Non-Financial Incentives on Employee Turnover in Apparel Industry: With Special Reference to Operational Level Employees of Apparel Firms in Biyagama Export Processing Zone(5th HRM Student Research Symposium 2018, Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka, 2018) Jeewadhayan, J. S.; Welmilla, I.The main objective of this study is to examine the impact of non-financial incentives on turnover intention through job satisfaction. For this purpose, this study empirically evaluated the three dimensions of non-financial incentives (Job Enrichment, Worker’s Participation in Management and Employee Recognition), job satisfaction and impact on the turnover intention. The sample consisted of 100 operational level employees working in apparel firms in Biyagama Export Processing Zone in Sri Lanka. Data were gathered by using a convenience sampling technique through self-administering questionnaires. Descriptive Statistical Analysis were used to analysis the existing situation of three dimensions. The strength of the linear relationship between two variables were measured by the Pearson’s Correlation Coefficient and the mediation effect of job satisfaction was assessed through Baron and Kenny mediation assessment technique. The analysis exposes that there is a strong negative relationship between employee non-financial incentives and turnover intention. Further it evident that job satisfaction partially mediates the relationship between non-financial incentives and turnover intention. Researcher discussed and suggested that the apparel sector companies should be taken the appropriate strategies to develop the competitive advantage and employee work life improvementItem 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 Study on Organizational Culture and Turnover Intention in International IT Firms in Sri Lanka(Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka, 2016) Haggalla, Y.; Jayatilake, L.V.K.Management has been continuously facing the threat of employees leaving the staff and local managements records an average loss of 3-5 percent of it is trained and experienced employees in contrast to foreign management’s 2-3 percent yearly. Thus, with local employees, as members of the same nation sharing similar work-related cultural values (Hofstede, 1984; 2001), the problem then pinpoints to whether employees feel an obligation to stay attached to the international management organizations, and hence, to decisions of turnover. Thus, leading to the question: “What is the relationship between Organizational Culture and Turnover Intention?". The study seeks to add knowledge to the current knowledge body of Organizational culture within the areas of organizational culture and the management of employees within the service sector in general and the information technology industry in particular, by applying new methods to the labor turnover phenomenon. The research has been motivated by a determination to acquire insight into the relationship between organizational culture and labor turnover. It is also an objective of the researcher that the findings will make a contribution to those managers and employers who are attempting to discover new approaches when addressing the challenge of employee retention. Organizational Culture Assessment Instrument (OCAI) is used to measure organizational culture and intention to quit scale will be used to measure turn over intention in this study. This study fills a gap in the literature by acknowledging the findings of the organizational culture and turn over intention, hence it will test and validate the model in organization culture and turn over intention in Sri Lankan information technology sector.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.Item Impact of Work Stress on Turnover Intention of Employees: a Case of Edinborough Products (Pvt) Limited(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, 2015) Safana, M.T.F.; Jayasinghe, J.A.C.B.Dealing the occupational stress and turnover intention have become a momentous phenomenon in career management literature. Majority of the manufacturing companies in Sri Lanka are experiencing the high turnover rate of employees and it becomes a critical problem to maintain the competitive advantages. Various factors are affecting to the turnover intention and the work stress is the one of the major determinate which leads to turnover intention among the employees. This study investigates the significant impact of work stress on the turnover intention in the Edinborough Products (Pvt) Limited. This study is based on two objectives as main and sub objectives. The main objective is to identify the impact of the work stress level of the employees with related to the intention to leave from organization and work stress is measured by combining co-workers behavior, supervisor’s behavior, work pressure and work environment.70 employees are surveyed by questionnaires and results were finalized by using both descriptive and inferential statistics through correlation and regression. In agreement with hypothesis it indicates that work stress has positive significant impact with turnover intention and which resulted as 0.533 positive value. Hence, these findings would be important to the human resource managers of the company to develop their stress management practices and retention programs.Item Impact of Leadership Style of Managerial Employees on Turnover Intention of Non-Managerial Employees: An Empirical Investigation with Special Reference to Screenline (Pvt) Limited(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, 2015) Indeewari, K.A.I.; Pieris, M.D.P.Employee turnover has been always a key concern faced by organizations regardless of their location, size or nature of business. In general, any organization plays a crucial role in promoting human capital to achieve competitive advantages. Therefore, having high employee turnover an organization definitely find it difficult to achieve competitive advantages. Leadership is a one of antecedents of turnover intention of employees. Hence, understanding about how leadership styles affect turnover intention of employees is vital to maintain workforce stability and for organization effectiveness. The objective of this research is to examine the impact of transactional and transformational leadership styles of managerial employees on turnover intention of non-managerial employees. Screenline (Pvt) Limited was selected as the study context. This research reviews the basic theory and previous researches on what extent leadership styles have effect on employee turnover intention. The sample of this study comprise of 55 non-managerial employees in Screenline (Pvt) Limited. Questionnaire method was used to collect data from the selected sample. Two hypotheses were advanced, and tested using SPSS by employing the multiple regression analysis, and using the Pearson correlation coefficient. It was found that there was considerable impact of transformational leadership style on turnover intention of non-managerial employees while there was no significant impact of transactional leadership style on turnover intention of employees. However, both transactional and transformational leadership styles have negative relationship with turnover intention of employees. According to the results of this study, the relationship between transactional leadership style and turnover intention was not significant. The researcher suggested some strategies in order to be adapt with relevant leadership styles by managerial employees or supervisors base on followers and situation. The limitation of this study as well as directions for future researches based on findings have been provided.