Symposia & Conferences
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Item Impact of Work Pressure and Time Pressure on Tuition Professionals in Sri Lanka(Department of of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2020) Hansamali, D.G.C.; Dhammika, K.A.S.Work-Life Balance (WLB) has gained immense attention in the corporate industry nowadays while playing a critical role in everybody's lives. Work-life balance is more important to a developing country like Sri Lanka, where poverty and unemployment are a severe problem. Due to the work-life imbalance, most people suffer from depression, physical health problems, job dissatisfaction, family problems, and sometimes it causes suicidal intention as well. Considering those situations in extent literature, the study was initiated to identify the impact of work pressure and time pressure on the work-life balance of tuition professionals in Sri Lanka. This study was carried out as a cross-sectional field study among a sample of 142 tuition professionals around the country. The convenience sampling method was applied to select the sample items. Data were collected through a self-administrated, pretested questionnaire using google forms, which met accepted validity and reliability standards. Descriptive statistics, correlation analysis, regression analysis was performed to analyze data using Statistical Package of Social Science (SPSS). It is found that tuition professionals who have obtained a high level of work pressure and time pressure are at the risk of Work-Life imbalance while proving the negative relationship between work pressure, work-life balance and time pressure, work-life balance. The current study's findings serve as a guideline for tuition professionals, policymakers, government, and educational institutions in Sri Lanka.Item Impact of Study-Work-Life Balance on Undergraduates' Academic Performance: A Study on Undergraduates in the University of Kelaniya(Department of of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2020) Habaragamuwa, T.P.; Dhammika, K.A.S.Academic performance is the ultimate educational goal of every student. Further academic performance is among the several components of academic success. Also, students are engaging with employment among their studies become a trend now. Similarly, students have to balance their study life, work-life and personal life and act in multiple roles simultaneously. However, relatively little attention has been paid by researchers for the identification of the impact of study-work-life balance on undergraduates' academic performance in the Sri Lanka context. This study aimed to assess the impact of study-work-life balance on undergraduates' academic performance at the University of Kelaniya - Sri Lanka. This study was carried out as quantitative explanatory research work. Further, the sample was selected from the third year and final year undergraduates, and the convenience sampling technique was used. This is cross-sectional descriptive research, and a standard questionnaire was used to collect primary data through a survey. Questionnaires were distributed to a sample of 413 undergraduates who are currently studying at the University of Kelaniya. To analyze the primary data, Statistical Package for Social Science was used. To interpret the data analyzed and obtain the result descriptive statistical techniques such as mean, mode, standard deviation, and correlation, simple regression analysis were used. To test the relationship between variables, Pearson correlation technique analysis was used. Simple regression analysis was used to identify the degree of the impact of the independent variable on the dependent variable. Accordingly, it was found that there is a significant moderate positive relationship between study-work-life balance and undergraduates' academic performance. The present study would provide direction to students, employers, lecturers, and future researchers.Item Impact of Employee Commitment to Change on Success of the Change: A Study of Staff and above Level Employees in ABC Company(Department of of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2020) Gunawardhana, D.H.A.; Dhammika, K.A.S.The global business environment is changing rapidly, and companies must change their strategies, structures, plans in line with the change. Otherwise, organizations cannot survive in the rapidly changing commercial environment. As a result, organizations are attempting to make changes to the organization. However, the success of implementing change continues to be challenging. The extant literature shows that most change implementations were unsuccessful while the small number of change implementations was successful. Employee commitment to change is one of the leading factors that lead to successful change. Even though there has been considerable research to examine the impact of employee engagement with change on the success of change in the Western context, there is a limited understanding of research on this issue in the Sri Lankan context. Thus, this study aims to identify the impact of employee commitment to change on the success of change in one of the leading manufacturing firms in Sri Lanka. In this study, the researcher conducted quantitative research, and a cross-sectional survey comprises 113 staff and above level employees in ABC Company using a convenience sampling technique. The data were analyzed using descriptive statistics, correlation, and regression statistics with the aid of SPSS. It was noted that employee commitment to change is significantly related to successful change and that there is an impact on employee commitment to change on successful change. It was concluded that in determining the success of an implemented change, commitment to change plays an important role. The study provides a significant theoretical contribution in addressing the Herscovitch and Meyer three-component theory of commitment to change. It is suggested that when implementing a change, managers and practitioners should be concerned with employee perspectives as well. However, cross-validation of this study is recommended in different industries and cultures compared with a larger sample in subsequent studies.Item Impact of Leadership Styles on Employee Performance: A Study of Staff Level Employees in ABC Private Limited(Department of of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2020) Gajaweera, I.S.; Dhammika, K.A.S.Although the direct effect of leadership styles on employee performance is well documented, the relationship's historical, theoretical explanations and empirical findings were not consistent. Thus, drawing upon the theory of authentic leadership, servant leadership, and theory of ethical leadership, the current study examined the impact of leadership styles such as authentic, servant, and ethical leadership on employee performance. The study was quantitative, and a cross-sectional survey design was followed. The data were collected through a structured questionnaire. The convenience sampling technique was applied to select the sample, and the final sample consisted of 152 staff-level employees in ABC Private Limited. The data were analyzed using Descriptive, Multicollinearity, Correlation, and Regression analysis with the aid of SPSS. It is found that leadership styles such as authentic, servant, and ethical leadership significantly impact employee performance. In addition, there is a moderate positive correlation between employee performance and such leadership styles. Finally, it is concluded that through authentic, servant, and ethical leadership, employees would be able to achieve high performance. Not only was that it suggested that managers and supervisors could adopt a positive leadership style to improve employee performance. It is recommended that the results of this study be cross-validated in different industries and leadership styles compared with a larger sample in subsequent studies.Item Relationship between Training & Development and Performance: A Study of the Academics of University of Kelaniya and University of Ruhuna(International Conference on Business and Information (ICBI – 2019), [Human Resource Management], Faculty of Commerce and Management Studies, University of Kelaniya Sri Lanka, 2019) Samarawickrama, P.P.; Dhammika, K.A.S.The quality of higher education in any country seriously depends on the academics’ performance. Recently issues arose with regard to the academics’ performance in Sri Lanka especially in the two state universities under study namely, University of Kelaniya and University of Ruhuna were observed. Among a large number of determinants related to the performance of academics, training and development was selected due to the issues identified related to it in the context. Accordingly, the researchers’ objective was to assess the relationship between training & development and the performance of the academics. The sample of the study consisted of 327 academics attached to the two state universities under study, and it was selected using stratified random sampling technique. Primary data were collected by distributing a pre-tested questionnaire, and secondary data were collected by the means of related books, journals and conference proceedings. Data analysis was performed using the SPSS software via frequencies, descriptive statistics and correlation analysis. The hypothesis was tested based on the result of the correlation analysis and it was accepted that there is a significant relationship between training & development and performance of the academics. Since the low mean value indicated dissatisfaction of the academics with training & development, it was recommended to plan and implement effective training & development programs and establishing a more effective process for recognizing the performance of the academics to enhance the academics’ performance by effectively addressing their performance related problems.Item Impact of Psychological Contract on Employee Retention in Bank of Ceylon(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, 2015) Dilrukshi, P.R.K.; Dhammika, K.A.S.Today every researchers and Human Resource practitioners has agreed that retention of talented employees is a very important factor for the success of the organization. And also organizations has identified that Employees are an asset of an organization. Retaining talented and committed employees will gain competitive advantage for the organization. There are many factors which are affection to employee retention. Psychological contract of employee has been identified as an important and developing concept which effect on employee retention. There are many factors which affecting to psychological contract. Today many researchers have identified that the importance of psychological contract on employee retention. This study focuses on identifying the impact of psychological contract on employee retention in Bank of Ceylon. To achieve the above mentioned objective and to collect data, the employees of Bank of Ceylon who were randomly selected were used as a sample. To gather information, a questionnaire was used as a primary data collection method. According to the results obtained through the analysis of data, it was revealed that there is a significant impact of psychological contract on employee retention of Bank of Ceylon. Further this study a presents what are the factors of psychological contract which have more impact on employee retention and least impact on employee retention in Bank of Ceylon. Finally it identifies the main objective of the study, it is there is a significant impact of psychological contract on employee retention in Bank of Ceylon.Item Factors Affecting to Work Preference of Employees in Mahaweli Authority of Sri Lanka(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, 2015) Ekanayake, E.M.N.D.; Dhammika, K.A.S.In this complex business world the place which the field of human resources management has taken is very precious. Therefore human resources managers have to engage more carefully with employees in order to get the maximum use of it. In that case identifying work preference of employees has become very important. Work preference represents the extent to which an individual make his/her choice to engage in work. As human behavior is different from one person to another, employees are having different preferences to engage in work at their work place. According to the work preference two categories can be identified as ‘workaholics’ and ‘leisure lovers’. In simply employees who engage more work and more hard are referred as ‘workaholics’, while others; who prefer to enjoy leisure in the work place without that much focusing on works are referred as ‘leisure lovers’. The work preference is taking two different choices according to many factors like gender, marital status, personality, organizational support, experience of the field, level of family involvement and so on. This study has analyzed the factors affecting to work preference of employees. Though there are many factors, here it is considered only few factors like personality type, organizational support and family centrality which are affecting to work preference of employees. Employees which are in headquarters of Mahaweli Authority of Sri Lanka were the population. 95 employees were included in the sample, who were selected at the convenient of the researcher.Item The Impact of Employee Relations on Employee Performance: With Reference to Timex Garments (Pvt) Ltd(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, 2015) Dharmasena, D.K.P.S.; Dhammika, K.A.S.This particular research has been conducted to identify the impact of employee relations on employee performance. This research is conducted with special reference to Timex garments (Pvt) Ltd which is one of the leading garment sector organizations. However, a research conducted to explore the relationship between impacts of employee relations on employee performance. The research is conducted in Timex garments (Pvt) Ltd where 120 employees are taken as population. The main purpose of this research study is to identify the impact of employee relations on employee performance. The researcher started the study by going through relevant literatures by many ways. The data was collected by employees in Timex garments (Pvt) Ltd. A questionnaire which included 21 questions. These information are used to gather information from 120 employees and all of them have responded. The Statistical Package for Social Sciences (SPSS) version 16.0 was used to analyze the data. The final results show that there is a positive relationship between employee relations and employee performance. In addition to that there is a moderate positive impact of employee relations on employee performance. For the future success of the organization, it is necessary to have good employee relations in order to maintain good employee performance.Item Impact of Employee Unionization on Work Related Behavior: A Preliminary Study on Private and Public Sector Organizations in Sri Lanka(Faculty of Commerce and Management Studies, University of Kelaniya, 2015) Dhammika, K.A.S.One of the distinct characteristic of the industrial relation climate of both the public and private sector organization is that they have highly unionized work environment. Further, most of employee unions are highly piliticized. This have created a challenging organizational context for the managers of these organizations. The higher unionization of employees and politicization of employee unions have brought severe managerial and economic implications. On the other hand, some of the dimensions of unionization such as union commitment affect to the behaviour of employees directly and expected employee outcomes in turn. Understanding of this effects of employee unionization on employees’ outcomes is highly required for managers to formulate better strategies for dealing with employee unionization. Hence, the purpose of this study was to examine the effect of employee unionization on employees’ outcomes in Sri Lankan Context. A sample of 100 employees from both private and public sector were drawn as the sample of the study using proportionate stratified random sampling method. A questionnaire was administered to collect the data. Based on literature review, it was hypothesized that union commitment and union politicization are negatively associated with employees’ outcomes. Data was analysed with correlation analysis. It was found that both union commitment and union politicization are negatively and significantly associated with organizational commitment, job satisfaction, and organizational citizenship behaviour of employee. Further, it was revealed that employee unionization has higher negative association with employees’ outcomes in the public sector than in the private sector. The findings of this study highlights the fact that high level of unionization negatively affect to the employees outcomes in Sri Lankan context which bring some practical implications to the managing of employees. However, since this is a preliminary study of a more deep empirical study, these conclusions should be taken cautiously.Item HUMAN RESOURCE MANAGEMENT’S CONTRIBUTION TO THE IMPLEMENTATION OF STRATEGIES FOR CUSTOMER SATISFACTION: THE CASE OF 3 STAR HOTELS IN SRI LANKA(2010) Dhammika, K.A.S.Customer satisfaction (CS) has been the focal point in all most all marketing management strategies in business organizations. Further, this emphasis on CS has penetrated into the other functional areas of organizations redirecting their activities towards customer satisfaction. Human resource management (HRM) plays a significant role in achieving CS, specially in service organizations like hotels, banks etc. it has made HRM required a particular set of strategies for creating CS in these service organization. However, few studies have been carried out to investigate adequately the HRM strategies for CS and assess their contribution for CS in organizations. The present study examined the HRM strategies of selected three star hotels and the level of CS in their customers. Further, it assessed the contribution of HR strategies for customer satisfaction the sample organizations. A random sample of 50 managers whose population stands around 280 and two hundred employees out of nearly around 1200, were drawn for data collection. The HR strategies profile developed by the research and Customer satisfaction Questionnaire (CSQ) were utilized for data collection. The factor analysis and multiple regressions were applied for data analysis in relation to hypotheses testing. It was revealed that HRM contribute significantly to CS in hotel industry, further, it was found that strategies such as customer oriented value system, Empowerment, behavior based employee evaluation, and performance based rewards systems are prominent in enhancing CS in three star hotels in Sri Lanka.