Symposia & Conferences
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Item THE IMPACT OF GRAPEVINE COMMUNICATION ON JOB ENGAGEMENT OF THE ACADEMIC STAFF OF THE NATIONAL COLLEGES OF EDUCATION: INCORPORATING WORK STRESS AS THE POTENTIAL MEDIATOR(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2025) Madhura, P.; Welmilla, I.This study investigates the impact of grapevine communication on job engagement among academic staff at the National Colleges of Education in Sri Lanka, specifically focusing on the mediating role of work stress. The research is grounded in Uncertainty Reduction Theory which suggests that individuals actively seek information to reduce uncertainty and improve their understanding of individuals and situations. A quantitative research approach, using a survey design, was employed to collect data from a sample of 225 academic staff members. The findings reveal a significant positive impact of grapevine communication on job engagement. Additionally, a significant negative impact of grapevine communication on work stress was observed, suggesting that effective grapevine communication can reduce work stress. Furthermore, a negative impact of work stress on job engagement was also found. The study explores the mediating effect of work stress on the impact of grapevine communication on job engagement which reveals the result of partial mediation effect of work stress. This research supports Uncertainty Reduction Theory by illustrating how grapevine communication can reduce uncertainty and boost job engagement. While the findings provide valuable insights, future research could explore this topic further by employing a longitudinal design, integrating qualitative methods, and studying a broader range of organisational contexts.Item IMPACT OF EMPLOYEE RECOGNITION ON EMPLOYEE ENGAGEMENT WITH MEDIATING EFFECT OF INTRINSIC MOTIVATION: A STUDY OF MARKETING STAFF AT XYZ FINANACE COMPANY IN SRI LANKA(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2025) Devindi, M. P. H. T.; Welmilla, I.The purpose of this study was to examine the impact of employee recognition on employee engagement with mediating effect of intrinsic motivation among marketing Staff at XYZ Finance Company in Sri Lanka. This study employed a quantitative research approach with a cross-sectional survey design to examine the impact of employee recognition on employee engagement, with intrinsic motivation as a mediating factor. The target population consisted of marketing staff at XYZ Finance Company in Sri Lanka, totaling 180 employees. Using Morgan’s sample size table, a sample of 123 employees was selected through a proportionately stratified sampling, followed by simple random sampling to ensure equal representation. For data analysis, reliability analysis, correlation, and ANOVA were conducted to examine relationships between variables. Hayes' PROCESS macro was used for mediation analysis to assess the indirect effect of intrinsic motivation on the relationship between employee recognition and engagement. The study revealed that employee recognition significantly impacts employee engagement and intrinsic motivation partially mediates this relationship, with a significant indirect effect. As a recommendation, organizations should identify ways to motivate employees, which in turn boosts engagement. Practical implications emphasize the need for organizations to design tailored recognition programs that meet employees' intrinsic and extrinsic needs to enhance retention and performance. This study contributes to the limited literature on employee engagement strategies within Sri Lanka's finance industry, with recommendations for expanding research into diverse sectors and generations to validate and extend the findings.Item IMPACT OF WORK ENVIRONMENT ON EMPLOYEE INTENTION TO RETENTION WITH MEDIATION EFFECT OF EMPLOYEE COMMITMENT [EVIDENCE FROM A SELECTED PRIVATE HOSPITAL IN COLOMBO DISTRICT](Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2025) Dharmasiri, M. D. N. D.; Welmilla, I.The most precious resources of an organization are the employees, who are considered the lifeblood of an organization, and it is important to retain these employees. The main purpose of this study was to identify whether the work environment impacts on the employees’ intention to retention with mediation effect of employee commitment in a selected private sector hospital in the Colombo district, Sri Lanka. This study was conducted as a cross-sectional field study with a sample of fifty-four (54) employees in the selected private sector hospital in the Colombo district, Sri Lanka. Primary data were collected through a standard questionnaire administrated via a google form in an online survey. The collected data were analyzed with the support of the Statistical Package for Social Sciences (SPSS) employing correlation, regression, and descriptive statistics. In this study, the work environment is the independent variable, employee intention to retention acts as the dependent variable and employee commitment serves as the mediator. The findings revealed a positive impact of work environment on employee intention to retention, and employee commitment significantly mediates the relationship between work environment and employee intention to retention. Furthermore, this study encourages organizational management to take necessary actions to maintain a better work environment with support of supervisors and peers. This can lead to more productive, effective and engaged employees, while also reducing high absenteeism and turnover rates within the organization. However, the study was limited only to one private sector hospital in the Colombo district Sri Lanka. Therefore, the current study recommended that future research be conducted across organizations in Sri Lanka to obtain more comprehensive and generalizable results.Item IMPACT OF WORKPLACE HARASSMENT ON EMPLOYEE TURNOVER INTENTION WITH MEDIATION EFFECT ON MENTAL STRESS; A STUDY OF PRODUCTION LEVEL EMPLOYEES IN ABC COMPANY IN SRI LANKA(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2025) Sewwandi, W. M.; Welmilla, I.This research examines the relationship between workplace harassment and employee turnover intention with mental stress as a moderate variable. In quantitative cross-sectional study, the current study investigates how different types of workplace harassment that include verbal abuse, bullying, sexual and racial harassment and discrimination affect employees’ turnover intention. Quantitative data gathered from 107 respondents in the production-line of a bakery firm in Sri Lanka were subjected to descriptive analysis, correlation, regression, and mediation tests. The research evidence shows that workplace harassment influences mental stress and turnover intention, with mental stress serving as a moderation factor. The study emphasizes the need for intervention programs that focus on minimizing workplace harassment and fostering a healthy organizational climate to increase employee retention and promote positive health. The research provides insightful findings, yet it contains specific limitations in its analysis. The study examines only one firm within a specific industry sector which restricts how well its results transfer between different industrial settings. The study utilizes a cross-sectional design as its approach thus it prevents researchers from creating connections between variables across different time periods. Research needs to conduct long-term investigations through time-spanning studies to better grasp harassment effects on employees in their workplace environment. Enhancing the study by including workers from different industries along with diverse groups of employees would increase their overall reliability. A thorough investigation of workplace harassment requires exploring extra moderating factors and mediating variables that include organizational culture and leadership styles alongside employee coping methods to understand better these effects on outcomes.Item 24 IMPACT OF THE WORKPLACE DIVERSITY ON EMPLOYEE PERFORMANCE OF MIDDLE-LEVEL EMPLOYEES IN SELECTED CONSTRUCTION COMPANY IN SRI LANKA(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2025) Amarasinghe, A.T.N.; Welmilla, I.In today’s business world, workplace diversity is considered as one of the much-debated topics. Diversity is viewed as an all-inclusive strategy to enhance employee performance and improve an organization’s reputation. Workplace diversity is a multi-faceted concept that will continue to evolve as more industries move toward a global marketplace. Therefore, the purpose of this research is to study the impact of the workplace diversity on employee performance, conducted in a selected construction company in Sri Lanka. The construction sector is recognized as an emerging sector in Sri Lanka, and this sector is well known as an under-researched area. This study is significant as such research projects have been sparse in the Sri Lankan context and this research aims to fill that gap. The analysis was mainly based on 103 middle level employees from the company selected through convenience sampling. Primary data were collected using a self-administrated questionnaire and analyzed through a deductive approach. The results obtained through regression analysis indicated that workplace diversity has a positive impact on employee performance. The researcher identified few limitations of this research. Time constraint was one of the problems. Respondents tend to be biased in answering the questionnaire provided by the researcher because the respondents were chosen from a single company. In conclusion, when management in the construction sector makes decisions regarding employee performance, they should consider not only the workplace diversity but also, other factors that can affect employees.Item THE IMPACT OF OCCUPATIONAL HEALTH AND SAFETY PRACTICES ON EMPLOYEE PERFORMANCE OF OPERATIONAL LEVEL EMPLOYEES IN SELECTED GARMENT MANUFACTURING COMPANY(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2025) Madhubhashini, A.H.T.N.; Welmilla, I.The study explores how the adoption of Occupational Health and Safety practices affects the performance of employees in the garment manufacturing industry, with particular emphasis on operational-level employees in ABC Garments (Pvt) Ltd. Three key dimensions of OHS practices were identified: safety training programs, advanced safety technology, and safety clothing and equipment. The sample consists of 234 employees who participated in this study through structured questionnaires, which analyzed using descriptive statistics, correlation, and regression methods. These results show that the OHS practices in the workplace would significantly relate to employee performance. The three dimensions, safety clothes and equipment, presented the highest positive impact; advanced safety technology has a lesser effect, while safety training programs showed weaker and an insignificant contribution. The study provides how OHS practices improve workplace safety, employee productivity, and job satisfaction. It underlines the need for management to invest in protective equipment and advanced safety technologies to create a conducive environment that ensures employee well-being and performance. Policymakers are also encouraged to establish regulatory frameworks that balance the integration of training, equipment, and technology. The study is limited to operational-level employees in a single garment manufacturing company, which restricts its generalizability to other job grades or industries. Future research should explore OHS practices across different organizational levels, industries, and regions and incorporate mediators and moderators such as leadership and organizational culture to provide deeper insights. By addressing these gaps, the research offers actionable recommendations for creating safer, more productive workplaces, emphasizing the critical role of balanced OHS programs in enhancing employee performance and organizational success.Item IMPACT OF HUMAN RESOURCE INFORMATION SYSTEM (HRIS) ON EFFECTIVENESS OF HR PRACTICES; EVIDENCE FROM A SELECTED PRIVATE HOSPITAL(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2025) Roshana, N. M. D.; Welmilla, I.The purpose of this study is to identify the impact of Human Resource Information System (HRIS) on effectiveness of HR Practices. Additionally, this study aims to contribute to filling the literature gap by examining the impact of Human Resource Information System (HRIS) on effectiveness of HR Practices. While very few studies in Western literature have examined this impact, there is limited research in the Sri Lankan context. This study was conducted as a quantitative and cross-sectional research study. Data were collected using self-administered questionnaires. Simple regression analysis was employed to test the study hypotheses. The independent variable is a human resource information system, while the dependent variable is effectiveness of human resource practices. Primary data was collected from selected private hospital in Sri Lanka. The sample was chosen using a simple random sampling technique, and the final sample consisted of 137 employees from a selected private hospital in Sri Lanka. Data were analyzed using correlation and regression with the aid of SPSS. The analyzed results indicated a positive impact of HRIS on effectiveness of HR Practices. The study’s findings highlighted the potential positive impact of HRIS on effectiveness of HR Practices. The implication of the study is significant for HR professionals, as the results underline the value of using HRIS to improve their operational and decision-making processes. Using technology can therefore transform the administrative functions of HR departments into important strategic players in their society. The findings may not be directly applicable to other organizations. Researchers in the future are encouraged to diversify their study samples by including other sectors in Sri Lanka and by increasing the number of samples. To identify other variables that may be related to HRIS and the effectiveness of HR procedures, future research could include interviews with respondents.Item IMPACT OF AWARENESS AND USAGE OF E-LEARNING PLATFORMS ON THE ACADEMIC PERFORMANCE OF UNDERGRADUATE STUDENTS IN FACULTY OF MANAGEMENT, UNIVERSITY OF KELANIYA, SRI LANKA(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2025) Nimanthaka, J. A. S.; Welmilla, I.This study investigates the impact of awareness and usage of e-learning platforms on the academic performance of undergraduate students in the Faculty of Management at the University of Kelaniya, Sri Lanka. The research follows a quantitative approach, employing a structured questionnaire to collect data from 303 undergraduate students. The study's objectives include examining how students' awareness of e-learning platforms such as Learning Management Systems (LMS), Zoom, and Microsoft Teams, influences their academic performance as well as assessing the role of usage frequency and convenience in shaping learning outcomes. The methodology involved statistical analyses, including descriptive statistics, reliability and validity tests, and multiple regression analysis. The findings revealed that both awareness and usage significantly impact academic performance, with awareness exhibiting a slightly stronger influence. The results further emphasize the complementary nature of awareness and usage, where students with higher knowledge of e-learning tools tend to utilize them more effectively, leading to improved academic outcomes. The study presents several implications for university administrators, policymakers, and educators. Practical recommendations include increasing training programs, enhancing platform accessibility, and integrating digital tools into the curriculum more effectively. Limitations include the study's focus on a single faculty within one university, which may affect the generalizability of the results. Future research should explore similar relationships in other faculties and institutions, adopt a longitudinal approach, and consider additional moderating factors such as internet accessibility and digital literacy.Item IMPACT OF EMPLOYEE PERCEPTION TOWARDS IT COMPETENCE ON OPTIMUM UTILIZATION OF HUMAN RESOURCE MANAGEMENT SYSTEMS: A STUDY IN A SELECTED GOVERNMENT BANK IN SRI LANKA(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2025) Karunarathna, A.K.T.S.; Welmilla, I.This research seeks to address the relationship between employee perceptions of IT competence and the effective use of Human Resource Information Systems (HRIS) in specific government bank in Sri Lanka. HRIS has emerged as a crucial resource in contemporary institutions as it aids the management of human resource activities such as payroll, checking attendance and performance management. Despite the huge amounts of money that public banks spend on HRIS, the use of this system consistently lags behind the global average as only about 40% of the system is put into practice.This study explores issues of employees’ perception of the system and the four dimensions of the perception such as system quality, information quality, ease of use of the system and the usefulness of the system and how user satisfaction as a mediation variable influences the perception of the system. The study employed the survey research method, where a total of 298 respondents from different management levels of the bank answered the survey. Statistical tools such as correlation and regression were used to analyze the data collected to determine the relationships among the variables.The results indicate that the perception of employee IT competence has a positive influence on the HRIS use and the need for training, user-friendly design and management of the organization are much emphasized. This study makes practical suggestions on measures that can be implemented in order to improve HRIS effectiveness and through this enhance organizational as well as employee satisfaction, during the process it also covers up the shortfalls in IT knowledge and systems capabilities. The investigation further adds to the body of knowledge on HRIS in particular of the public banking system in the country of Sri Lanka.Item IMPACT OF SUPERVISOR ASSISTANCE, WORK LIFE BALANCE AND TRAINING ON EMPLOYEES' TURNOVER INTENTION: EVIDENCE FROM NON-EXECUTIVE EMPLOYEES OF ABC AUTOMOBILE COMPANY IN SRI LANKA(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2025) Dilruk, M.W.A.; Welmilla, I.The purpose of this research study is to determine the impact of supervisor assistance, work life balance, and training on employee turnover intention. Additionally, this study aims to fill the gap in literature by investigating the impact of supervisor assistance, work life balance, training on employee turnover intention. While there is a wealth of established global literature on the selected variables, there is limited research specifically focused on the automobile industry. This study explores of the impact of supervisor assistance, work life balance, and training on employee turnover intention of non-executive employees at ABC automobile company in Sri Lanka.This is a deductive, quantitative and cross-sectional research study. The data were collected using a self-administered standard questionnaire in an online format. Simple random sampling technique was employed, and simple regression analysis was used to test hypotheses. The analyzed results reveal that supervisor assistance, work life balance, and training have a positive impact on turnover intention of non-executive employees at ABC automobile company in Sri Lanka.In the case of non-executive employees at ABC Company, this research offers critical insights to policymakers and HR practitioners in Sri Lanka's automotive industry. In addition, It emphasizes the need for an integrated supervisor support strategy, career development-focused work-life balance activities, and targeted training programs to enhance staff retention. However, there are some limitations in the exclusion of other possible influential factors like peer behaviors and leadership, limitation to a single firm, and quantitative measures that cannot capture the perceptions of the employees. Future studies can include extension to more firms and inclusion of more variables including mediating and moderating variables.