Symposia & Conferences
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Item THE IMPACT OF STRATEGIC HUMAN RESOURCE PRACTICES ON EMPLOYEE RETENTION: EXAMINING THE MODERATING ROLE OF EMPLOYEE ENGAGEMENT AMONG NON – EXECUTIVE EMPLOYEES IN THE GLOVE MANUFACTURING INDUSTRY OF SRI LANKA’S WESTERN PROVINCE(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2025) Nuwandara, I.P.T.; Ekanayake, E.M.H.L.Employee retention is one of the significant topic in today business landscape, as organizations strive to identify the key factors contributing to employee turnover and have to implement effective policies to retain their work pool. These challenges are particularly significant in the glow manufacturing companies in Sri Lanka’s Western Province. Therefore, the intention of this research is to study the impact of the effectiveness of perceived Strategic Human Resource Management practices on employee retention and moderating effect on employee engagement Conducted on the non-executive employees in few glow manufacturing companies in Sri Lanka. In this analysis, 337 considered out of 2600 number of non-executive employees from the few manufacturing companies were taken as a sample. Primary data were collected using a self-administrated questionnaire and analyzed through deductive approach. Correlation analysis indicates strong positive relationships between the variables. The findings reveals that there is positive impact of SHRM practices on employee retention and significantly moderated by the Job engagement because Strategic HRM Practices are significantly correlated with Employee Retention (r=0.633) and Employee Engagement (r=0.852) and Employee Engagement is also strongly associated with Employee Retention (r=0.649). All the correlations are significant at 0.01 level. According to the results obtained through regression and showing higher Strategic HRM Practices with a higher retention level (R=0.633, R 2=0.401, F=223.225). In order to examine the moderating effect of employee engagement, shows a strong positive effect of Employee Engagement on Employee Retention (R=0.649, R2=0.421, F=242.623), with β=0.649. According to the results, model has an even stronger relationship between Employee Engagement and Strategic HRM Practices, R=0.852, R2=0.726, F=882.809, with β=0.852, which also indicates a high contribution. As a conclusion when management of Glove manufacturing industry should have to formulate the performance base pay and incentives for increase their employee retention. Moreover, other the current study found all other independent and moderating variables effect on positively.Item EXPLORING THE EFFECT OF TECHNOSTRESS ON CYBER LOAFING, MEDIATING EFFECT OF SELF CONTROL DEFICIENCY(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2025) Jonathan, J.J.J.; Ekanayake, E.M.H.LTechnology plays a vital role in acquiring the attention of society. While seeking attention requires competence, a more skillful workforce is required. That’s where technology comes into play. This possesses pros as well as cons. This research points outs the drawback of technologies. Therefore, this study examines the impact of technostress on cyberloafing among undergraduates in Sri Lanka, with self-control deficiency as a mediating factor. Technostress, caused by excessive dependence on digital technologies, can negatively affect students' focus and academic performance. A quantitative, cross-sectional research design was adopted, and data was collected from 437 undergraduates using a structured questionnaire. The sample was selected through simple random sampling, and data analysis was conducted using correlation and regression analyses in SPSS inserting the sample size of 437. The Sobel test was applied to assess the mediating effect of self-control deficiency. The findings reveal a significant positive relationship between technostress and cyberloafing. The Correlation between Technostress and Cyber Loafing was 0.333 which is statistically significant (0.001) and as per the regression analysis, the R square was 0.11 where the significance value was 0.001, indicating that students experiencing higher levels of technostress are more likely to engage in non-academic online activities. Additionally, Sobel Test was conducted, where the P value was 0.116 which is statistically significant where self-control deficiency was found to be significantly mediating this relationship, suggesting that technostress weakens students’ ability to regulate their online behaviors, leading to increased cyberloafing. The study concludes that managing technostress is essential in reducing cyberloafing among undergraduates. It recommends that universities implement digital well-being programs, self-regulation training, and awareness campaigns to help students manage technostress effectively. Educators should integrate structured digital learning environments and promote time management strategies to reduce the negative impact of excessive technology use. By addressing technostress and enhancing self-control mechanisms, educational institutions can foster a more focused and productive academic environment, ultimately improving students' performance and well-being.Item IMPACT OF CYBERLOAFING ON JOB PERFORMANCE: INVESTIGATING THE MEDIATING ROLE OF SELF-CONTROL – AN EMPIRICAL STUDY OF IT PROFESSIONALS IN COLOMBO DISTRICT, SRI LANKA(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2025) Liyanagamage, L.G.M.M.; Ekanayake, E.M.H.L.This study with the advancements in communication technology, the state of the communications network has become considerably improved. When it comes to organizations, they are moving towards digitalization, and it leads to a rise in internet usage within the workplace. Employees are misusing company-provided internet instead of using it for work-related tasks. Therefore, the objective of the current study was to identify the impact of Cyberloafing on Job performance and the mediating effect of self-control. Cyberloafing is a most attack to cybersecurity. Hence this study is quantitative and cross-sectional study which was based on an organization in IT industry employees. Data was collected through a structured questionnaire and 138 employees participated in this study. The data was analyzed by using Statistical Package for Social Sciences (SPSS). Employees in the sample have shown a higher degree of engagement in Cyberloafing. Among them, more than 80% of the employees were highly engaged in cyberloafing activities during the Work time. The analyzed results show that there is a significant negative impact of cyberloafing on job performance. Further, it is found that while there is a significant impact of self-control as a mediator on the relationship between cyberloafing and job performance. Further, that, since a negative relationship exists between cyberloafing and job performance, in IT work setting. Further, the conducive to the enhancement of individual self-control, there is a likelihood of cultivating a counterproductive workforce. Therefore, the current study suggested that to conduct the study by considering all organizations in the business world within Sri Lanka and organizational support and self-control policies that will help employees to maintain better job performance to get an effective output.Item THE IMPACT OF DIGITAL DETOX ON EMPLOYEES' WELLBEING WITH THE MODERATING EFFECT OF GENDER: A STUDY OF EMPLOYEES IN SRI LANKA’S DYNAMIC IT INDUSTRY(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2025) Kubeshana, R.; Janadari, M.P.N.In response to the growing digital dependency and its consequences on employee well-being, this study focuses on the impact of digital detox on employees’ well-being in Sri Lanka’s IT sector, with the moderating effect of gender. The necessity of this study arises from the growing global concerns about the negative impact of excessive digital engagement on employee well-being, particularly in high-pressure industries like IT and Finance. In Sri Lanka, the IT sector has seen significant digital expansion, but this has come with high stress levels, work-life imbalance, and mental health concerns. Existing research in Sri Lanka has primarily focused on digital transformation and productivity, neglecting the role of digital detox in employee well-being. This study, therefore, addresses a critical research gap by examining the effectiveness of digital detox in improving employee well-being within Sri Lanka’s IT industry. The study is anchored in a positivist research philosophy, employing a deductive, quantitative approach, by using a structured questionnaire to the IT professionals (The registered IT companies under SLASSCOM, which is referred to as Sri Lanka Association of Software and Services Companies (SLASSCOM), which is the premier industry chamber for the IT and BPM (Business Process Management) industry in Sri Lanka). The study utilizes statistical techniques such as regression and overall model analysis and the tools are Statistical Package for the Social Sciences (SPSS) version 26.0 and Process Macro version 4.3 to assess the influence of digital detox including rule-based and feature-based disconnection on various dimensions of employee well-being, such as psychological, social, workplace, and subjective well-being. A total of 384 valid responses were analyzed and confirmed that digital detox positively impacts employee well-being, indicating that employees who actively engage in digital detox strategies report lower stress levels, improved emotional health, and increased workplace engagement. The statistical analysis establishes that detox plays a major role in influencing employee well-being, with significant gender-based differences in the perceived benefits. Hence, this study adds to the growing body of knowledge on digital detox by offering context-specific insights into Sri Lanka’s IT workforce and highlights the necessity for workplace interventions that support structured digital detox programs. Furthermore, Future research should explore the long-term effects and industry-wide applications of digital detox programs across different professional sectors to further validate these findings and establish best practices for digital well-being.Item THE IMPACT OF PERCEIVED ORGANIZATIONAL HEALTH AND SAFETY PRACTICES ON JOB PERFORMANCE OF NON- MANAGERIAL EMPLOYEES IN LEADING GLOVE MANUFACTURING COMPANIES IN GAMPAHA DISTRICT, SRI LANKA(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2025) Lankeshwara W.L.G.R.K.; Ekanayake, E.M.H.L.This study aims to investigate the relationship between occupational health and safety practices and job performance among production-level employees in leading glove manufacturing companies in the Gampaha District, Sri Lanka. Specifically, the study examines the impact of management commitment, personal protective equipment (PPE), and safety training and development on employee job performance. A descriptive research design was used, and data were collected through a structured questionnaire from 285 non-managerial employees using convenience sampling. The collected data were analyzed using SPSS and Excel to determine the strength of relationships between the independent and dependent variables. The findings revealed that PPE had the strongest impact on job performance (69%), followed by management commitment (65%) and safety training and development (58%). The model’s R² value of 0.53 suggests that the selected health and safety variables explain 53% of the variance in job performance, indicating a moderate to strong relationship. Based on these findings, it is recommended that organizations prioritize the provision of high-quality PPE, strengthen management’s commitment to safety, and enhance safety training programs to further improve employee job performance. Implementing these measures will not only enhance workplace safety but also contribute to higher productivity and organizational success.Item THE IMPACT OF E-RECRUITMENT ON EMPLOYEES' PERCEIVED ORGANIZATIONAL PERFORMANCE: A STUDY OF IT PROFESSIONALS IN SRI LANKA’S LEADING INFORMATION TECHNOLOGY COMPANY(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2025) Thathsarani, K.H.L.N.; Ekanayake, E.M.H.L.The study employs a quantitative research approach, utilizing a structured questionnaire to collect primary data from executive-level employees in the IT sector. An explanatory research design is adopted to examine the cause-and-effect relationship between e-recruitment and employees' perceived organizational performance, using a simple random sampling technique to ensure equal representation. Data analysis was conducted using SPSS, incorporating reliability tests, correlation analysis, and regression analysis to evaluate the hypotheses. The research follows a cross-sectional survey strategy, analyzing data from IT professionals at a single point in time, structured based on the Saunders, Lewis, and Thornhill research onion model. The findings indicate a positive impact of e-recruitment on organizational performance, with significant relationships found between e-recruitment (r = 0.685, R² = 0.469, p = 0.000), Job Boards, and Job Websites in enhancing employee perceptions of success, productivity, and satisfaction. Effective use of these digital hiring methods improves talent acquisition and workforce engagement, ultimately boosting organizational performance. Between e-recruitment practices and employees' perceptions of organizational performance, confirming that well-structured e-recruitment strategies enhance hiring efficiency, job satisfaction, and workforce productivity. The results suggest that digital recruitment methods can improve organizational effectiveness by streamlining the hiring process and ensuring a better match between candidates and job roles. However, the study is limited to a single IT company, and further research is recommended to validate the findings across different industries and geographical regions. To optimize e-recruitment outcomes, organizations should continuously update and optimize their job boards and websites, integrate AI-driven analytics to assess recruitment efficiency, enhance candidate engagement through interactive elements such as chatbots and real-time support, expand future research across multiple industries, and consider a mixed-methods approach incorporating qualitative insights from interviews and focus groups.Item PREVALENCE OF NOMOPHOBIA AND ITS IMPACT ON ACADEMIC PERFORMANCE AMONG MANAGEMENT UNDERGRADUATES IN A SRI LANKAN STATE UNIVERSITY(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2025) Nirmanthi, K. P. K.; Ekanayake, E.M.H. L.Student academic performance is a critical determinant of a university’s success. While nomophobia affects academic performance, particularly in the Sri Lankan context, this phenomenon has not yet been sufficiently investigated. To fill this gap, the study examines the relationship between nomophobia and the academic performance of undergraduates in Sri Lankan state universities. Specifically, the study focuses on undergraduates at the Department of Commerce and Management, University of Kelaniya. This cross-sectional study utilized a convenience sampling method to select a sample of 348 undergraduates, with 300 valid responses collected through a standard questionnaire using a 5-point Likert Scale, and data analysis was conducted using SPSS, employing correlation, regression, and descriptive statistics. The regression analysis results indicate a significant impact of nomophobia on academic performance (H1: β= -0.630, p=.000). The finding indicates that nomophobia negatively affects academic performance among management undergraduates at University of Kelaniya, Sri Lanka. These results underscore the need for targeted interventions to mitigate nomophobia and enhance academic outcomes. The study's findings provide valuable insights for university administrators, policymakers and lecturers to design initiatives that reduce nomophobia and foster better academic performance among undergraduates in Sri Lanka.Item IMPACT OF REMOTE WORK ON THE WORK-LIFE BALANCE OF MANAGERIAL LEVEL EMPLOYEES IN THE APPAREL INDUSTRY IN THE GAMPAHA DISTRICT(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2025) Athukorala A.S.; Ekanayake E.M.H.L.The current study was initiated to identify the impact of remote work on the work-life balance of managerial-level employees. This is a quantitative study and is conducted as a cross-sectional field study. Primary data were collected through a survey questionnaire developed based on the standard measurement scale, which was administered to the respondents directly via online mode as a Google form. Data analysis was done with the aid of the Statistical Package for Social Sciences (SPSS). According to the convenience sampling technique, the final sample remains at 81 observations of the Managerial-Level Employees in the apparel industry in the Gampaha District. Person Correlation Coefficient and Linear Regression were used to test the advanced hypotheses. Sig. (2-tailed) test was also employed to test the significance of the correlation coefficient because the advanced hypotheses were non-directional. The outcomes indicated strong positive correlations between work-life balance and occupational stress (r = 0.899), management support (r = 0.874), and family support (r = 0.922), which were all statistically significant (p < 0.001). Regression analysis also confirmed that occupational stress explains 80.9% of the variance in work-life balance, management support explains 76.3%, and family support explains 85.1%, all with significant p-values. Multiple regression analysis also showed that the combined effect of all three factors explains 87% of the variance in work-life balance, and the model is strongly significant (F = 179.830, p < 0.001). Accordingly, based on this item, managers can help balance their professional duties with family commitments by introducing flexible hours, hybrid arrangements, etc. They can also offer family-friendly options such as subsidized childcare and eldercare programs, as well as extended parental leave policies, and an organization can organize training workshops on planning for family members and properly obtaining their support. Surprisingly, the findings of this study found that occupational stress has a positive impact on managers' WLB. Therefore, managers should implement policies to provide adequate mental freedom. This can be done by encouraging them to get enough sleep, exercising, practicing yoga, listening to music, etc.Item THE IMPACT OF LEADERSHIP STYLE AND WORK ENVIRONMENT ON EMPLOYEE PERFORMANCE: WORK MOTIVATION(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2025) Athapaththu, D. A. M. R. C. J.; Rebecca, E.This study investigates the impact of leadership style and work environment on employee performance, with a focus on the mediating role of work motivation. Employee performance outcomes are significantly influenced by leadership style and a positive work environment. In order to investigate this impact, the researcher focused on only one selected IT company. Leadership style, work environment and work motivation play a pivotal determinant of the employee performance. A comprehensive literature review serves as the foundation for the research, including theories and empirical findings from leadership style, work environment, work motivation and employee performance. A cross-sectional quantitative research framework applied for the conduct of this study. Data was collected through a structured questionnaire and the study used employs survey and Statistical Package for Social Sciences (SPSS) analysis for data collection and interpretation. The analyzed results indicate that there is a positive impact of leadership style and work environment on employee performance with the mediation effect of work motivation. Consequently, this study provides significant implications for the company determining strategies to enhance employee performance and to retain the talented employees within the organization.Item IMPACT OF TRANSFORMATIONAL LEADERSHIP ON EMPLOYEE TASK PERFORMANCE IN SELECTED AUTOMOBILE COMPANY IN SRI LANKA(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2025) Madushani, A.P.K.K.; Rebecca, E.This research investigates the impact of transformational leadership on employee task performance within the context of a selected automobile company. In today's competitive and globalized information culture, maintaining a competitive edge requires organizations to attract and retain talented workers, inspiring them to reach their full potential. The study explores the dynamics of employee task performance in the automobile sector, emphasizing the role of transformational leadership in fostering a positive work environment. The automobile sector in Sri Lanka, a significant contributor to the country's economy, faces challenges related to employee disengagement factors, including negative perceptions of the industry and poor working attitudes. Against this backdrop, the study aims to fill a crucial research gap by examining the impact of transformational leadership on employee task performance in the selected automobile company. Data were collected through a standard questionnaire from 144 non-executive level employees working at the selected automobile company. Simple regression analysis was used to test the study hypotheses, and SPSS version 23 was employed to analyze the collected data. In conclusion, the study sheds light on the transformative leadership practices that can significantly influence employee task performance in the Sri Lankan automobile industry. The findings hold practical significance for selected company and other industry stakeholders, guiding efforts to enhance employee satisfaction, productivity, and overall organizational success. Future research avenues include expanding the study to enhance employee satisfaction, productivity, and overall organizational performance.