Symposia & Conferences

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    THE IMPACT OF TECHNOLOGY INTERVENTION ON STRESS MANAGEMENT WITH MEDIATING EFFECT ON THE JOB SATISFACTION OF PRODUCTION LEVEL EMPLOYEES IN THE RUBBER PRODUCTS MANUFACTURING INDUSTRY IN COLOMBO DISTRICT
    (Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2025) Bandara Y.M.W.A.R.; Janadari M.P.N.
    This is a study that investigates the influence of technology on stress management as mediated by job satisfaction within a cross-section of production employees in the rubber manufacturing industry in Colombo. The speeding advancement of technologies has impelled new ways of stress management for employees in rubber products manufacturing industry and its consequent impact on overall job satisfaction. The research has been conducted by taking quantitative approach methods, collecting data through surveys from 103 samples drawn from the production employees working within the rubber products manufacturing companies in Colombo District. And data analysis has been done by using SPSS software: descriptive statistics, correlations and regressions have been carried out. Further, it analyzed the link between the use of technology such as automation and digital tools which are using of production level employees for stress management and its impacts made by stress management on job satisfaction. Findings from the research prove that there is no positive relationship between the technology intervention on stress management. And the relationship between technology intervention and the job satisfaction is positively accepted. When it comes to the mediating effect results, the technology has a significant impact on stress management through job Satisfaction. According to recommendations, the study is completed with options for firms to adopt and test that embrace their technological innovations as part of human resource-strategizing operations to create a healthier work environment and performance improvement within their organization.
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    MYTHS OF GENDER DIFFERENCES IN MANAGEMENT RESEARCH:ASSESSING ETHICAL SENSITIVITY OF MALE AND FEMALE MANAGERS IN THE INSURANCE INDUSTRY
    (Department of Marketing Management, University of Kelaniya,Sri Lanka., 2017) Obalola, M. A.
    It is widely acknowledged that the corporate world is heavily dominated by male executives. This dominance and continuous decline in ethical standards among business executives have led to the call for more women participation at the top echelons of corporations. The advocates of this call contend that more women participating at the top management level in the corporate world would more likely produce a work environment that is more ethical and moral than the current male dominated one. More so, management literature is replete with theoretical and empirical evidence which suggest that women executives demonstrate higher ethical standards than their male counterpart. Recent corporate scandals that heightened in the collapse of corporations such as Enron and WorldCom, whose executives were majorly males seems to resonate with these researches. However, like most issues in management, gender differences in ethical standard are trailed with a lot of controversies and empirical results have largely remained inconclusive. In essence, the question of whether business conduct will be more ethical and socially responsible in the wake of more women taking decisions at the top management level remains one that must continuously be assessed. The current research work is therefore geared towards assessing gender differences in ethical perception and usefulness of social responsibility as a strategic tool for business success. Data were collected through structured questionnaires from managers in the insurance industry and subjected to multivariate analysis. Results of the study were discussed and managerial implications were pointed out.
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    DO NEED BASED MOTIVATION PRACTICES MAKE HAPPY EMPLOYEES? INTEGRATING THE SUPPLY CHAIN OF HAPPINESS WITH EMPLOYEE MOTIVATION
    (2010) Wickramasinghe, C.N.; Ahmad, N.; Rashid, S.; Emby, Z.
    Even though the work life is one of the significant life domains that contribute to the happiness and satisfaction, it is not the only life domain that make employee happy and satisfied. Human mind is much more complex organism that has many domains that positively or negatively influence to the happiness and satisfaction of life. These life domains integrated within the individual as a chain that supply happy, unhappy, satisfying and unsatisfying feelings and emotions that create the happiness and satisfaction with life in a given time. Unhappy experience of one life domain is negatively influence to the other life domains as well. This is stimulated by the macro level socio, cultural and economic causes. Therefore, the organizational motivational practices should not necessarily focus only on work related motivation but need to think the happiness and satisfaction supply chain of an individual.