Symposia & Conferences
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Item The Organizational Factors that Influence to Employee Performance in Apparel Industry in Sri Lanka(5th HRM Student Research Symposium 2018, Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka, 2018) Ujith, W. I.; Darshani, R. K. N. D.The main objective of this study is to identify the impact of factors that influence employees’ performance in apparel companies in Sri Lanka. Data were gathered using a standard questionnaire from machine operators and simple random sampling technique was used to select the sample. According to results of the study, it was found that organizational factors (working environment, leadership style, organizational culture and motivation) positively influence the performance of machine operators of apparel companies in Sri Lanka.Item The Impact of Motivation on Employee Motivation: An Empirical Study of Non-Executive Employees in Camso Loadstar, Ekala Tyre Division 01(5th HRM Student Research Symposium 2018, Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka, 2018) Kaushan, P. M. V. I.; Peiris, M. D. P.This research aim to provide practitioners in the rubber industry the ability to recognize motivators for the employees based on the study done in Ekala Tire Division 01 at Camso Loadstar (Pvt) Ltd. The rubber industry consists of different type of operating departments such as Production, Engineering, Mold Maintenance, Stores etc. This study focuses on employees in whole department who are selected randomly. The purpose of this study is to identify factors affecting employee motivation in motivating operational employees in Ekala Tire Division at Camso Loadstar. It also focuses on understanding the level of motivation of the employees in Ekala Tire Division at Camso Loadstar. After creating thorough research and literature reviews, a questionnaire was designed. The sample for this study was selected using the convenience sampling technique. It consist 100 operational employees taken from all the departments in the Ekala Tire Division at Camso Loadstar. To collect the information a questionnaire was distributed among the members in sample. The questionnaire was consisted of two parts; one part includes with basic demographic information of the respondents and second with a set of items prepared with the Likert scale was given to confirm these motivational preferences. The basic demographic information collected includes section, age, gender, and marital status, and district, type of employment, experience, educational qualification and promotions whereas motivational preference include job security, wages, interesting work and working condition.Item Self Determination Theory (SDT): A Review on SDT as a Complementary Theory of Motivation(Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka, 2016) Gunasekare, U.L.T.P.Self-Determination theory is a comprehensive theory of motivation of human behavior supporting that humans are naturally growth oriented and seek out relationships, connections and challenges that aid humanistic growth and develop their authentic self. This paper discusses the Self Determination Theory (SDT) as a theory of motivation to enlighten the understanding of organizational researchers and practitioners to complement the application of traditional motivation theories. SDT provides a useful conceptual tool for motivating people from extrinsic motivation to intrinsic autonomous motivation. The extensive literature review on motivation from the SDT perspective was carried out in this study which yielded a significant new understanding of work motivation, and it further suggests opportunities to utilize the theory for research on work-related phenomena. Furthermore, the review provides insight in to how fulfillment of autonomy, competence and relatedness result in self-regulated human motivation. The Implications of the study and suggestions for further research are presented.Item Towards a Coherent Picture on Entrepreneurial Venture Growth: A Working Study(Department of Commerce and Financial Management, Faculty of Commerce and Management Studies, University of Kelaniya, 2015) Iqbal, H.S.; Kandanarachi, L.D.; Maddumage, M.T.A.; Perera, L.N.S.; Piyathilaka, V.A.R.; Siriwardana, H.N.; Somasiri, J.N.; Wathsala, G.V.S.; Rajapaksha, R.P.E.K.Our research is demonstrated in the form of a working paper to empirically examine the interaction between the two extensions of inside and outside factors affecting entrepreneurship and growth. Leadership, cognition and motivational factors recognized as our main constructs and dimensions were identified for each one of them. Entrepreneurial venture growth is a multidimensional concept. Based on the independent variables identified we have developed a conceptual framework indicating the related dimensions on each of the concepts. Research data has been constructed with a targeted population of 200 and among them we have chosen 15 entrepreneurs to carry out our pilot study. The results of our findings could encourage the future researchers on the nexus of opportunity recognition and entrepreneurial behavior in established firms embedded in organizational routines. Based on our research outcomes we affirmed that reliability assessment is accurate and for the researchers who are interested to expand or study area, they could use this as a secondary source for their future endeavors. We also intend to continue this research in the further and develop and extend the scope based on the growth of entrepreneurship.Item Factors Affecting to the Motivation of Operational Level Employees in Hirdaramani Garments: With Special Reference to the Katunayake Factory(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, 2015) Fernando, M.L.L.; Gamage, P.N.This research study desires to provide practitioners in the garment industry the ability to recognize motivators for the employees. A garment factory consists of different types of operating departments such as Stores, Cutting, Sewing, Washing, Finishing and Warehousing. This study focuses on employees in sewing department of Hirdaramani Garments (Pvt) Ltd at Katunayake. The purpose of this study is to identify factors affecting employee motivation in motivating operational employees in Hirdaramani Garments (Pvt) Ltd. Further, this intended to understand the level of motivation of the employees in the tested context. After creating a thorough research review, a questionnaire was designed. The sample for this study was a convenience sample consisting of 60 operational employees in the sewing department of Hirdaramani Garments Katunayake (Pvt) Ltd. To collect the information a questionnaire was distributed among that sample and questionnaire consisted of three parts including basic demographic information of the sample, motivational preferences and Likert scale statements to confirm those motivational preferences. Basic demographic information included age, gender, type of employment, marital status and education qualifications. Motivational preferences included job security, wages, interesting works, promotion and growth in the organization and working conditions. Results from the study revealed that interesting work was most important motivating factor for the operational employees working in the sewing department of Hirdaramani Garments Katunayake (Pvt) Ltd. Wage was more important to operational employees; promotion and growth had a strong influence in motivating operational employees; fourthly, job security was found to be more important to operational employees; lastly, working condition was found to be a motivational factor for the operational employees.Item Factors Leading to Intention to Participation in Training Programs: With Special Reference to Software Engineers of Virtusa (Pvt) Ltd(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, 2015) Wijayasena, B.A.P.M.; Padmasiri, M.K.D.Today’s organizations believe human resource is the most valuable asset that they could have in their organizations. To have a valuable & competent workforce, employers are conducting training programs time to time. Especially IT companies are having series of training programs in order to update its’ workforce with the new trends in the technological environment. Even though companies are spending thumping amount of money in Training, Only few are benefited by the training programs. Most of employees do not like to participate on training programs. The study is about finding the reasons behind this scenario, as to why employees are not intended to participate in trainings, with special references to software engineers at Virtusa (Pvt) Ltd. By conducting a deep literature review, researcher found different factors affect to training intention of employees. Hence by conducting a deductive research, accompanied by a survey, researcher found the most influential factors affecting to training intention of software engineers. To conduct the survey researcher got a sample of 80 participants. The most influential factors out of different related factors are learning intention of employees and motivation of employees, including intrinsic and extrinsic motivation of employees. These two factors are personal factors of employees. Although the results shows, organizational factors which highly influence in training intention of employees. Those are time availability to participate on training programs with highest work load and the less linkage between rewards and training. Those four factors were sorted by SPSS statistical software, using factor analysis. The results specifies that, with the increasing of age of employees, the learning intention of goes down. To increase the motivation and learning intention employees can have a transparent communication of objectives of training program with the participants in advance, also the benefits associated with training program has to stress to the audience in advance. Finally both the company and the employee is achieving their expected goals by having a motivated staff.Item 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.