Symposia & Conferences
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Item IMPACT OF ORGANIZATIONAL HEALTH AND SAFETY PRACTICES ON ORGANIZATIONAL COMMITMENT OF NON- MANAGERIAL EMPLOYEES IN A SELECTED APPAREL SECTOR COMPANY IN SRI LANKA(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2025) Senadhilankara W.I.M.; Wijewantha P.The aim of this research study is to examine the impact of organizational health and safety practices, specifically management safety practices and job safety, on organizational commitment among non-managerial employees in the apparel sector in Sri Lanka. The study was conducted at an apparel company located in the Katunayake Export Processing Zone, using a structured questionnaire distributed to 240 non-managerial employees. A simple random sampling technique was employed to ensure a representative sample that reflects the diversity in gender, age, educational level, and years of service. The data collected were analyzed using SPSS software, and the study’s findings indicate that management safety practices have a significantly stronger positive impact on organizational commitment compared to job safety. Both management safety practices and job safety are positively correlated with organizational commitment, The results suggest that while safety initiatives are essential in fostering organizational commitment, other factors, such as organizational culture, employee engagement, and job satisfaction, may also influence commitment levels. The study underscores the importance of proactive safety leadership and emphasizes the need for a comprehensive approach that includes not only safety but also elements like communication and employee well-being to enhance organizational commitment. Additionally, the findings contribute to the theoretical understanding of safety management and organizational behavior in developing country contexts, particularly within the apparel sector.Item IMPACT OF COMMUNICATION RELATIONSHIP SATISFACTION ON ORGANIZATIONAL COMMITMENT: A STUDY OF OPERATIONAL LEVEL EMPLOYEES IN HELA CLOTHING (PRIVATE) LIMITED IN SRI LANKA(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2025) Perera, G.S.S.; Wijewantha, P.The purpose of this research is to identify the impact of communication relationship satisfaction on organizational commitment of operational-level employees in Hela Clothing (Private) Limited in Sri Lanka. Communication relationship satisfaction is a critical factor influencing organizational commitment. Research on communication relationship satisfaction is limited, and no research has been conducted on communication relationship satisfaction in the apparel industry in the Sri Lankan context. This research is deductive research. This was a quantitative study with a cross-sectional survey design. A structured questionnaire distributed as hard copies was used to collect data. The simple random sampling technique was used to select the sample. The sample size is 291, and Statistical Package for Social Science (SPSS), version 20.0 was used to analyze the data. Valid responses were obtained from 203 operational-level employees in Hela Clothing (Private) Limited. The hypotheses were tested using simple linear regression analysis. This study found that communication relationship satisfaction has a significant impact on organizational commitment among operational-level employees in Hela Clothing (Private) Limited in Sri Lanka. This study found that all four factors, coworker relationship, immediate supervisor relationship, top management relationship, and organizational influence, affect organizational commitment. The study's findings provide valuable insights for top managers of Hela Clothing (Private) Limited to design initiatives to increase organizational commitment. Finally, suggestions for future research are provided.Item IMPACT OF EMPLOYEE ENGAGEMENT ON EMPLOYEE PERFORMANCE IN ABC APPAREL COMPANY(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2025) Kangara, K.M.D.P.K.; Jayasinghe C.The objective of this paper is to analyses how employee engagement and Employee Commitment influence employee performance with the mediating effect of employee commitment. The result obtained through quantitative method and regression analysis of the survey data shows a significant positive relationship between employee engagement and performance with beta value of 0.482 (p = 0.000), which underscores the importance of the engagement in boosting the performance and success of businesses. As for any ties with performance, all the components included in this competence positively influence performance data but to a lesser extent in this particular case (beta = 0.149, p = 0.020). The analysis with the moderation interaction term (Employee Engagement x Employee Commitment) as the mediator was significant only marginally (beta = 0.799, p = 0.040). 18 Engagement can be seen to have a positive impact on output jointly with commitment.Item IMPACT OF EMOTIONAL INTELLIGENCE ON ORGANIZATIONAL COMMITMENT WITH THE MODERATING ROLE OF PERCEIVED ORGANIZATIONAL JUSTICE: A STUDY OF ABC TELECOMMUNICATION COMPANY(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2025) Kumara, R.S.K.R.N.; Jayasinghe, C.Previous scholars have identified organizational commitment as an essential tool that can increase retention and reduce turnover rates and improve other overall employment factors. However, the biggest problem facing the industry today is the high employee turnover rate, but significantly, managerial level employees have higher commitment than the other level. This study aims to explore the impact of emotional intelligence on organizational commitment and the moderator role of perceived organizational justice in the above relationship, considering management level employees in ABC Telecommunications Company in Sri Lanka. Although the relationship between organizational commitment and emotional intelligence has been confirmed in the Western literature, it has been relatively difficult to find investigated of this relationship in the Sri Lankan context, especially in the telecommunications sector. The present study investigated how these factors are related to each other and how they affect employees. Deductive approach was applied using an online survey research method and a quantitative research methodology. The population of the study was the managerial level employees of ABC Telecommunication Company, and the sample size was 214 Correlation and regression analyses were performed using SPSS. According to the findings of the study, it is concluded that emotional intelligence has a statistically positive effect on organizational commitment. Furthermore, it was found that perceived organizational justice has a moderating role on emotional intelligence and organizational commitment. A relationship was found between the three variables and both hypotheses were accepted.Item RELATIONSHIP OF JOB SATISFACATION AND ORGANIZATIONAL COMMITMENT: A FIELD STUDY OF INSURANCE(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2025) Wijesingha, R.M.R.M.; Gamage P. N.The ‘Employee satisfaction’ and ‘organizational commitment’ are two key factors in employee retention across various work environments. The focus on assessing and analyzing employee satisfaction stems from concerns about the potential outcomes and behavioral consequences in the workplace. Low levels of job satisfaction among employees have been linked to undesirable behaviors, such as using company time for personal activities, withdrawing psychologically and physically from the job, and altering the work environment negatively. Other negative outcomes of low job satisfaction include attendance issues, higher turnover rates, early retirements, lack of active participation in job tasks, and psychological detachment from work. The results of this study will greatly influence the decision-making processes of managers, policymakers, and stakeholders. Understanding the relationship between job satisfaction and organizational commitment will help achieve organizational goals by designing effective motivational programs for agents. The study relied on primary data gathered from insurance agents in the Colombo district. Data collection was conducted using a self-administered questionnaire designed to explore the relationship between job satisfaction and organizational commitment. Primary data was analyzed by using descriptive statistical techniques, correlation coefficients analysis and multiple regression analysis. A study on the relationship between human resources management practices and organizational commitment of insurance agents will provide better understanding regarding organizational commitment. A study on the relationship between job satisfaction, organizational commitment and turnover intention among insurance agents positive relationship.Item The Impact of Job Involvement on Job Hopping of Marketing Employees of “Y” Generation in Telecommunication Sector 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) Arachchi, D. K. K. K.; Jayarathana, S. M. D. Y.The main purpose of the study is to examine the impact of the job involvement on job hopping of marketing employees of “Y” generation in telecommunication sector Sri Lanka. Further, this study examines the moderate impact of organizational commitment on the relationship of job involvement and job hopping. This is a quantitative, cross sectional study which was carried out as an individual level study with a sample of 100 marketing employees, whose age range is 24-38 (Y generation). Survey strategy was followed and self- administered pre tested questionnaires were used to collect data. The study revealed that there is a negative relationship between job involvement and job hopping and organizational commitment significantly moderates the impact on the relationship of job involvement and job hopping. This study will significantly help managers to identify how to reduce job hopping of employees by increasing job involvement and organizational commitment.Item The Impact of Employer Branding on Organizational Commitment: With Reference to Star Garments (PVT) Ltd in Katunayake(5th HRM Student Research Symposium 2018, Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka, 2018) Kuruppu, W. K. A. S. S.; Janadari, M. P. N.In recent years employer branding has gained more attention among business personnel. The apparel industry in Sri Lanka has played major role into the competitive environment though representing the highest proportion in to the service sectors’ organization. Employer branding was played the legitimate value into that competitiveness of the trend of the modern world. The researcher has considered as the main purpose of this study was to examine the impact of employer branding on organizational commitment. By considering the dimensions of economic value, social value, and development value that cogitate the impact on organizational commitment. The final sample of the study consisted of 107 staff and executive level employees who are currently working in the Star Garments (PVT) Ltd, Katunayake. A standardized and pre-validated questionnaire was distributed among the study sample in order to collect data. The study conducted the simple regression and t-test analysis to assess the impact of employer branding on organizational commitment as well as the impact of economic value, social value and development value with considering organizational commitment. Further, the researcher was examined, with the demographic factor, that the result of gender of the respondents’ was controlled to assess the impact of the gender on the association of employer branding on organizational commitment. Findings revealed that there is a positive and moderate impact of employer branding on organizational commitment. As well as the economic value, social value and the development value were positive and moderate impact of employer branding on organizational commitment in respectively. Further, the study results revealed that gender does not significantly control the impact of employer branding on organizational commitment.Item The Impact of Performance Appraisal System on Organizational Commitment in Selected Banks in Puttlam District.(8th International Conference on Business & Information ICBI – 2017, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2017) Shamila, F. A.Banks are focusing on innovation, growth, value creation, profit, more market share to sustain in the market. Those things are achieved by committed employees, because committed employees are productive and more profitable employees. So, by understanding the relationship between performance appraisal system and organizational commitment, it would be helpful to the organizations to get committed employees and solve different types of problems which are derived from organizational changes. In Sri Lankan context, few empirical studies have been concerned with the relationship between performance appraisal system and organizational commitment. So, there is a need to do more research in this field. Therefore, the main objective of this study is to investigate the level and impact of performance appraisal system on organizational commitment in selected banks in Puttlam district. To attain the objectives, the quantitative method was used and data were collected through questionnaires. A total of 150 questionnaires were received from employees in selected banks in Puttlam district and used for further analysis. The data were analyzed using Pearson correlation and multiple regression analysis. The findings exhibited that, there were high level of performance appraisal system and organizational commitment and there was a positive relationship between performance appraisal system and organizational commitment in selected banks in Puttlam district. Further, regression analysis stated that, 40.2% of total variance of organizational commitment was explained by performance appraisal system in selected banks in Puttlam district. This shows that employers need to develop a proper and well-structure performance appraisal system to attaining high level of organizational commitment among the employees.Item The Impact of Job Satisfaction and Organizational Commitment on Employee Turnover Intention: With Special Reference to Corrugated Box Manufacturing Industries in Sri Lanka(Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka, 2016) Batagoda, S.D.; Karunarathne, W.V.A.D.During the past decade employee turnover has become a very serious issue for many organizations in the business world and it has negatively impacted on the growth of the manufacturing sector as well as service sector. Managing retention of employees and keeping the turnover rate below the industry level is one of the most challenging issues for any organization. Recent studies reveal that 81% of current employees are interested in changing their jobs within next 12 months. The purpose of this study is to examine and find out the influences of job satisfaction and organizational commitment on employee turnover intention in a corrugated box manufacturing industries in Sri Lanka. Questionnaire method was used to collect data from 240 employees in five main corrugated box manufacturing companies in Sri Lanka. Both descriptive and inferential statistical techniques were applied to analyze the data. Percentage analysis was used to explain data. Kolmorogov-Sminar test and Shapiro-Wilk test used to test the normality of turnover intention. It was revealed that the distribution of that data is non-normal. Hence the Spearman rank Correlation Coefficient was applied to measure the relationship between independent variables and dependent variable in this study. The results of the research highlighted that there is a weak negative relationship between job satisfaction and employee turnover intention and it is statistically significant at 0.05 level. The relationship between organizational commitment and employee turnover intention is also weak negative and it is statistically significant at 0.05 level. This finding can be applied to prepare a strategy for retaining employees within the organization.Item Impact of Psychological Contract on Employee Outcomes of Job Satisfaction and Organizational Commitment: A Case of a Leading Apparel Manufacturing Company in Sri Lanka(Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka, 2016) Nishanthi, H.M.; Mahalekamge, W.G.S.The purpose of this study was to examine the impact of psychological contract on employee outcomes of job satisfaction and organizational commitment in a leading apparel company. Companies that invest more effort in achieving higher level psychological contract between their employees, employer and organization have satisfied and committed employees. The research design is descriptive in nature. A simple random sampling has been used to select the sample. The participants in the study were 50 executive level employees in a leading apparel company in Sri Lanka. Standard questionnaire was distributed to collect data. Based on the analysis, researcher identified that there is a strong positive relationship between psychological contract and employee outcomes of job satisfaction and organizational commitment. In addition, based on the findings researchers established that there is a significant impact of psychological contract on employee outcomes of job satisfaction and organizational commitment.