DSpace Collection:
http://repository.kln.ac.lk/handle/123456789/15888
2024-03-29T10:26:44ZAnalysis of Stress on Employees’ Productivity: A Study based on Air Force Officers in Sri Lanka
http://repository.kln.ac.lk/handle/123456789/16116
Title: Analysis of Stress on Employees’ Productivity: A Study based on Air Force Officers in Sri Lanka
Authors: de Silva, R.D.; Thilakasiri, K.K.
Abstract: Job stress is became one of the main challenges faced by many organisations.
It is usually occurs when employees cannot cope with pressure or tension of
assigned task. It can be considered as one of the factors which influence the
work behavior of employees. Work behavior of an employee can be affected
due to stress either in positive or negative way. Negative impact of employees’
work behavior due to stress might contribute to lower employees’
productivity ultimately affecting organization performance. According to AIS
(the American Institute of Stress) report, $ 300 billion spend annually due to
accident, absenteeism, turnover, medical, legal, insurance costs and workers’
compensation as a result of job stress. The main aim of this study is to identify
most significance stressor and also to analyses its effect on employees’
productivity. Descriptive survey was adopted as the research design of the
study. This study has been conducted based on Sri Lanka Air Force with
reference to three bases. The primary data were collected through a
questionnaire survey from 67 Air Force officers. The results of the study
indicate that over workload (.332**), excessive responsibility (.495**), poor
relationship (.518**), meet deadline (.494**), and harassment (.558**) are
statically significant factors in predicting the level of stress in Air Force
officers. Educational level and civil status are most significant demographic
factors affecting the level of stress. Finding of the study shows that there is a
low positive relationship between stress and productivity.2014-01-01T00:00:00ZA Review of Employee Counselling
http://repository.kln.ac.lk/handle/123456789/16115
Title: A Review of Employee Counselling
Authors: Padmasiri, M.K.D.; Jayathilake, L.V.K.
Abstract: Employee counselling is a Human Resource Management (HRM) practice,
which uses to maintain employees’ wellbeing. The objective of the present
study is identify counselling techniques which can be applied in employee
counselling. The literature shows that in employee counselling counselor can
apply different counselling techniques including Cognitive Therapy (CT),
Behavioral Therapy (BT), cognitive behavioral therapy (CBT), existentialhumanistic
therapy and psychoanalysis. According to the literature, for each
therapy there are different therapeutic techniques can be used. So, in
Behavioral Therapy, Systematic Desensitization, Exposure Therapies,
Aversion Therapy, and Biofeedback can be used. Moreover, Rational Emotive
Behavior Therapy (REBT) and Reinforcement techniques can be applied as
CBT techniques whilst logo therapy and gestalt therapy are using as
existential-humanistic therapy techniques. Finally, in Psychoanalysis
Therapy Anamnesis, Analysis / Interpretation of Dreams and Analysis /
Interpretation of Symbols can be applied in employee counselling.2014-01-01T00:00:00ZAssessing the Implementation of Total Quality Management in Education Administration Institutions in Central Province, Sri Lanka
http://repository.kln.ac.lk/handle/123456789/16114
Title: Assessing the Implementation of Total Quality Management in Education Administration Institutions in Central Province, Sri Lanka
Authors: Abeykoon, M.W.M.; de Alwis, C.
Abstract: The purpose of this study was to assess the implementation of TQM aspects
among education administration institutions in the central province, Sri
Lanka. This study focused on identifying the level of Hard TQM
implementation and Soft TQM implementation among selected education
administration institutions. A five point Likert scale questionnaire was used
as the key instrument of data collection. The data were obtained from a
survey of 41 administrators in education administration institutions in
central province. The findings suggest that the level of hard TQM
implementation is at a high level and the level of soft TQM implementation
is at a moderate level. Further the study reports that the level of hard TQM
implementation is higher than the level of soft TQM implementation.
Among the studied Hard TQM techniques Quality Circles is reported as the
most adopted technique. Customer / Citizen Satisfaction and Top
Management Commitment and Support are the top principles adopted
among the studied Soft TQM practices. In addition to that, report revealed
that there is no significance difference in between districts in central
province when implementing hard TQM and soft TQM.2014-01-01T00:00:00ZImpact of Individualism and Collectivism on Managing Conflicts at Work: Evidence from Public Sector Banks in Sri Lanka
http://repository.kln.ac.lk/handle/123456789/16113
Title: Impact of Individualism and Collectivism on Managing Conflicts at Work: Evidence from Public Sector Banks in Sri Lanka
Authors: Rukshan, W.I.U.K.; Nishanthi, H.M.; Mahalekamge, W.G.S.
Abstract: Conflict management is the process of planning to avoid conflict where
possible and organizing to resolve conflict where it does happen, as rapidly
and smoothly as possible. The ability to manage conflict is probably one of
the most important social skills.
The aim of this research is to identify the influence of individualism and
collectivism on managing conflicts at work place. Hence, it is necessary to
identify the factors that influence on individual’s conflict management styles
for improving work place relations and productivity of individuals, but very
few attempts have been made to find out the factors influencing managing
conflicts in the Sri Lankan context. Current study employs 86 respondents
who were randomly selected from the two public sector banks. The data
obtained from the structured questionnaire were analysed using descriptive
statistics, correlation, and regression analysis.
Through results it was found that there is a positive moderate relationship
between individualism and conflict management styles. Further, it is noted
that there is a positive moderate relationship between collectivism and
conflict management style, and also researcher found out that out of 86
employees, 23% prefer collaborating. And also 21% of employees prefer
accommodating. Two set of 20% employees prefer avoiding and
compromising. The least number of employees prefer competing.2014-01-01T00:00:00Z