Browsing by Author "De Alwis, A.C."

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Content and Readability Analysis of Mission Statements: A Study Based on Listed Companies in Colombo Stock Exchange-Sri Lanka
(9th International Conference on Business and Information (ICBI-2018), Department of Management Studies and Toc H Institute of Science and Technology, India, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka, 2018) De Alwis, A.C.; Ramanadhan, H.N.
Mission statement is the most important document of corporate communication and it should be developed with relevant required components and able to read and understand by the different stakeholders. Considering this premise, this research endeavor is aimed at evaluating the mission statements of public quoted companies in Colombo Stock Exchange (CSE). The entire population of the CSE is 298 companies, the sample selected through multi stage sampling method, and it was consisted 78 companies. The mission statements were retrieved from the respective websites, while the analysis was done under two stages. To test the richness of the statement, it was applied the model developed by Pearce and David (1987) and David (1989). To test the level of readability, the fog index was used. Analysis of statements for richness proved that the sample firms in our study generally did not include needed components in their mission statements. The most popular components the sample firms most often included was Product and service, Philosophy and public image. Secondly it was recorded a very poor readability index for mission statements of all the companies. This high score implies the need to review and rewrite the mission statements by reducing sentence length and the use of multiple-syllable words.
The Contribution of HRM Practices to Foster the Green Concept
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, 2015) Lakshini, I.M.; De Alwis, A.C.
Green practices are environmental friendly manufacturing and minimizes the negative influence on the environment through the diverse business activities. Business organizations pay more responsibility to safeguard environment. Human Resource Management is a most significant to practice this aspiration within the organization. Human Resource Management assists towards this aspiration as a representation developer and as a model. As a model Human Resource Management Department use diverse Human Resource Practices to execute Green Concept within the organization. Here researcher strives to identify, according to Sri Lankan context what and how Human Resource Management practices are contributed for execute of the Green Concept within the organization. Researcher selected four Human Resource Managers as the sample from four leading garment factories in Sri Lanka. Depth- interviews were used gather data, and used content analysis to analyze the gathered data. According to the findings, some of the Human Resource Practices in the selected companies are not fostering the green concept, and Human Resource Practices which are being contributed on green concept are not contributed precisely. The current research has not found any HRM practice which is fully contributed on the green concept.
Effect of Employer Attractiveness on Application Intention of Z Generation Job Seekers in Sri Lanka
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya Sri Lanka, 2024) Anuradha, P. N.; De Alwis, A.C.
The purpose of this study is to identify the expectations of Z Generation when selecting their future employer. With the arrival of Z Generation at the workplace, understanding the expectations of the Z Generation is essential to attract best talent out of them to organizations. The unique nature of the Z Generation will make this understanding, a crucial concern among many employers in the near future. At the same time, it is hard to find extant literature focusing on this aspect of Z Generation. This study contributes to find a solution to this problem and fill this knowledge gap. Through the findings of the study, employers receive the opportunity to direct their employer branding strategies to the right direction in order to attract Z Generation in the future. The study was a cross sectional, quantitative study which is deductive in nature. Z Generation job seekers were chosen as the population of the study, which is unknown in terms of the number. Sample size was 250 as per hair method and sample to item ratio, for this unknown population. Data collection was done via an online questionnaire while following convenience sampling technique. Altogether 277 responses were collected for the study via questionnaire. After removing the responses of individuals who are not seeking for a job and other data cleaning processes, no. of respondents was finalized at 229. Data collected were analysed using Statistical Package for Social Science (SPSS), version 29.0 following simple linear regression analysis and multiple regression analysis techniques. The results of the study indicated that, employer attractiveness significantly affects the job application intention of Z Generation Job seekers in Sri Lanka. At the same time, it was found that interest value (Self-confidence, self-satisfaction of working in an organization, career enhancing experience, career progression and recognition from the management) and application value (Opportunity to teach and apply their knowledge, customer-oriented nature and humanitarian nature of the organization, acceptance and belongingness) as the highly preferred aspects of an employer when choosing their future employer by Z Generation job seekers. Researchers also found that the gender of the job seeker significantly moderates the relationship between employer attractiveness and application intention, whereas the level of education and highly focused field of study does not moderate the relationship between employer attractiveness and application intention of Z Generation job seekers in Sri Lanka significantly. Based on the findings of the study, employers can direct their employer branding strategies towards interest value and application value, which will help them to attract the most suitable candidate without incurring huge costs on campaigns with huge costs and less focus by Z Generation - the future of work. The use of the convenience sampling method and the inability to find expectations of job seekers in different educational levels and fields of study separately is a limitation of this study. In addition, the use of a standard questionnaire which was developed in the year 2005 is also a limitation since it does not consider the latest developments in the world we live today.
The Effect of the Level of Adoption of HRIS on Employee Engagement (A Study Based on HR Employees in Camso Loadstar (Pvt) Ltd)
(Department of Human Resource Management, 2019) Bandara, J.H.M.A.P.,; De Alwis, A.C.
The usage of Human Resource Information Systems (HRIS) has been expanding at a considerable rate over the last few decades, emphasizing the importance of adaptation of it for the betterment of the organization. The current study involves testing the relationship between the level of adoption of HRIS and job engagement of Human Resource (HR) employees currently employed at Camso Loadstar (Pvt) Ltd. The literature in current academia well supported to build up a standardized questionnaire by merging two distinct standardized questionnaires found for both variables and data was collected quantitatively. The size of the population is 104 and data were collected from 85 respondents. The researcher chose a simple random sampling technique for data collection. The current study is cross-sectional as the time-horizon, and the unit of analysis of the study is individual HR employee who is at work in the selected company. Data were subjected to statistical analysis and based on the findings the hypothesis was accepted assuring the positive relationship between the level of adoption of HRIS and employee engagement in the particular organization. The controlling variable, which is the job level, was rejected from the test. In conclusion, it was statistically proved that based there is a strong positive relationship exists between the two variables. Providing a certain qualification driven training on HRIS and emphasizing on ICT education in tertiary education system can be recommended.
Emotional Labor and Job Satisfaction: Case Study on Bank Tellers in Sri Lanka (With Special Reference to Bank of Ceylon)
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, 2015) Kodikara, K.A.S.D.; De Alwis, A.C.
This study was conducted to examine the relationship between emotional labor and job satisfaction of tellers working in banks in Sri Lanka. This study focus to identify surface acting and deep acting behavior of bank tellers, and in turn how it affects to job satisfaction. Gender was taken as a moderator in the current research. Bank tellers in the Bank of Ceylon is the population of this study. Study Sample size is sixty six and convenience sampling technique used to select sample and gathered data using self-administrative questionnaire. Correlation and regression analysis were used to test research hypotheses. There is significant relationship between performing emotional labor and job satisfaction. However surface acting has not been found to be significantly associated with job satisfaction and deep acting found significantly associated with job satisfaction. Further female workers significantly moderate relationship between emotional labor and job satisfaction. Tellers in the Bank of Ceylon perform surface acting technique more than deep acting. So it is recommended to the bank to give more training to develop necessary skills to performing deep acting. In order to increase performing deep acting and surface acting, so as to obtain the benefits of emotional labor it is recommended to use emotional labor as selection criteria in the front office employees’ selection process. Further it is prescribe to use orientation program to convey appropriate attitude and display rules to the new employees. This study identifies that, there is significant relationship between emotional labor and job satisfaction and surface acting has greater impact on job satisfaction than deep acting Bank of Ceylon tellers in Sri Lanka.
ENHANCE JOB SEARCH SUCCESS: THE ROLE OF INTERNSHIP PROGRAMS AND SELF-EFFICACY WITHIN THE FRAMEWORK OF SOCIAL COGNITIVE CAREER THEORY
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2025) Amarasooriya, K.M.C.N.; De Alwis, A.C.
This study investigates the impact of internship programs and self-efficacy on job search success among management graduates from state universities in the Western Province of Sri Lanka. Using the Social Cognitive Career Theory (SCCT) as a framework, the research aims to examine how practical experience gained through internships and belief in one’s abilities (self-efficacy) influence job search outcomes. Additionally, the study explores the mediating role of self-efficacy in the relationship between internship programs and job search success. A quantitative research approach was employed, utilizing a cross-sectional study design. Data collection was conducted through a well-structured questionnaire, targeting management graduates who completed their studies in 2024 at state universities in the Western Province. The study adopted a systematic sampling method to ensure a representative sample. Data analysis was conducted using statistical techniques, including correlation and regression analysis, to assess direct relationships, and mediation analysis to examine the indirect impact of self-efficacy. Findings reveal a significant positive relationship between internship programs and job search success, internship programs and self-efficacy, and self-efficacy and job search success. Moreover, the study confirms that self-efficacy mediates the relationship between internship programs and job search success, indicating that internships contribute to graduates’ confidence, which in turn enhances their job search effectiveness.The study also highlights that well-structured internship programs provide not only job-specific skills but also enhance graduates' ability to navigate the job market with confidence. The study underscores the critical role of internship programs and self-efficacy in improving job search success among management graduates. Universities should focus on integrating high-quality and structured internship programs into their curricula while implementing initiatives to enhance students' confidence in job-seeking. Furthermore, collaboration between universities, policymakers, and employers is essential to ensure meaningful internship opportunities that bridge the gap between academia and industry.
Executive Retention Dynamics: The Mediating Influence of Job Satisfaction in HRM Practices at ABC Beverage Company
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya Sri Lanka, 2024) Anuththara, H. D. S.; De Alwis, A.C.
Employee retention is a significant concern for organizations, particularly in industries with high turnover rates like the beverage sector in Sri Lanka. This study investigates the relationship between Human Resources Management (HRM) practices, job satisfaction, and intention to leave among executive cadre employees at ABC Beverage Company. Adopting a quantitative research approach, data was collected from 144 executive cadre employees using a convenient sampling method and an online questionnaire survey distributed via Google Forms. The analysis revealed a negative association between HRM practices and intention to leave, indicating that effective HRM practices contribute to lower turnover intentions. Moreover, a positive correlation was found between HRM practices and job satisfaction, as well as a negative relationship between job satisfaction and intention to leave. However, the hypothesized mediation effect of job satisfaction between HRM practices and intention to leave was not supported. The study underscores the importance of continuous evaluation and improvement of HRM strategies to enhance employee retention. It offers insights for HR practitioners, organizational leaders, policymakers, and researchers to develop tailored retention strategies and address employee concerns effectively. Despite limitations such as sample size constraints and the absence of literature in the Sri Lankan context, future research could explore larger sample sizes and longitudinal studies to further understand retention dynamics. This study contributes to both practical and theoretical domains by providing actionable insights for improving employee retention strategies and advancing scholarly understanding of HRM dynamics in the beverage industry.
Exploring Factors Influencing HRIS Adoption Among Executive-Level Employees in the Finance Sector: A Study of ABC Finance (PVT) Ltd, Sri Lanka
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya Sri Lanka, 2024) Amarasiri, G.A.D.C.; De Alwis, A.C.
In contemporary business environments, the integration of Human Resource Information Systems (HRIS) has become imperative for organizations striving to optimize HR processes and enhance strategic decision-making. However, despite the acknowledged advantages of HRIS adoption, many organizations encounter challenges in fostering employee acceptance and utilization of these systems. This study focuses on discerning the determinants influencing the adoption of HRIS among executive-level employees within ABC Finance (PVT) LTD, situated in Sri Lanka. It seeks to identify pivotal factors shaping HRIS adoption and provide actionable insights for refining adoption strategies. The literature review contextualizes HRIS adoption within the evolution of HR technology, emphasizing its pivotal role in organizational efficiency and strategic HR management. Key dimensions such as management support, employee training, IT infrastructure, and employee IT expertise are highlighted as influential factors affecting adoption rates. Employing a quantitative methodology, the research targets executivelevel employees within ABC Finance (PVT) LTD, comprising a population of 203 individuals. Through simple random sampling, a representative sample of 133 executive-level employees is selected to ensure the validity and reliability of findings. Primary data is collected through structured online questionnaires, designed to capture insights into variables associated with HRIS adoption and its determinants. Analysis of the collected data involves rigorous statistical techniques, including reliability analysis, descriptive statistics, correlation analysis, and multiple regression analysis using SPSS 23. The findings underscore the significant positive relationships between management support and employee IT expertise with HRIS adoption among executive-level employees. Conversely, weaker or non-significant associations are observed between employee training, IT infrastructure, and HRIS adoption. In conclusion, the study emphasizes the critical role of management support and employee IT expertise in fostering HRIS adoption within organizational contexts. Practical recommendations are offered to enhance HRIS adoption strategies, including bolstering top management support, expanding training opportunities, and improving IT infrastructure. The study holds implications for organizations seeking to leverage HRIS for enhanced HR management practices and strategic decision-making. Additionally, it contributes theoretically by advancing the understanding of the factors influencing HRIS adoption dynamics. Acknowledging limitations related to sample size constraints and potential generalizability issues, future research avenues may explore longitudinal studies to evaluate the sustained impact of HRIS adoption and investigate additional determinants influencing adoption rates. In essence, this research bridges theoretical insights with practical applications, offering actionable guidance for organizations navigating the complexities of HRIS adoption in contemporary business landscapes.
Exploring the Impact of Technostress on Work-Family Conflicts in Remote IT Work Settings in Sri Lanka and The Moderating Effect of Perceived Organizational Support
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya Sri Lanka, 2024) Perera, M. J. S. M.; De Alwis, A.C.
Technostress stemming from the use of information technology (IT) has become a major source of stress in the modern workplace. Most of the researchers show that techno-stressors negatively affect employees' work attitudes and performance, however, few researchers know about the effect of technostress on employees' non-work lives. Although there is enough literature on technostress, work-family conflict, and perceived organizational support in the western region. There is less research in Sri Lanka context to test the impact of technostress on work-family conflict, especially after the covid. Hence, this study intends to contribute to filling the knowledge gap by looking into the impact of technostress on work– family conflict, and the moderating effect of perceived organizational support. This study followed a cross-sectional quantitative research framework. Data were collected through a standard questionnaire from a sample of 249 employees working in remote IT work setting in Sri Lanka using the multi-stage sampling method; individual employees from five companies were selected based on the stratified sampling method and a simple random sampling method was used to select the sampling unit. The majority of the sample is made up of men, who represent 56.2% of the total number of respondents, while women represent the remaining 43.8%. Descriptive statistics, inferential statistics, regression, and correlation analysis were analyzed using Statistical Package for Social Sciences (SPSS). The results indicated that there is a strong positive impact of technostress on work-family conflicts and perceived organizational support moderates the association between technostress and work-family conflict. However, perceived organizational support doesn’t significantly moderate the relationship between technostress and work-family conflict. Consequently, this study presents relevant implications for organizations, identifying strategies that allow them to reduce technostress and work-family conflict. Further, this study concluded that providing organizational support and creating policies favourable to work–life balance assist employees in managing technostress better and enhance work-life balance by minimizing the work-family conflict. Moreover, in this study perceived organizational support, as a moderating variable, was considered as a single construct, ignoring the different dimensions of organizational support. Therefore, future research can be further developed by adding dimensions under perceived organizational support.
EXPLORING THE RELATIONSHIP BETWEEN MENTAL HEALTH INITIATIVES AND ABSENTEEISM IN MANUFACTURING FIRMS IN COLOMBO DISTRICT, SRI LANKA
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2025) Sudharshan, G.; De Alwis, A.C.
Employee absenteeism remains a significant challenge in the Sri Lankan manufacturing sector, with mental health playing a crucial role in workforce stability and productivity. This study examines the relationship between mental health initiatives and absenteeism in manufacturing firms in the Colombo District. A quantitative research approach was adopted, utilizing structured questionnaires to collect data from 400 employees. The study aimed to evaluate the effectiveness of mental health programs in reducing absenteeism and enhancing employee well-being. The findings indicate a positive correlation between mental health initiatives and reduced absenteeism, particularly among younger employees (18–25 years) and those with less than one year of job experience. Operational staff and supervisors exhibited higher absenteeism and stress levels compared to managerial employees, highlighting the need for targeted interventions. Family responsibilities and health challenges were identified as primary causes of absenteeism, while mental health programs had limited impact on addressing broader workplace stressors. Despite improving attendance, the effectiveness of these initiatives in reducing stress was constrained by systemic challenges such as heavy workloads and work-life imbalance. The study concludes that a holistic approach integrating tailored mental health initiatives, improved program accessibility, peer support networks, and flexible work arrangements is essential for minimizing absenteeism and fostering employee well-being. These findings contribute to the discourse on workplace mental health and offer actionable recommendations for improving workforce stability in the Sri Lankan manufacturing sector.
The Facets of Gender Stereotypes Change: A Systematic Literature Review
(Faculty of Commerce and Management Studies, University of Kelaniya, 2021) Priyashantha, K.G.; De Alwis, A.C.; Welmilla, I.
This systematic literature review paper highlights the definitions, dimensions, and various outcomes associated with the changing gender stereotypes. Articles were extracted from Scopus and LENS.ORG databases published during the 1970-2020 period. Initially, we retrieved 215 articles, which was reduced to 60 articles complying with the PRISMA Framework guidelines. The results found that people's attitudes towards adopting the culturally defined social role of the opposite biological sex are ideal for being globally applied. Concerning the dimensions, the most used dimensions are agency and communion. Instead, there are nine dimensions derived from the attitude towards role ascription, attitude towards role conflict, and attitude towards role segregation for each public sphere, private sphere, and the intersection of these two spheres roles found ideal. Depending on the surface nature of gender stereotypes change outcomes found, only a few outcomes are favorable to the economy. There are more negative related outcomes that are in the family, work, and health clusters. Besides, there is a gap in research that gender stereotype change has any associations or impacts on the technology landscape. Thus, the finding implies that future researchers need to consider the areas for finding remedies to overcome these adverse outcomes and make the positive outcomes generated productively and focus more research on untapped areas like the technology landscape. Moreover, the definitions, dimensions, and consequences synthesized in this paper provide insights to build an extended theoretical foundation for gender research of the future.
Factors Affect to the Job Satisfaction and Its Impact on Intent to Quit of Employees of Pegasus Reef Hotel
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, 2015) Kaushalya, G.N.; De Alwis, A.C.
Job dissatisfaction and turnover intention is a remaining issue in the hotel organization This study was carried out in a selected hotel organization in Pegasus Reef Hotel and examined how factors (opportunities for advancement and development, interesting work, job involvement, personal loyalty, salary, job security, working conditions and company policy) job satisfaction influence on intent to quit) of junior executives and non-executives employees. The main objective was to investigate how the factors effect on job satisfaction of employees and its impact on intent to quit. Further it aims at examining the relationship between job satisfaction and intent to quit. Two demographic factors gender and total service period of employees were evaluated to find out the moderate effect on these relationships. The nature of this study compelled to use explanatory research design. The purpose is explanatory. Data for this study were collected at a single point in time and the study was cross-sectional in time horizon. Two structured self-administered questionnaires were carried out to explore these interrelationships. Using simple random sampling method 70 employees were selected from the job level of junior executives and Non- executive’s workers of seven departments. For the sample of junior executives, 49 employees were cluster sampling selected (N=31) and sample of Non-executives, 62 employees were cluster sampling selected (N=39). 70 Questionnaires were distributed and the statistical analysis was based on valid total questionnaires. The unit of analysis is at individual level. This study is correlation in type of investigation as finding out the critical factors which contribute to the problem. The statistical analysis confirmed negative relationship between job satisfaction of employees and intent to quit as well as significant relationship between job satisfaction of employees and intent to quit. The outcomes of moderate effect calculated by using moderated multiple regression showed findings: First, job satisfaction is significantly correlated with intent to quit. Second, gender of employees is significant moderate relationship between job satisfaction and intent to quit. The results can be used as a basis for decision making and future planning. Results also highlight the need to emphasize positive factors to enhance employees’ satisfaction and to brainstorm solutions for improving job satisfaction and retaining employees. The study addressed an important hotel concern at a time of sparse research. The findings are noteworthy and important for the delivery of proper hotel hospitality that would lead to improved hospitality status for the society. Further, this study confirms that gender of employees moderating variable when studying job satisfaction and intent to quit of employees. This study proposed that employees who work in an ethical hotel environment will be more satisfied with their job, more loyal to the organization and have low turnover intentions. It also proposed that there are strong relationship between job satisfaction and intent to quit. More specially, higher levels of job satisfaction can negatively affect intent to quit. Furthermore, it was supported that hotel employees perception of their organization’s and their job satisfaction. Finally it was supported that employees perception of their organizations, their job satisfaction and their turnover intention. The researchers findings suggest that employers should focus on improve worker job satisfaction, and ultimately lower turnover intent.
Factors Affecting Pro-Environmental Behavior of Employees in The Apparel Industry
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya Sri Lanka, 2024) Asel, M. D. D.; De Alwis, A.C.
In the realm of Sri Lankan apparel manufacturing organizations, comprehending the drivers behind pro-environmental conduct among employees holds pivotal importance for fostering sustainable practices and environmental stewardship. This study aimed to delve into the internal and external factors shaping pro-environmental behaviour within such companies. By identifying these influential elements, the research sought to shed light on pathways to promote sustainable practices within organizational settings. Employing a quantitative approach, the study sampled 306 employees from a production plant in the Western province of Sri Lanka, utilizing a structured questionnaire to assess internal factors like social norms, personal norms, and environmental attitudes, alongside external factors including situational factors, leadership behaviour, and support. Descriptive statistics, correlation, and regression analysis revealed a significant and positive impact of both internal and external factors on employees' proenvironmental behaviour. While internal factors such as social norms and personal attitudes played a role, external factors like leadership behaviour and organizational support exhibited a more substantial influence. Managerial conduct and group norms emerged as critical determinants of pro-environmental behaviour. The findings underscored the need to address internal and external factors to foster pro-environmental behaviour within Sri Lankan apparel manufacturing organizations. Theoretical implications emphasized the study's contribution to understanding behavioural dynamics in organizational contexts. In contrast, practical implications suggested avenues for enhancing environmental initiatives through supportive leadership and the promotion of environmental norms. Despite limitations such as sample size constraints and potential biases in data collection, the study's contribution to the literature on pro-environmental behaviour in organizational settings, particularly within the Sri Lankan apparel sector, is significant. Suggestions for future research include exploring cultural variations in behavioural influences and delving deeper into the nuances of leadership behaviour's impact on employee conduct.
FACTORS INFLUENCING THE ADOPTION OF AI AND ML TOOLS IN RECRUITMENT: PERCEPTIONS OF USEFULNESS AND EASE OF USE: EVIDENCE FROM HR PROFESSIONALS IN SRI LANKA
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2025) Liyanapathirana L.P.B.T.; De Alwis, A.C.
Artificial Intelligence and Machine Learning have lately become an important element of most recruitment processes. Artificial intelligence in human resource management has developed very fast in recent times, especially in Sri Lanka. This research study identifies various factors that will lead to the adoption of AI and ML tools for recruitment by an organization, which particularly looks at perceived usefulness and ease of use as concerns of HR professionals. By framing TAM as a research framework, these perceptions were reviewed for how they impact the willingness to adopt AI and ML technologies in recruitment practices. Using a quantitative method, this paper collects data from different organizational HR practitioners in Sri Lanka who have initiated applying AI and ML tools in their practices. The results indicate that perceived usefulness significantly improves the chances of the adoption of these technologies, while perceived ease of use is also important in facilitating the acceptance of such technologies. Some of the major hindrances to adoption are resistance to change and a feeling of unfamiliarity with the AI and ML tools on the part of the HR professionals. This research highlights the various perceptions that act as an enabler or inhibitor in the adoption of AI and ML in recruitment, hence becoming highly valued for organizations in developing their recruitment strategies. It underlines the need to address both technological capabilities and human factors to successfully integrate AI and ML tools into HR practices. Ultimately, this study has implications for decision-makers on various ways of leveraging AI and ML technologies to improve the efficiency and effectiveness of recruitment in a changing job market in Sri Lanka.
Flexible Work Schedules and Employee Performance: Case Study of Executives in Asian Alliance Insurance PLC
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, 2015) Lakmali, T.M.K.; De Alwis, A.C.
The purpose of this research was to examine the relationship between flexible work schedules and employee performance of Asian Alliance Insurance PLC. Having observed the current situation, researcher identified that this organization has sound flexible work arrangement system and employees choose most suitable work schedule. Executives in the aforementioned organization was the population of the study. Study sample size is forty three (43), and convenience sampling technique was used to select the sample. Data was collected using a self-administered questionnaire. Correlation and regression were used to test the advanced hypotheses. It is found that there is a positive relationship between flexible work schedule and performance of the executives in the tested domain. Executives in Asian Alliance Insurance most of prefer work with flexible work schedule. In the flexible work schedule system most of the insurance companies are still practicing this on the marketing and sales side employees. But the scenario of the management level employees most of the insurance industry managers enjoy this facility. So if the company can make the target and appoint task and duties to the workers rather than more flexible approach it makes more motivated executive level employees. Findings revealed that executive’s performance in Asian Alliance Insurance positively link with flexible work schedule in the company established.
Gender stereotypes change outcomes: a systematic literature review
(Emerald Publishing Limited, 2021) Priyashantha, K.G.; De Alwis, A.C.; Welmilla, I.
Purpose Even though researchers have discussed gender stereotype change, only a few studies have specifically projected outcomes or consequences. Hence, the main purpose of this study is to examine the impact of gender stereotype change concerning the different outcomes. Design/methodology/approach In achieving the purpose, the authors searched and reviewed current empirical knowledge on the outcomes of gender stereotype change in the Scopus and EBSCOhost databases from 1970 to 2020. The entire process was conducted through a systematic literature review methodology. The article selection criteria were executed using the PRISMA article selection flowchart steps, and 15 articles were included for the review. Findings The findings reveal that the outcomes from gender stereotype change research can be categorized mainly under the themes of “family and children,” “marriage” and “equality and women's employment.” Research limitations/implications The co-occurrence network visualization map reveals gaps in the existing literature. There may be more possible outcomes relating to the current realities, and more cross-cultural research is needed. Practical implications These outcomes provide some implications for policymakers. Originality/value Even though researchers have discussed gender stereotype change on its various outcomes or consequences, research is less. Hence, this study provides a synthesis of consequences and addresses the gaps in the area.
Generation Z Workforce and Job-Hopping Intention; Study Among University Undergraduates in Sri Lanka
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya Sri Lanka, 2024) Amarasiri, G. M. R.; De Alwis, A.C.
This study aims to identify the job-hopping intentions of the Generation Z workforce and fill the existing knowledge gap by examining the relationship between intrinsic and extrinsic factors influencing job-hopping intentions among Generation Z undergraduates in Sri Lanka. While literature on extrinsic and intrinsic motivational factors and Generation Z job-hopping intentions exists, there is limited research in Sri Lanka exploring the interplay between intrinsic and extrinsic factors on job-hopping intentions among university undergraduates. Employing a deductive (theory-testing) approach, the research conducted a quantitative survey among 345 final-year undergraduates at a state university in Sri Lanka using a self-administered questionnaire and simple random sampling technique. Data analysis, performed using SPSS, involved descriptive and inferential statistics, including correlation and regression analyses. Findings reveal negative associations between intrinsic and extrinsic motivational factors and job-hopping intentions among university undergraduates in Sri Lanka, suggesting dissatisfaction with both factors may prompt job changes. While providing valuable insights for practitioners, policymakers, and scholars navigating Sri Lanka's evolving workforce dynamics, the study acknowledges its limitation in focusing solely on intrinsic and extrinsic motivational factors. It suggests future research avenues to explore additional variables impacting job-hopping behaviors among Generation Z undergraduates, thereby contributing to a deeper understanding of talent retention strategies and workforce dynamics in Sri Lanka.
Impact of E-Recruitment and Job-Seekers Perception on Intention to Pursue the Jobs - A study of University Undergraduates
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya Sri Lanka, 2024) Anupama, A. G. C.; De Alwis, A.C.
This study investigates the impact of e-recruitment practices on university undergraduate students' job intentions, emphasizing the need to enhance recruitment strategies and understand students' inclinations towards e-recruitment. Drawing from reviewed literature, a conceptual framework was developed, highlighting the pivotal role of e-recruitment platforms in connecting job seekers with relevant opportunities and influencing their perceptions and intentions. The interplay between e-recruitment, job sources, and job seeker intention emerged as crucial in this context. The research focused on the Faculty of Commerce and Management at the University of Kelaniya, selecting 359 students as the sample population for data collection. Despite facing limitations related to subject scope, geographic location, and resources, the study successfully improved student perceptions and remained both ethical and financially sound. The positive correlation found between independent and dependent variables underscores the potential of e-recruitment to shape students' job intentions. However, caution is warranted in generalizing these findings, given the study's specific focus on a single academic discipline and geographical context. Additionally, resource constraints may have influenced the extent of data collection and analysis. These limitations necessitate careful consideration when extrapolating the results to a broader and more diverse population or global context.
The Impact of Employee Training on Work-Life Balance: Mediating Role of Motivation (A Study of ‘Above Executive Level Employees’ in Macworld Organization (Pvt) Ltd)
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, 2019) Anjalee, U.D.T.M.,; De Alwis, A.C.
In the fast-moving corporate world, the balance between personal life and work is a major concern to employees. Among other strategies, organizations use employee training to cope with this issue. The purpose of this study is to identify the impact employee training has on employee work-life balance while applying motivation as a mediator. This study supplements literature on work-life balance and aids organizations to manage work-life imbalance issues practically. A quantitative study by nature, as a longitude survey design was followed in this study, primary data was collected at two points of time through a structured questionnaire. The questionnaire was distributed before and after a training program the person who participated in the training program and the person who non-participated the training program. Random sample technique was used to select a sample of 108 employees from a population of 136 employees at Macworld Organization (Pvt) Ltd. Differ-In-Difference Estimator was used as a tool. The study faced limitations such as the fact that the population selected for the research is too narrow and lacks the knowledge and relevant resources. Based on the findings it was statistically proved that even though a positive impact and relationship existed between training and motivation, no significant impact or relationship existed between training and work-life balance nor between motivation and work life. Nevertheless, the Difference-In-Difference Estimator test showed a reduction in work-life balance before and after the training program. The provision of equal training opportunities and the adoption of innovative and flexible work hour strategies are recommended.
Impact of Gamification on Undergraduates’motivation and Learning Achievements: Special Reference to University of Kelaniya
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya Sri Lanka, 2024) Hansika, H.D.D.; De Alwis, A.C.
This study aims to examine the influence of gamification on the motivation and learning achievements of undergraduate students at the University of Kelaniya. Its contributions extend to educators, institutions, policymakers, and students themselves, offering insights that can shape pedagogical practices, improve learning outcomes, and inform decision-making. Utilizing a quantitative approach and a crosssectional field study, the researcher employed a sample of 359 respondents. A developed questionnaire was distributed using a simple random sampling technique. Data analysis incorporated demographic analysis, correlation, regression, and mediation analysis. The findings revealed a significant positive correlation between gamification implementation and heightened motivation among students. Concurrently, an increase in learning achievements was observed, indicating a substantial impact on academic performance. The study concludes that gamification holds significant potential in fostering motivation and enhancing academic performance among undergraduate students. The results underscore the importance of motivation as a mediator in the relationship between gamification and learning achievements. The study recommends developing a comprehensive framework for integrating gamification across various academic disciplines within the university and workshops, seminars, or professional development programs can equip educators with the necessary skills to implement gamification effectively in their teaching methodologies. These findings offer valuable insights for educators, suggesting the consideration of gamification as a strategy to address challenges related to engagement, motivation, and collaboration in learning environments. Emphasizing longitudinal studies, demographic analyses, comparative approaches, qualitative investigations, and meta-analyses are expected to further enrich the understanding of gamification's multifaceted impact on higher education.