Browsing by Author "Gamage, P.N."

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Career Expectations of Generation Y: Case of Management Undergraduates of National Universities in Sri Lanka
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, 2015) Fernando, K.H.K.; Gamage, P.N.
The main purpose of this study is to identify the main career expectations characterized in Management Undergraduates of Generation Y in the Sri Lankan context based on final year undergraduates of three major Management Faculties in Sri Lanka. Further, the research tries to compare the findings with western world findings to see whether there is a similarity of career expectations between Sri Lankan Generation Y and Western world’s Generation Y. Present Study was done using a convenient sample of 100 undergraduates of three major Management faculties: University of Sri Jayewardenepura, University of Colombo and University of Kelaniya. A questionnaire designed by the author associating Broadbridge, Maxwell, & Ogden (2007) work which summarizes an array of Generation Y career expectations under four categories found in the popular researches those had been carried out till 2007 was used to collect data from a stratified random sample. The findings of the current research shows that career expectations of Management Undergraduates of Sri Lankan Y Generation have both similarities and differences compared to the generalized career expectations found in Broadbridge et al. (2007) work. And the findings did not show substantial differences with respect to gender but researcher showed that there is a significant difference of career expectations based on their upbringing stages of lives and the professional qualifications. Future research must focus in doing an exploratory study based on pure Sri Lankan sources without associating European famous researches to identify whether there are especial expectations inherent to Sri Lankan Y generation those have not been highlighted in European studies. And it is suggested that similar researches should be done using more heterogeneous Generation Y samples and using larger samples to see if the outcomes change.
The Effect of Supervisor’s Participative Leadership Style on Employees Job Satisfaction: A Case of Brandix Apparel Solutions
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, 2019) De Silva, K.D.U.J; Gamage, P.N.
The study aims to examine the effect of the supervisor’s participative leadership style on employee job satisfaction of one of the leading apparel companies in Sri Lanka. In order to carry out the study, 102 operational level employees were selected from Brandix Apparel Solutions for the statistical analysis of this research. A standard questionnaire was distributed in order to gather data from the operational level employees. Correlation and regression analysis were used to test hypotheses. The statistical results of this study show that there is a positive significant relationship between supervisor participative leadership style and employee’s job satisfaction.
The effectiveness of grievance settlement practices of apperal industry in Sri Lanka
(Research Symposium 2009 - Faculty of Graduate Studies, University of Kelaniya, 2009) Gamage, P.N.; Hewagama, G.V.
This paper empirically investigates the effectiveness of systematic use of Grievance Settlement Practices (GSP) and identifies the impact of the size of the firm on effectiveness of systematic use of GSP in apparel industry in Sri Lanka. The study was conducted relating to large and medium size apparel manufacturing firms in Colombo District. The unit of analysis of this study was at firm level. The sample of the study consist of four (04) large garment manufacturing firms and three (03) medium size garment manufacturing firms. A structured 7-point likert scale questionnaire was administered to collect data from a randomly selected sample of 70 executive level employees representing all firms. The effectiveness of the grievance settlement procedure was analyzed using seven characteristics: formal procedure, speedy settlement, acceptance, settlement at lower level, perceived justice, simplicity and training. The effectiveness of GSP was measured using arithmetic mean and effectiveness was at satisfactory level in both large as well as medium firms. Mean for the effectiveness of GSP was 5.3375 of large apparel firms and 5.1318 of medium size apparel firms. Independent Sample t test was performed to compare means to identify impact of the size of the firm on effectiveness of systematic use of GSP. Results indicate that there was no statistical evidence to claim that the effectiveness of systematic use of GSP related with the size of the firm.
An empirical investigation of the collective bargaining and the labour management relationship: evidence from selected 24 private sector firms in Sri Lanka
(University of Kelaniya, 2008) Gamage, P.N.
Factors Affecting the Adoption of Human Resource Information System of Clerical Employees at Ceylon Electricity Board
(Information (ICBI – 2019), [Human Resource Management], Faculty of Commerce and Management Studies, University of Kelaniya Sri Lanka, 2019) Peiris, P.K.S.; Gamage, P.N.
The study investigated the impacts of factors which affect the adoption of Human Resources Information System of clerical employees at Ceylon Electricity Board with three specific objectives; (1) measuring the level of adoption (2) identifying the most prominent factor which affects to the adoption decisions, and (3) providing suggestions to encourage the adoption of Human Resources Information System among clerical employees at Ceylon Electricity Board. Technology, Organization, and Environment context model (TOE model) was exercised as the analytical tool. This survey utilized cluster sampling method to select 70 of clerical employees who have been working at Personnel and HR branches in Colombo district. A selfadministrated questionnaire was used to gather information. Results of multiple regression analysis presented that only organization context factors; Management Commitment and Human Capability can establish significant impact where technology context factor (User Friendliness) and environment context factor (Regulatory Compliance) cannot make significant impacts on the adoption. Management Commitment was the prominent factor.
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.
FACTORS AFFECTING TURNOVER INTENTION OF OPERATIONAL LEVEL EMPLOYEES IN THE CONSTRUCTION INDUSTRY IN SRI LANKA
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2025) Dananjaya, W.N.; Gamage, P.N.
In today’s dynamic world, human resource management has become a very significant and important management field, and companies must be concerned about utilizing their workforce efficiently and effectively to achieve their goal and objectives. This study focuses on discussing the Factors Affecting the Turnover Intention of Operational Level Employees in the Construction Industry in Sri Lanka. The problem of the study is “Factors Affecting Turnover Intention of Operational Level Employees in the Construction Industry in Sri Lanka” which is identified by studying the literature gap in this area. The research was quantitative research. This cross-sectional research gathered data through a questionnaire from a sample of 250 employees selected through a stratified proportionate random sampling method. Data was collected through a structured questionnaire using a simple random sampling technique. Correlation analysis and simple regression analysis were used to measure the relationship and to test the advanced hypotheses of the study by using Statistical Package for Social Sciences (SPSS). In conclusion, as the key findings of the study, it was found That work-life balance, working environment, Job Security, and Work Stress factors impact employee turnover in the construction industry in Sri Lanka.
The Fundamental Determinants of Dual Commitment of Employees: Evidence from the Public Sector of Sri Lanka
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, 2015) Fernando, D.L.L.; Gamage, P.N.
Dual Commitment is an interesting phenomenon that gained research focus starting from mid-60 especially in the US academia. It was a longstanding stagnating deadlock for managers whether the employees should be forced out of unions to increase their commitment to the organization or should they ignore the militancy of trade unions under pseudo legal covers. Therefore researchers were in a mission to find out whether employees could commit to the organization and to the union simultaneously. In a path-breaking milestone research this was achieved by researches and established that dual commitment is possible in organizations and that harmonious labor-management relationship climate positively influenced the level of dual commitment of employees. It was further confirmed in a very handful of empirical researches in Sri Lanka. But this research purported to reconfirm those findings and add to the literature in establishing that Charismatic Organizational Leadership and Democratic Union Leadership too could influence the level of dual commitment of employees. This research finally purported to establish that not each individual fundamental determinant determines dual commitment but that the integration of the three fundamental determinants could achieve sustainable dual commitment of employees.
High performance work practices and human resource outcomes of commercial banks in Sri Lanka
(University of Kelaniya, 2007) Gamage, P.N.
Impact of Employee Happiness and Employee Engagement on Organizational Attractiveness: Evidence from Promotional and Regulatory Organizations of Ionizing Radiation in Sri Lanka
(Faculty of Commerce and Management Studies, University of Kelaniya, 2021) Kadadunna, K.K.P.I.K.; Gamage, P.N.
The main purpose of this study was to identify the impact of employee happiness (EH) on organizational attractiveness (OA) and the mediating effect of employee engagement (EE). This was carried out as a cross- sectional study among a sample of 127 employees selected from a population of 189 employees at Sri Lanka Atomic Energy Regulatory Council (SLAERC) and Sri Lanka Atomic Energy Board (SLAEB), which are the organizations responsible for regulatory and promotional activities of ionizing radiation. A self – administered questionnaire was used to collect primary data through a survey. The study described in this paper is looking in this respect at four hypotheses. The four hypotheses of this study cover the impact and relationship between EH and OA and mediating effect of EE. To analyze data gathered SPSS 20 (Statistical Package for the Social Science) was used. To interpret the analyzed data, the researcher presented the results using the correlation coefficient and simple regression analysis. Statistical results flaunt that the four hypotheses are basically confirmed. OA of both organizations was moderately and positively influenced by EH. In addition to that, there was a weaker mediating effect of EE between EH and OA. Thus, research findings revealed that management of these organizations should develop leadership qualities, strong communications with subordinates and past decision making to improve the EE and EH and thereby it will gradually enhance the attractiveness of SLAERC and SLAEB. Cross-validation of the findings of this study to be done in different industries and different cultures comparatively among a bigger sample in subsequent studies is recommended, which will add more insights to the substance of the present study.
The Impact of Formal and Informal Mentoring on Employee’s Job Performance: A Study of Executive Level Employee in Hand and Arm Protection Solution Manufacturing Industry in Sri Lanka
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, 2019) Damayanthi, R.M.D.I.,; Gamage, P.N.
Mentoring is one of the human resource development strategies that used mutual desire for development towards career goals and objectives. It is a long-term process that is developmental, career-focused and covers all life structures, mainly, to the identification and development of potential for the whole person. The mentoring process can be taken place formal or informal. This research is an attempt to identify the combined effect of formal and informal mentoring on employee job performance with special reference of hand and arm protection solution manufacturing industry in Sri Lanka. The sample of the study was randomly selected 80 executive employees. Data analyzed by using Descriptive statistics, correlation analysis and simple linear regression with the support of SPSS 23 version. The structured questionnaire was administered to gather information. The statistical results showed that there is a strong positive significant relationship between formal and informal mentoring with employee job performance.
Impact of Gender Dominance of Occupations on Career Choice of Undergraduates: Evidence from a National University in Sri Lanka
(Department of of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2020) Dias, J.S.; Gamage, P.N.
The current study aims to examine the effect of gender dominance of occupations on the career choice of undergraduates by taking a sample of 113 undergraduates from the University of Kelaniya who are studying in their third and fourth years in different faculties. Primary data were collected through an online survey, and the convenience sampling technique was used in selecting the sample. Moreover, the current study was conducted as a quantitative study following a hypothetico-deductive approach together with a cross-sectional survey design. The collected data were analyzed with the aid of SPSS statistical software. To interpret the analyzed data and to obtain the results, graphical charts, descriptive statistical techniques such as mean, mode, standard deviation, and also correlation coefficient, simple regression analysis, and residual analysis were used. Pearson correlation technique analysis was used to test the relationship between variables. Simple regression analysis was used to identify the degree of the impact of the independent variable on the dependent variable. Findings revealed that gender dominance of occupations is positively related to career choice as well as gender dominance of occupations significantly impacts career choice. Hence, it is concluded by proving that undergraduates still show a greater interest in choosing occupations where their own gender is represented to a greater extent. They stereotype occupations as feminine and masculine further. The present study would provide the direction to undergraduates, employees, organizations, HR policymakers, and prospective researchers.
Impact of High Commitment Human Resource Management Practices on Employee Engagement: Evidence from Private and State Commercial Banks of Sri Lanka
(Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka, 2016) Patrick, A.V.; Gamage, P.N.
This study explores the impact of High Commitment Human Resource Management Practices on Employee Engagement in selected state and private commercial banks in Sri Lanka. The main objective of this study is to identify the relationship between High Commitment HR practices such as Performance Appraisal, Compensation, Career Development and Employee Engagement in the selected state and private commercial banks of Sri Lanka. The sample of this study includes two private commercial banks and two state commercial banks in Sri Lanka. A quantitative approach based survey in form of close ended structured Five Point Likert-scale questionnaires were used to obtain the responses from executive bank employees. The collected data were analyzed using SPSS software version 20. In order to test the hypotheses of the study the correlation, regression analysis and multiple regression analysis were used. The statistical results of the study reveal that Performance Appraisal, Compensation and Career Development are significant predictors of Employee Engagement. The outcome of this study may help the policy makers in the banking sector to draft HR policies to improve their service towards better customer satisfaction and to gain competitive advantage which can drive the banks towards profitability and favorable business outcomes.
Impact of Job Designing on Psychological Contract of Employees: A Case Study of a leading Service Providing Organization in Sri Lanka
(Department of of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2020) Fernando, M.N.D.; Gamage, P.N.
The purpose of this study was to assess the Impact of Job Designing on the Psychological Contract of Employees with Special Reference to a Selected Organization of the Service Sector. As a based model Job Characteristics Model developed by Halckman and Oldham (1974) was used in lining with the studies about psychological contract developed by Rousseau (1995). Although, there has been little integrative research that has examined psychological contracts in combination with job designing. This study is carried out as quantitative descriptive research work. Further, the sample is selected randomly and used simple random sampling techniques on an individual basis. A standard questionnaire was used to collect primary data through a survey. Questionnaires were distributed to a sample of 140 clerical and above employees who are currently working in the selected organization. To test the relationship between variables, Pearson correlation analysis was used. Simple regression analysis was used to identify the impact of the independent variable on the dependent variable. And also, it was found to be that there is a significant strong positive relationship between job designing and the psychological contract of the employees. Relational impact and transactional impact are the dimensions of the dependent variable, and they were only significant, and others were insignificant with the work psychological contract. The present study would provide the direction to HR policymakers, employees, employers and academia, and future researchers in decision making.
IMPACT OF LOCUS OF CONTROL ON JOB SATISFACTION OF OPERATIONAL LEVEL EMPLOYEES AT COCONUT OIL MANUFACTURING INDUSTRY IN SRI LANKA
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2025) Madushan, G.G.T.; Gamage, P.N.
The study empirically investigates the impact of Locus of control on job satisfaction of selected coconut oil manufacturing industry in Sri Lanka. The study's specific objectives are to identify the effect of Locus of control on employee job satisfaction, to analyze the relationship between locus of control and job satisfaction, to analyze the relationship between dimensional perspectives of locus of control and to recommend suggestions to enhance job satisfaction. The data was collected using a simple random sampling technique, and the sample size was 238 operational-level employees in the company. Out of 238 employees, 226 respondents were selected to analyze the data. A structured questionnaire was administered to collect the data, and that was analyzed using SPSS version 23.0. Descriptive statistics, Pearson correlation coefficient and regression analysis were used to analyze the data. Locus of control was evaluated using the two dimensions, i.e., Internal and external locus of control. The study's findings revealed that locus of control positively correlates with job satisfaction (r = 0.352, p< 0.01). Moreover, the findings indicated that the Internal locus of control has a positive significant relationship with job satisfaction. Still, the external locus of control negatively correlates with job satisfaction among operation-level employees. The study concluded that while there is a negative relationship between external locus of control and job satisfaction, the positive impact of internal locus of control on job satisfaction outweighs and mitigates this negative effect. According to the findings, the coconut manufacturing industry should implement strategic human resource practices to enhance the level of positive mindset of employees to enhance their job satisfaction.
Impact of Mindfulness on Work-life Balance: A Study of Executive Level Employees in Central Bank of Sri Lanka
(Department of of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2020) Dilshani, S.S.; Gamage, P.N.
Mindfulness is a well-studied phenomenon in many studies. Although the direct effect of mindfulness on work-life balance is well-documented, previous empirical findings of the relationship have been inconsistent. Thereby, the current research examines the impact of mindfulness on Executive Level Employees' work-life balance in the Central bank of Sri Lanka. The study was quantitative, and the cross-sectional survey design was followed. To conduct this research, primary data was collected through a structured questionnaire. The questionnaire was designed to measure the two variables, which were mindfulness and work-life balance of the executive level employees. The simple random sampling technique was applied to select the sample, and the final sample consists of 100 executive level employees who are currently working in the Central bank of Sri Lanka. The Statistical Package for Social Science (SPSS) was used to analyze the data. Further, to interpret the analyzed data and to obtain the results, graphical charts, descriptive statistical techniques such as mean, mode, standard deviation, and also correlation coefficient, simple regression analysis, and residual analysis were used. Also, to test the relationship between variables, Pearson correlation technique analysis was used. Simple regression analysis was used to identify the degree of the independent variable's impact on the dependent variable was analyzed by using the R square value. Accordingly, it was found that there is a significant moderate positive relationship between mindfulness and work-life balance. Hence, the present study would provide the direction to HR policy makers, employees, managers, and future researchers.
The Impact of Psychological Contract on Employee Retention Intention: A Study of a Selected Apparel Company in Sri Lanka
(Department of Human Resource Management, 2019) Bandara, Y.M.U.K.Y.; Gamage, P.N.
The biggest challenge that organizations are facing today is not only attracting the best talents but also retaining them for a long term because of the increased competition in the market. It is very much important to understand the mutual obligations between employer and employee. The objective of this study was to assess the relationship between psychological contract and employee retention in a selected apparel company in Sri Lanka. The study was quantitative and cross-sectional survey design was followed. Data was collected through a structured questionnaire. Convenience sampling technique was applied to select the sample, and the final sample consisted of 59 executive level and managerial level employees from an apparel company in Sri Lanka. The data were analyzed using the SPSS (Version 23.0). The hypotheses of the study were validated using correlation and regression analysis. The statistical results revealed that there is a moderate positive relationship between psychological contract and employee retention as well as there is a significant impact of psychological contract on employee retention.
Impact of Students' Politics on Academic Performance Evidence from Undergraduates of National Universities in Sri Lanka
(Department of of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2020) Dushmantha, P.H.P.; Gamage, P.N.
In the higher education context in Sri Lanka, government universities have a greater responsibility to produce more productive and effective undergraduates to society. The higher education system's quality disruption is caused by the student's engagement with student union activities. In that case, the government, university administration, and society suffer from poor knowledgeable, and unskilled undergraduates arriving from government universities. In this research study, the researcher investigates four major factors, the family background of the undergraduates, the university environment, difficulties faced by the undergraduates, and undergraduate sports involvement in university, which significantly cause student union engagement in national universities. It was found that family background, university environment, difficulties faced by the undergraduates, and sports participation of the undergraduate influence students' involvement in university politics. Ultimately, union involvement significantly impacts the undergraduate's academic performance, which was confirmed by results generated through the omnibus model of the test. This study's findings provide insights for university administration, parents, and primary and secondary school teachers to develop more productive and effective undergraduate through national universities in Sri Lanka.
Impact of Telecommuting on Employee Performance of Executives in the Telecommunication Industry in Sri Lanka: Mediating Effect of Work Life Balance and Job Satisfaction
(Faculty of Commerce and Management Studies, University of Kelaniya, 2021) Indika, K.P.W.A.; Gamage, P.N.
The emergence of the COVID -19 pandemic in 2020 has unexpectedly enforced many employees demanded to work from home for the first time. Work from Home in modern terminology is called telecommuting. Proper implementation of telecommuting will be a valuable management strategy for improving the effectiveness of organization by improving employee performance by means of providing greater flexibilities to the employees. This study examines a timely important issue which is impact of telecommuting on employee performance through sequential mediations through work life balance and job satisfaction. The study adapted the quantitative research approach and online structured questionnaire was used to collect data. The sample consisted of 335 executive employees in the telecommunication industry in Sri Lanka. Coefficient, correlation, and Regression analysis were used to analyze data gathered. The study revealed that there is a significant moderately weak positive relationship between telecommuting and employee performance, work life balance and job satisfaction, job satisfaction and employee performance as well as work life balance and employee performance. On that basis the researchers explored key recommendations to enhance the employee performance while promoting the telecommuting arrangement for employees. Key recommendations are to develop new HR policies to accommodate telecommuting, develop a new legislation framework assistive of telecommuting, implement key performance indicators monitoring mechanism, use hybrid mode of telecommuting arrangement, training for employees to handle digital tools, strengthen the IT policies specially to prevent the possible Cyberattacks and encouraging for employees to spend their time in spiritual activities to reduce the stress level and enhance the mental health.
The Impact of work related factors on Labour Management Relationship
(Research Symposium 2010 - Faculty of Graduate Studies, University of Kelaniya, 2010) Gamage, P.N.; Uduwella, U.K.S.M.
Labour Management Relationship is an important factor that could contribute to gain the competitive advantage in productivity and value addition in both manufacturing and service producing organizations in theglobal environment of this new millennium. Existing literature reveals a gap in the knowledge in respect of work related factors that affect Labour Management relationship in Sri Lankan context . Effective handling of work related factors has become a vital aspect in maintaining a harmonious and a productive Labour Management Relationship. This study is an attempt to identify the impact of work related factors on Labour Management Relationship in Rubber Manufacturing organizations in Sri Lanka. Further this study empirically evaluated four work related factors that could have an effect on Labour Management Relationship, namely Routinization, Autonomy, Distributive justice and procedural justice while the Labour Management Relationship was analyzed under four dimensions namely Understanding between parties, Participation, Grievance Handling and Dispute settlement. The objective of this study was to identify the impact of work related factors on Labour Management Relationship. Hence the study involved randomly selected ninety employees who are currently working for unionized companies which are engaged in manufacturing rubber products in Sri Lanka. Data were obtained by giving a structured questionnaire. Reliability of the questionnaire was more than 0.7 according to the Cronbaches Alpha test. The regression analysis and Persons correlation Analysis were used to analyze the data. The statistical results of this study revealed that there is a positive and significant association between work related factors; Autonomy , Distributive justice and procedural justice while as a work related factor Routinization has a negative relationship with Labour Management Relationship. This study enhances the degree of understanding of the work related factors and how it can be used to enhance the Labour Management Relationship of Rubber production industry in SriLanka.