Browsing by Author "Harshani, M. D. R."

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Effect of Employee Welfare Facilities on Employee Retention: A Study of Cabin Crew Employees in Sri Lankan Airlines
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka, 2017) Harshani, M. D. R.; Welmilla, I.
The employee welfare facilities are recognized as one of a prominent Human Resource Management section in current world. This study is to discuss the effect of employee welfare facilities on cabin crew employee retention in Sri Lankan Airlines. The main objective of the study was to examine the effect of Employee Welfare Benefits to the Retention of the Employees among Cabin Crew Employees in Sri Lankan Airlines. To achieve this objective two hypotheses were developed and tested. The independent variable and the dependent variable of the study was welfare facilities and employee retention respectively. The validity and reliability of the instruments was tested by using Cronbach’s Alpha and test-retest methods. The type of this study is hypothesis testing and it was conducted in the natural setting with less interference of the researcher. The study is a cross-sectional in time and the primary data was collected by using random sampling technique and sample size was 40 cabin crew employees who are working in Sri Lankan Airlines. The unit analysis was at individual level. Data was collected through a structured questionnaire. The offline method was used to gather the data and the primary data set was used. The correlation and regressions methods were performed to test hypotheses and analyzed data. Findings of the study reveal that employee welfare facilities positively and significantly effect on employee retention and there is a positive strong relationship between employee welfare facilities and employee retention. As a significant factor, welfare facilities should be enriched by the management to get the maximum benefits from the employees.
Flexible Working Arrangement and Job Performance the Mediating Role of Supervisor Support
(Faculty of Commerce and Management Studies, University of Kelaniya Sri Lanka, 2022) Thennakoon, T. M. U.; Harshani, M. D. R.
IT industry holds an important place in Sri Lanka’s economy, and it has become Sri Lanka’s large industry. With the current situation, Organizations have not achieved the expected organizational performance. Due to this, they are thinking about the good of the employees and organization and tending towards flexible working arrangements. But using flexible working arrangements has not been able to achieve the expected employee performance in some cases. Therefore, the main objective of this study was to assess the flexible working arrangement and job performance of the mediating role of supervisor support. This was conducted as a quantitative field study among a sample of 152 executives & above carders selected from three (03) main IT companies in the Colombo district. The study was conducted by using a simple random sampling method, and the unit of analysis was individual level. Descriptive statistics, Pearson correlation coefficient, and simple regression were applied to analyze data by using SPSS. The findings revealed that there is a moderate positive relationship between the flexible working arrangements and job performance. Furthermore, there is a 25.28% significant impact of flexible working arrangements on job performance and accordingly, supervisor support has not depicted a significant mediation impact. Further, as only direct path of the IV – DV relationship are significant and indirect path of the IV – DV relationship are not significant, supervisor support could not be considered a partial mediator or full mediator. Supervisor support is considered as a not mediator. Further, this study emphasized finding solutions to improve flexible working arrangements to get expected employee job performance with supervisor support.
Flexible working arrangement and job performance the mediating role of supervisor support
(Faculty of Commerce and Management Studies, University of Kelaniya Sri Lanka, 2024) Maheshika, T.M.U.; Harshani, M. D. R.
The IT industry is important in the Sri Lankan economy and has become Sri Lanka's large industry. With the current situation in the country, Organizations have not been able to achieve the expected performance from the employees. Therefore, the organization has not been able to achieve the expected target. Due to this, they are thinking about the good of the employees and organization and tending towards flexible working arrangements. But using flexible working arrangements has sometimes not achieved the expected employee performance. This has become a major problem in organizations. Therefore, the main objective of this study was to assess the Flexible Working Arrangement and Job Performance in the Mediating Role of Supervisor Support. Further, this study emphasized finding solutions to improve flexible working arrangements to get expected employee job performance with supervisor support.Job Performance was the dependent variable, Flexible Working Arrangements was the independent variable, and Supervisor Support was the mediator variable in the study. This was conducted as a cross-sectional, quantitative field study among a sample of 152 executives & above carder selected from two (03) main IT Companies in the Colombo district. The study was conducted using a simple random sampling method, and the unit of analysis was individual level. A standard measurement scale was used to collect primary data, which was developed by using five points Likert scale and seven points Likert scale. Descriptive statistics, Pearson correlation coefficient, and simple regression were applied to analyze data using SPSS. The findings revealed a moderate positive relationship between flexible working arrangements and job performance. Furthermore, there is a 25.28% significant impact of flexible working arrangements on job performance, and accordingly, supervisor support has not depicted a significant mediation impact. Further, as only the direct path of the IV – DV relationship are significant, and the indirect path of the IV – DV relationship is not significant, supervisor support could not be considered a partial or full mediator. Supervisor support is considered as a not mediator.
Flexible Working Arrangement and Job Performance: Mediating Role of Supervisor Support
(Faculty of Commerce and Management Studies, University of Kelaniya Sri Lanka, 2023) Maheshika, T. M. U.; Harshani, M. D. R.
The IT industry is important in the Sri Lankan economy and has become Sri Lanka's large industry. With the current situation in the country, Organizations have not been able to achieve the expected performance from the employees. Therefore, the organization has yet to be able to achieve the expected target. Due to this, they are thinking about the good of the employees and organization and tending towards flexible working arrangements. But using flexible working arrangements has sometimes not achieved the expected employee performance. This has become a significant problem in organizations. Therefore, the main objective of this study was to assess the Flexible Working Arrangement and Job Performance in the Mediating Role of Supervisor Support. Further, this study emphasized finding solutions to improve flexible working arrangements to get expected employee job performance with supervisor support. Job Performance was the dependent variable, Flexible Working Arrangements was the independent variable, and Supervisor Support was the mediator variable in the study. This was conducted as a cross-sectional, quantitative field study among a sample of 152 executives & above career selected from two (03) main IT Companies in the Colombo district. The study was conducted using a simple random sampling method, and the unit of analysis was individual level. A standard measurement scale was used to collect primary data, which was developed by using five points Likert scale and seven points Likert scale. Descriptive statistics, Pearson correlation coefficient, and simple regression were applied to analyze data using SPSS. The findings revealed a moderately positive relationship between flexible working arrangements and job performance. Furthermore, flexible working arrangements have a significant impact on job performance, and accordingly, supervisor support has not depicted a significant mediation impact.
Fostering work engagement: The effects of reverse mentoring and knowledge sharing
(Asia Pacific Journal of Human Resources, 2024) Harshani, M. D. R.; Jayawardana, A. K. L.; Atapattu, A. W. M. M.
Work engagement is crucial for organisational success, yet many organisations struggle with low engagement rates. Previous research hints at a potential link between reverse mentoring and work engagement, prompting a deeper investigation into this relationship. Drawing from the Job Demands-Resources (JD-R) framework and Social Exchange Theory (SET), this study examines the impact of reverse mentoring on work engagement, with knowledge sharing as a mediating factor and self-efficacy and perceived organisational support as moderators. Through a survey of 340 middle managers across 10 multinational corporations in Sri Lanka, the study reveals significant effects between reverse mentoring and work engagement, with knowledge sharing playing a crucial mediating role. Additionally, the study demonstrates the moderating influences of self-efficacy and perceived organisational support on work engagement and knowledge sharing, thus contributing novel insights to the existing literature in the shade of JD-R and SET perspectives.
The Impact of Effective Communication on Employee Retention: A Study of Operational Level Employees in the Sense Micro Distributions (Pvt) Ltd
(Faculty of Commerce and Management Studies, University of Kelaniya Sri Lanka, 2022) Mudunkotuwa, M. H. W. R. S.; Harshani, M. D. R.
The purpose of this research is to examine the impact of effective communication between operational-level employees on employee retention. The selected company for the study is one of the reputed companies in Sri Lanka that provides IT services. This research was conducted using a survey research strategy and quantitative research method. Operational-level employees of Sense Micro Distributions (Pvt) Ltd Company were chosen as the population of the study. Data was collected through a structured questionnaire. A convenient sampling technique was applied to select the sample, and the final sample consisted of 169 operational-level employees of the selected company. Statistical Package for Social Science (SPSS), version 23.0, was used to analyze data. According to the results of the study, it was found that effective communication strongly impacts employee retention. Quality of the information is the highest impacted variable out of Supervisor – Subordinate communication, opportunities for upward communication, and reliability of the information. It can be concluded that there is a significant positive impact of effective communication between operational-level employees on employee retention. The findings revealed that it is widely understood that the quality of data and information is essential in a knowledge-based, data-intensive economy since information integrity and decision quality are strongly correlated.
Impact of Emotional Intelligence on Employee Work-Life Balance: A Study of Clinical, Non-Executive Level Employees in ABC Hospital (Pvt) Limited
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2023) Nadaraja, R.; Harshani, M. D. R.
The current study examines the impact of Emotional Intelligence (EI) on the Work-life Balance of Clinical, Non-Executive level employees in ABC Hospital (Pvt) Ltd. This study explored the relationship and examined the influence of those variables among non-executive level employees who work in a service Company in Sri Lanka. This research is a deductive (theory–testing) research. This research was conducted using survey research strategy and quantitative research method. Non-Executive clinical level employees of ABC Hospitals were chosen as the population of the study. A Simple random sampling technique was used calculate the sample size. Accordingly, sample size was 155 observations and used primary data as data source, data collection was done through a self-administered printed questionnaire. The number of employees who responded was 155 among 160 employees. Statistical Package for Social Science (SPSS), version 23.0 was used as the data analysis tool. The results indicate that emotional intelligence has significant direct effects on employee work-life balance. It can be concluded that self-management is the most impacted dimension of emotional intelligence in determining employee work-life balance. According to the hypotheses testing, there is a positive correlation between work-life balance and the dimensions of emotional intelligence. Parametric test including correlation and multiple linear regressions proves the results findings. There is a statistically significant relationship between emotional intelligence and the level of work-life balance. Management can take necessary actions to enhance the EI of their employees so that it will support them to have a proper work-life balance. Management needs to focus on the level of EI of their employees to enrich work-life balance to achieve higher level of productivity, commitment, and involvement.
Impact of Emotional Intelligence on Work-life Balance: Study of Non-Executive Clinical Employees at ABC Hospitals
(Faculty of Commerce and Management Studies, University of Kelaniya Sri Lanka, 2022) Nadaraja, R.; Harshani, M. D. R.
The purpose of this research is to identify the impact of Emotional Intelligence on Work-life Balance of Non-Executive Clinical Employees at ABC Hospitals. In addition to that, this study intends to contribute to fill the knowledge gap by looking into the relationship between Emotional Intelligence and Work-life Balance. Although the between Emotional Intelligence and Work-life Balance established in western literature, few studies have examined these with employee work-life balance in the Sri Lankan context, especially in the service industry and in non-executive positions. This study explored the relationship and examined the influence of those variables among non-executive level employees who work in a service Company in Sri Lanka. This research is a deductive (theory –testing) research. This research was conducted using survey research strategy and quantitative research method. Non-Executive clinical level employees of ABC Hospitals were chosen as the population of the study. A Simple random sampling technique was used calculate the sample size. Accordingly, sample size was 155 observations and used primary data as data source, data collection was done through a self-administered printed questionnaire. A printed form was created and distributed to collect data. The number of employees who responded was 155 among 160 employees. Statistical Package for Social Science (SPSS), version 23.0 was used as the data analysis tool for data analysis, and both descriptive and inferential statistics, namely correlation and regression, were used to analyze data. The results indicate that emotional intelligence has significant direct effects on employee work-life balance. It can be concluded that self-management is the most impacted dimension of emotional intelligence in determining employee work-life balance.
Impact of Employer Branding on Employee Retention- on Colombo City Hotels, Sri Lanka
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya Sri Lanka, 2024) Herath, M. H. M. D. S.; Harshani, M. D. R.
In the fast-paced and competitive landscape of today's business world, organizations, especially in the hospitality sector, face the significant challenge of retaining top talent. Employee turnover has become a critical concern for managers, leading to a shift in focus from turnover to retention strategies. This is particularly pronounced in the hospitality industry of Colombo, where high turnover rates prevail.The employer branding refers to strategic approach that focuses on shaping an organization's image as an employer. So this study examines how Employer branding significantly influences employee retention, drawing on foundational theories also collectively illuminate how effective employer branding, through aligning expectations, delivering on promises, and providing resources, contributes to enhanced employee retention in the hotel industry, fostering a dedicated and engaged workforce. Stratified random sampling is used to improve representation, accordingly, a structured questionnaire was administered to 160 employees across 16 selected hotels in Colombo city. Data collection was done through a survey questionnaire. Statistical Package for Social Science (SPSS), version 22.0, was used as the data analysis tool. The results indicate that employer branding has significant direct effects on employee retention. It can be concluded that there is a significant influence of the work environment, corporate social responsibility, work-life balance, and training and development on employee retention. Relevant authorities can take necessary actions to enhance the employer branding of the hotel industry to support them to have proper employee retention. They need to focus on fostering a positive work environment, integrating robust corporate social responsibility initiatives, prioritizing work-life balance, and investing in training and development programs emerge as crucial strategies for enhancing employee retention.
The Impact of Individualism and Collectivism on Managing Conflicts at Work: A Study of Execuive Employees in a Selected Leasing Company
(Faculty of Commerce and Management Studies, University of Kelaniya Sri Lanka, 2022) Malshani, B. M.; Harshani, M. D. R.
Every workplace has conflicts from time to time. Inconsistencies, usually due to interference or disagreement, are considered conflicts. Conflict management is the process of planning to avoid conflict wherever it occurs and making plans to resolve it when it does occur. The main objective of this research study was to examine how individualism and collectivism influenced conflict resolution among executive level staff members in a selected Sri Lankan leasing company. In this study, the researcher identified the research questions that were constructed based on the previously explained problem and the previously developed questionnaire. This study is a quantitative research study. And the researcher used survey method to collect the data. The present study uses well-established standard scales to measure the variables using well-recognized journals. The population of the present study is the executive employees of a selected leasing company in Sri Lanka. The selected leasing company has about 540 employees per grade and according to the Morgan table the sample was about 217. 180 respondents were screened in the investigation. With that note, the present researcher has chosen questionnaire to collect the primary data as a simple random sampling method. Quantitative data were analyzed using Statistical Package for Social Sciences (SPSS) 23.0. The researcher used preliminary analysis, discussed findings and conclusion of the present study to analyze the data. The final finding of the study was that there is a positive moderate relationship between individualism and conflict management among executive level employees of the selected leasing company. Also, there is a positive moderate relationship between collectivism and conflict management.
The Impact of Occupational Health and Safety Practices on Employees' Performance of Operational Level Employees in Apparel Industry in Sri Lanka
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2024) Maduranga, N. R. P.; Harshani, M. D. R.
Garment manufacturers and suppliers have earned a worldwide reputation for producing high-quality garments and are trusted by global fashion brands. Apparel sectors in Sri Lanka follow strict occupational health and safety (OHS) standards. It is noted that unhealthy working practices, directly and indirectly, influence the employees' performance. A safe and healthy working environment for employees is a vital challenge the apparel industry faces, which is essential for job performance. The health and safety conditions related to the apparel sector are continuously becoming critical and complex. However, it is still questionable how occupational health and safety influence employee performance in the apparel sector. Convenience sampling was used to select respondents for the study. The researcher collected data from 363 operational-level employees in the apparel sector through a structured questionnaire. Convenience sample technique was used to select the respondents. SPSS 21 statistical package was used to analyze data. Simple linear regression and multiple linear regression analysis methods were used in data analysis to achieve the research objectives. In conclusion, the job performance of the operational-level employees in the apparel sector is intrinsically driven by occupational health and safety practices as employees consider their life safety. The researcher provided several practical and policy implications based on the study's results. Also, the study cleared the path for future research areas on OHS and job performance.
The Impact of Role Stress on Work-Life Balance Evidence From Sales Employees in The Tile and Sanitary Ware Industry in Sri Lanka
(Faculty of Commerce and Management Studies University of Kelaniya., 2024-11-11) Harshani, M. D. R.; Senevirathne D. M. W. H. K.
In the modern workplace, work is an essential component of one's professional identity; however, striking a balance between work and non–work activities can be difficult. Since more workers realize the importance of what is now called "work-life balance," maintaining a healthy balance between one's professional and personal lives has come to the attention. However, work is an integral part of one's professional identity in the modern workplace. Work and family are two crucial aspects of an individual’s life. Changes in the workplace and employee demographics have driven the attention of many researchers toward the line separating the work and family lives of employees. Maintaining a healthy balance between one's personal and professional lives has gained public attention as more workers recognize the significance of what is now called work-life balance. A few studies have been conducted to illustrate various aspects of role stress on work-life balance (WLB) concerning sales personnel in Sri Lanka's tile and sanitaryware industry. Therefore, the present study aims to investigate the relationship, concentrating on the influence of role stress on work-life balance. The study is quantitative in nature. Responses were obtained from 211 participants via a self-administered survey questionnaire. The multiple regression analysis was carried out utilizing SPSS 23.0 to verify the proposed relationships between the variables. Results showed that role stress (role overload, role ambiguity, and role conflict) significantly impacts the work-life balance of sales employees in the tiles and sanitary ware industry in Sri Lanka.