Browsing by Author "Jayamanna, D.A.C.M."

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Empirical Study for Personality and Job Performance of Middle Managerial Level Employees in the Public Commercial Banking Sector in Sri Lanka
(Faculty of Commerce and Management Studies, University of Kelaniya, 2015) Jayamanna, D.A.C.M.; Wanigasekara, W.M.S.K.
Personality is a significant factor which affects job performance of employees according to many previous studies. Hence, the main objective of this study was to examine the relationship between personality and job performance of public commercial banking sector employees using middle managerial level employees as the sample. Personality was measured using the big five dimensions namely extraversion, neuroticism, openness, conscientiousness and openness while job performance was measured through task & contextual performance and counterproductive work behavior. The results of the study was mainly analyzed using correlation and regression analysis and the findings confirmed that personality was a valid predictor which had a statistically significant, strong positive relationship with job performance. Moreover, each big five dimension had a statistically significant moderate positive relationship with job performance. Hence, this study provides new insights to the management of the banking sector indicating that personality should be given due consideration in human resource management practices in their organizations.
The Impact of Work Values on Turnover Intention of Generation Y Employees in Office Automation Industry of Sri Lanka
(, International Conference on Business and Information (ICBI – 2019), [Human Resource Management], Faculty of Commerce and Management Studies, University of Kelaniya Sri Lanka, 2019) Jayamanna, D.A.C.M.; Gamage, P.N.
Managing employee turnover is a matter of critical importance to any organization in the contemporary business arena. This situation becomes even stringent as organizations are continuously pressurized by greying of the workforce and the constant need to replace them with suitable employees from the emerging generations. In this context, managing generation Y becomes a matter of absolute importance as they are the generation who dominates the contemporary workplace and who will take up responsibility as the leaders in the near future. However, when it comes to generation Y, dealing with employee turnover becomes another critical matter as they report the highest number of employee turnover rates when compared to other generations in the workplace. Conversely, when analyzing the reasons for such turnover, work values play a significant role, as generational differences occur mainly due to the differences in the values they uphold. Therefore, studying the impact of work values on turnover intention of generation Y employees becomes a matter of significance in any industry. However, when it comes to the local office automation industry this situation becomes ever more critical as the average employee turnover rate among millennials skyrockets to 23%. Accordingly, the thesis findings confirmed that work values indeed had a significant impact on turnover intention of generation Y employees. However, results also suggested that intrinsic values such as cognitive and altruistic work values had the strongest impact on turnover intention. On the other hand, traditional extrinsic values such as instrumental and prestige work values had no significant impact on turnover intention of the millennials. The findings thereby indicated that in order to retain generation Y employees, modern organizations should be more interactive and engaging, thereby creating a conducive and free environment for employees to learn and excel themselves professionally. Therefore, it compels managers to think past providing mere financial benefits and traditional welfare measures in order to retain employees. Hence, this research provides a novel contribution to the existing body of knowledge regarding generation Y employees in the Sri Lankan office automation industry.