Browsing by Author "Jayarathna, S. M. D. Y."

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A Conceptual Model of Job Burnout and Work Social Support
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka, 2017) Jayarathna, S. M. D. Y.
This paper aims to develop a model on job burnout with the work social support and employee engagement. The model argues a mediating of employee engagement in explaining the influence of work social support on job burnout. Further, it also suggest the importance of identification of job burnout not only in the service jobs but also in out of service sector. The paper proposes the relationships between perceived supervisor and coworker support with burnout, and the mediating effect of employee engagement on the direct relationships, by getting the support from conservation of resource theory and job-demand resource theory.
Do Corporate Reputation and Employer Branding Influence Prospects’ Intention to Join?
(Faculty of Commerce and Management Studies, University of Kelaniya Sri Lanka, 2022) Rathnayake, R. M. S. L. K.; Jayarathna, S. M. D. Y.
The purpose of this research is to identify the impact of Corporate Reputation and Employer Branding on prospect employees’ intention to join. Further, this study intends to contribute to fill the knowledge gap by looking into the relationship between employer branding, prospect employees’ intention to join and corporate reputation. Despite the fact that the studies on employer branding and prospects’ intention to join established in western literature, very few studies have examined these with prospects’ intention to join in the Sri Lankan context, especially focusing on state university management undergraduates. This study explored the influence of those variables among final-year management undergraduates in state universities in Western Province of Sri Lanka. This quantitative study used a survey strategy of applying personally administered questionnaires circulated using google forms. Three hundred twenty-five (325) observations were considered as primary data collected from final-year management undergraduates of State Universities in Western Province of Sri Lanka. Statistical Package for Social Science (SPSS), version 23.0 was used as a tool for data analysis and both descriptive and inferential statistics, namely correlation and regression were used to analyzed data. The results indicate a significant impact of employer branding on prospects’ intention to join and corporate reputation partially mediates that impact.
Effect of Flexible Work Arrangements on Well-Being of Medical Sales Representatives: Moderating Role of Social Support
(Faculty of Commerce and Management Studies, University of Kelaniya Sri Lanka, 2022) Roshaney, M. A.; Jayarathna, S. M. D. Y.
Employee well-being became a sustainability goal of every organisation. The workplace has become a significant part of any individual’s life since it affects their both work and personal life and the well-being of society. Thus, this study aims to assess the effect of flexible work arrangements on the well-being of medical sales representatives in Sri Lanka and the moderating role of social support. This study adopted a quantitative research approach where a self-administrated survey questionnaire was applied to a sample of 272 employees currently working as medical sales representatives in all the provinces of Sri Lanka. The multiple linear regression analysis was performed using Statistical Package for Social Science (SPSS) 23.0 version to test the hypothesised relationships between the constructs. The study results revealed that there is a significant effect of flexible work arrangements that could be applied to the medical sales representatives’ job on their general life, work, and psychological well-being. Further, social support acts as a moderator on the above relationship. The current study helps employees appropriately select and use their offered flexible work conditions to ensure their well-being in terms of happiness and healthiness. Further, it provides a way the managers can effectively design flexible arrangements for employees to promote their well-being, leading to a people-oriented and harmonious society.
Impact of Perceived Organizational Politics on Job Involvement: Mediating effect of Workplace Bullying in ABC IT Company Sri Lanka
(Faculty of Commerce and Management Studies, University of Kelaniya Sri Lanka, 2022) Ravihari, P. N.; Jayarathna, S. M. D. Y.
The purpose of this research is to identify the impact of perceived organizational politics on job involvement and the mediating effect of workplace bullying. Further, this study intends to fill the knowledge gap by examining the relationship between perceived organizational politics, workplace bullying, and job involvement. Nonetheless, studies are available on the association between perceived organizational politics and job involvement through workplace bullying in other Asian countries, yet a vacuum in the Sri Lankan context. This study adopted a quantitative research approach; thus, a self-administered survey questionnaire was applied to a sample of 185 executive-level employees in a selected IT company. Multiple regression analysis was performed using SPSS 20.0 version to test the hypothesised relationships between the constructs. The results indicate that perceived organizational politics has a direct negative effect on job involvement, and workplace bullying has a negative effect on job involvement. Moreover, perceived organizational politics positively impacts workplace bullying and workplace bullying partially mediates the relationship between perceived organizational politics and job involvement.
Impact of Perceived Usefulness and Perceived Ease of Use on Intention to Use the E-Performance Appraisal System among Managerial-Level Employees: with Special Reference to the Finance Sector in Colombo District
(Faculty of Commerce and Management Studies, University of Kelaniya Sri Lanka, 2022) Sachith, H. G. I.; Jayarathna, S. M. D. Y.
This research aims to analyze the impact of perceived usefulness and perceived ease of use on the intention to use the e-performance appraisal system. Furthermore, this study intends to contribute to fill the knowledge gap by looking into the relationship between perceived usefulness, perceived ease of use and intention to use the e-performance appraisal system. Despite studies on perceived usefulness, perceived ease of use, and intention to use the e-performance appraisal system in western literature, this was an undervalued phenomenon in the Sri Lankan context, especially in the finance sector and in managerial-level positions. This research was conducted using the survey strategy and quantitative research method. Managerial level employees of a selected company in the finance sector in Colombo district were chosen as the population of the study and 189 responses were received. Data collection was done through a self-administered questionnaire using a Google form. The study revealed that there is an impact between perceived ease of use, perceived usefulness, and behavioural intention to use e- performance appraisal system, thus perceived ease of use, and perceived usefulness influence the behavioural intention to use e- performance appraisal system positively.
Impact of Self Efficacy on Employee Job Performance Mediating Effect of Resilience
(Faculty of Commerce and Management Studies, University of Kelaniya Sri Lanka, 2022) Rupasingha, P. G. N. K. G. M. N.; Jayarathna, S. M. D. Y.
Employees' view of themselves has been regarded as significant in analyzing their self-efficacy and eventual performance through employee self-resilience. Thus, this study aims to investigate the impact of self-efficacy on job performance through resilience. The chosen sample is the executive-level employees of a selected company in the construction and Engineering Sector of Sri Lanka. According to social cognitive theory, excellent performance is produced by the interaction between a person's goals and self-efficacy (Bandura, 2012; Bandura & Locke, 2003). Further, it described that greater objectives result from self-efficacy, and that self-efficacy also strengthens the connection between goals and goal achievement. These impacts were tested using self-administered questionnaire circulated as an online google form in English. Responses from 200 sample were entered into SPSS. The study is a quantitive study where collected primary data were screened and entered SPSS for analysis. First, reliability was ensured via the Cronbach Alpha coefficient of internal consistency. Construct validity was ensured using the KMO test and a factor analysis. Descriptive statistics were generated to analyze the individual behaviour of variables, and the dataset was tested for multivariate assumptions. The hypotheses were tested using correlation analysis and regression analysis. Findings revealed self-efficacy influences the job performance of executive-level employees, and resilience act as a partial mediator.
Impact of Work Alienation on Turnover Intention: Mediating effect of Emotional Exhaustion.
(Faculty of Commerce and Management Studies, University of Kelaniya Sri Lanka, 2022) Rathnayake, R. M. S. L. K.; Jayarathna, S. M. D. Y.
This research aims to identify the impact of work alienation on turnover intention and investigate the mediation of emotional exhaustion. Despite the fact that the association between work alienation, turnover intention, and emotional exhaustion is established in western literature, few studies have examined in the Sri Lankan context, especially in the manufacturing industry. This study is in quantitative approach and adopted a survey strategy. Executive-level employees of a selected company were chosen as the population of the study, and the sample of 142 was used as the primary data source and collected data through a self-administered questionnaire by circulating a google form. Statistical Package for Social Science (SPSS), version 23.0 was used as the data analysis tool, and descriptive and inferential statistics, namely correlation and regression, were used to analyze data. The results show that work alienation directly impacts turnover intention, and the association between work alienation and turnover intention is mediated by emotional exhaustion.
Mediating Effect of Employee Engagement on the Relationship between Leadership Styles and Employee Commitment
(Faculty of Commerce and Management Studies, University of Kelaniya Sri Lanka, 2022) Rodrigo, S. D.; Jayarathna, S. M. D. Y.
Employee Commitment and leadership have become an uproar in every organisation. This study aims to assess the mediating effect of employee engagement on the relationship between leadership styles and employee commitment in the engineering sector in Sri Lanka. This study adopted a quantitative research approach; thus, a self-administrated survey questionnaire was used for a sample of 282 engineers. Simple linear regression analysis was performed using Statistical Package for Social Science (SPSS) 23.0 version to test the hypothesised relationships between the constructs. The study results revealed a significant effect of transactional leadership & transformational leadership on engineer’s commitment. Further, employee engagement act as a partial mediator on the above relationships. The current study helps employees appropriately select and use their offered suitable leadership style to ensure their employee commitment in terms of productivity and Faithfull. Further, it guides to the development of mechanisms to enhance employee engagement, thus enhancing commitment that leads to achieving a people-oriented and harmonious society.
The Impact of Job Demands and Job Resources on Work Family Con-flict: Mediating effect of Emotional Exhaustion and Moderating effect of Job Demands and Job Resources - A Conceptual Framework for Research
(Faculty of Commerce and Management Studies, University of Kelaniya., 2018) Jayarathna, S. M. D. Y.
Busy schedules in this contemporary world widen the boundaries between family life and work life, which created Work Family Conflict and has become a prevalent issue among individuals. Even though there are considerable amount of studies conducted on this area, there remain few empirical and theoretical findings on extending the Job Demands- Resource theory in to work family domain. Further, this concept paper propose the mediation effect of emotional exhaustion on the relation between job demands and job resources on work family conflict and propose the moderation effect of job demands and job resources. A conceptual model is proposed at the end of the paper that enables the future researchers to test empirically in different environments.