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

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Determinants of Freelancing Intention of Undergraduates: Evidence from Universities in Western Province of Sri Lanka
(Department of of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2020) Viduranga, J.G.L.S.; Jayarathna, S.M.D.Y.
Freelance career model is considered one of the most trending careers worldwide in the 21st century. Freelancing is a more viable option for the country like Sri Lanka because it generates more jobs and have a potential to eliminate the youth generation's unemployment rate. However, there are not enough studies that were conducted on this model in the Sri Lankan context. Thus, the present study focuses on identifying the impact of critical determinates for freelancing on the freelance intention of undergraduates in Sri Lanka. A questionnaire was developed from standard measures and distributed using a google form. Data were collected from 139 undergraduates from eight universities in Sri Lanka. The study revealed that income level, the flexible time factor, ability to outsource has a positive impact on freelance intention while government support and soft skill development has a negative impact on freelance intention. The finding of the study serves as a guideline for policymakers of the country. It is recommended that they have taken the necessary action to motivate freelancing and amend laws and regulations that can generate positive stimulate for the freelancing in the country.
The effect of Employee Work Related Attitudes on Employee Job Performance: A Study of Tertiary and Vocational Education Sector in Sri Lanka
(2014) Hettiararchchi, H.A.H.; Jayarathna, S.M.D.Y.
Job performance of the employees in tertiary and vocational education sector is really important since that decides survival of this sector. Also employee attitudes are related to different aspects of human life most importantly the job he/she involved in. These attitudes are rooted in the mind of them and come out from the behaviour of the employee. Thus to sustain within the competition and to achieve the competitive advantage, it is vital to focus on the attitudes and respective job performance of the employees in a significant manner. In Sri Lankan context, there is a need to investigate that how does these employee work related attitudes affect on the job performance of the employees in the tertiary and vocational education sector in Sri Lanka. Therefore the objective of this is to identify the impact of employee attitudes on job performance. The dependent variable was employee job performance and the independent variable was employee work related attitudes consist with three sub variable named; job satisfaction, organizational commitment and job involvement. The reliability of the instruments were tested against the collected data. The purpose of this study was hypotheses testing, the type was correlational study and conducted in noncontrived setting. This study was cross sectional in time and the unit of analysis in this research was individual as the data was collected from the employees working in Tertiary and Vocational Education Sector in Sri Lanka. The questionnaire was developed by the researchers was used to collect data for the study. Findings of the study reveal that 26.7% of the variance of the job performance was significantly explained by three independent variables. Consequently, it can be concluded as that there is a significant impact of employee related work attitudes on job performance of the employees of the tertiary and vocational education of government sector in Sri Lanka.
The Effect of Extracurricular Activities on Career Outcomes of HR Professionals
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, 2015) Weerakkody, W.M.D.I.; Jayarathna, S.M.D.Y.
Although much attention has already been devoted to document the benefits of extra-curricular activities in general; from the developmental and social perspective, very little focus has been given to a complete an academic study of the effect of Extra Curricular Activities (ECA) on HR professional’s career success. Hence, the purpose of this study was to examine the effect of engagement of extra-curricular activities on career success of HR professionals. In order to achieve the stated objective, an exploratory study was conducted among 50 HR professionals in well recognized companies in Sri Lanka. Structured questionnaire was used to collect data. This study examine the effect of ECAs on career success building on four dimensions; fostering academic outcomes; improving skill set; psychological development and improving access to social capital with the engagement level of ECAs as suggested Keenan (2012). The results revealed that there is a significant positive moderate relationship between ECAs engagement level and HR professional’s career success. When results were analyzed individually on ECAs engagement with career success indicators; Fostering academic outcomes, skill acquisition and psychological development that results revealed significant positive relationships. Only one dimension (access to social capital) was found to be insignificant. The implications of these findings are useful to all stakeholders of HRM especially current and potential job seekers, organizations, institutions which offer HRM professional courses, and in the broader sense HRM workforce developers.
The Effect of Psychological Contract on Employee Retention
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, 2015) Weralupitiya, A.C.; Jayarathna, S.M.D.Y.
Employee retention has been a major concern for organizations in this competitive job market because there are employment opportunities for talented professionals, the greater the demand for their services. In order to retain the best talents with the organization, strategies are aimed at satisfying employee’s needs. The problem remains how great the effect of each strategy on employee’s retention. The primary aim of this study is to assess the effect of psychological contract on employee retention in Ansell Lanka (Pvt) Ltd, Biyagama. Hence the objective of this research was to identify the effect of psychological contract on employee retention. The Independent Variable was psychological contract under the seven dimensions, namely stimulating job, work atmosphere, autonomy, salary, task description, intra organizational mobility, work life balance and job security and the Dependent Variable was employee retention. The reliability of the instruments was tested against the data. This study was engaged in hypothesis testing and it was co relational. Data was collected from each individual at Ansell lanka, Biyagama. The analysis was based on the information collected using a self-administered questionnaire. Data used for analysis were totally based on primary data which was collected using a questionnaire developed by the researcher. According to the results, there is an impact of psychological contract on employee retention and there is a relationship between psychological contract and employee retention which is significant. The solution to retention problems at the Ansell Lanka, Biyagama is to put more emphasis on work atmosphere and autonomy because according to the findings these dimensions were more correlated with the employee retention than other dimensions
An Empirical Investigation of the Impact of Employee Motivation and Productivity of Executive Employees with Special Reference to the Apparel Industry in Sri Lanka
(2014) Jayarathna, S.M.D.Y.
The area of motivation has been receiving a lot of attention both by behavioral scientists as well as by industrial psychologists. As well motivation affects individual behavior and it related to performance and productivity of the organization as the human is a unique resource compared to other resources. Therefore today’s management highly focused on the impact of employee motivation towards the productivity, since it ultimately affects achieving the organizational goals and objectives and also it drives towards achieving the competitive advantage. Therefore there is a need of investigating the impact of employee motivation on employee productivity. So this research was conducted with the objective of identifying the impact of employee motivation on productivity of the employees. The independent variable is employee motivation and the dependent variable is productivity of executive employees. This study was engaged in hypothesis testing and it was corelational and this research study was conducted in the natural environment where work proceeds normally (noncontrived). Data was collected from each individual: executive employees of the Apparel Industry in Sri Lanka. The analysis was based on the information collected using a self administered questionnaire. Data used for analysis were totally based on primary data which was collected using a questionnaire developed by the researcher. According to the results, there is an impact on employee motivation and productivity of executive employees and there is a relationship between employee motivation and productivity of executive employees, which is significant. Based on that it can be concluded that productivity of executive employees have been affected by the employee motivation.
Impact of Employee Meaningfulness of Work on Employee Engagement: A Study of Non - Executive Level Employees in Private Banks in Gampaha District, Sri Lanka
(Department of of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2020) Shashiprabha, H.W.P.U.; Jayarathna, S.M.D.Y.
Human Resource is the life-blood of any organization, thus employee engagement has become a major concern in current organizational context. Therefore the current study focused on exploring the impact of employee meaningfulness of work on employee engagement with special reference to non- executive level employees of private banks in Gampaha district, Sri Lanka. Data were collected from 167 non-executive level employees through a standard questionnaire and distributed via google forms and printed questionnaires. The researcher analyzed data through SPSS (Statistical Package for the Social Science) and simple regression analysis was used to test the impact of employee meaningfulness of work on employee engagement. Accordingly, findings of the current study revealed that employee meaningfulness of work positively impacts on employee engagement among non-executive level employees in private banks. Further, the study findings contribute to the knowledge of Human Resource Management and Organizational Behavior and it adds value to the Sri Lankan research knowledge.
Impact of Job Satisfaction on Job Performance with Reference to Public Banks in Sri Lanka
(Staff Development Center, University of Kelaniya, 2015) Jayarathna, S.M.D.Y.
To attain a competitive advantage and remain in the competitive market, organizations should focus on the employee job satisfaction and job performance. Job Satisfaction is one of the most significant attitudes of the employees of an organization and it describes whether the employees are happy, asserted, and fulfilling their desires and needs at work. The organizations are challenged, as they have to make the employee’s satisfied in their job. So, they will perform better and consequently organization will achieve their competitive edge. Thus, achieving job performance of the employees has been significant for both private and public organizations. Hence, it is needed to investigate how the satisfaction of the employees of the public banks affects the job performance of their employees. As such, the objective of this research is to investigate the impact of job satisfaction on job performance of the public banks in Colombo District. The independent variable of the study is job satisfaction and the dependent variable is job performance. The reliability of the instruments are to be tested against the survey data. This study focuses on hypothesis testing and is a correlational study. The research is to be conducted in the natural environment where work proceeds normally, with less interference of the researchers (non contrived setting). Data will be collected from individuals: employees of the public banks, and the study is cross sectional. The population of the study will be Managerial, Executive and Non Executive employees in the public banks operating in Colombo district of Sri Lanka. It is expected to collect data by distributing from 400 self administered anonymous questionnaires. Data used for the analysis will be primary data. The analysis will be done by simple regression models using the software SPSS 20.0.
Impact of Leadership on Team Work, Culture, and Emotions and Moods of Employees: A Case Study in a Government Bank in Sri Lanka
(2015) Jayarathna, S.M.D.Y.
Organizational behavior is the study of how people behave both individually and within informal and formal groups, and in organizations. Every organization’s performance is ultimately dependent on the motivational level of its human resources and the willingness and ability of people to work harmoniously and effectively towards the accomplishment of shared goals. Identifying the organizational behavior concepts is more important to make resolutions for the issues that emerge within organizations. Banking industry is an industry where problems are intense and the management should understand the human behavior in order to manage them to excel in the competitive market. Culture, emotions and moods, and teams are much more important concepts in Organizational Behavior and the banks and the leaders therein must have knowledge on these concepts in order to achieve the goals and objectives effectively. This articleis developed by identifying an issue which occurred in a government bank in Sri Lanka and the case has been analyzed through culture, emotions and moods, and teams which are important perspectives of Organization Behavior.
Impact of Perceived Organizational Politics on Emotional Exhaustion with the Mediating Effect of Workplace Incivility: Middle Level Employees in the Apparel Industry at the Western Province
(Department of of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2020) Senarathna, W.A.N.M.; Jayarathna, S.M.D.Y.
The main purpose of this study was to identify the impact of perceived organizational politics on emotional exhaustion in the apparel industry of the middle level employees at the western province. Further, the current study was designed to identify the mediating effect of workplace incivility for the impact of perceived organizational politics on emotional exhaustion. This is a cross sectional descriptive research in nature. A standard questionnaire was used to collect primary data through a google form. The respondents were the professionals those who are working in the apparel industry, selected from few private sector organizations in Sri Lanka. Descriptive statistics, simple regression analysis was used to analyze the data and make conclusions. Findings revealed that perceived organizational politics was a reason to the emotional exhaustion of the middle level employees in the apparel industry and also this impact increased by the mediator, workplace incivility. However, the findings revealed that the perceived organizational politics and workplace incivility is highly affected to emotional exhaustion of the employees. It will be a critical problem in the future.
Impact of Reward Management and Decision Making on Job Satisfaction: Case of Sri Lanka
(IJSER, 2014) Jayarathna, S.M.D.Y.
Job Satisfaction is one of the most significant attitudes of the employees of an organization. Job satisfaction used to describe whether the employees are happy, asserted and fulfilling their desires and needs at work. The organizations are challenged, as they have to make the employee’s satisfied in their Job. So they will perform better and consequently organization will achieve their competitive edge. Thus achieving Job Performance of the employees has been significant for both Private and Public Organizations. Basically organizational practices affect the job satisfaction in a considerable extent. Hence there is a need to investigate the how the organizational practices affect the Job Satisfaction of the employees. Therefore the objective of this research was to identify the impact of Reward Management and Decision Making on Job Performance. The Independent Variables were Reward Management, Decision making, and the Dependent Variable was Job Satisfaction. The reliability of the instruments was tested against the data. This study was engaged in hypothesis testing and it was corelational. This research was conducted in the natural environment where work proceeds normally, with less interference of the researchers (noncontrived). Data was collected from each individual: an employee of the public banks, and the study was cross sectional. The analysis was based on the information collected using a self administered questionnaire. Data used for analysis were totally based on primary data which was collected using a questionnaire developed by the researcher. According to the results, there is an impact on reward management, decision making on job satisfaction, and there is a relationship between reward management, decision making and job satisfaction which is significant. Based on that it can be concluded employee’s job satisfaction have been impacted by reward management and decision making.
Impact of Work Overload, Role Ambiguity and Role Conflict on Workplace Incivility: Study of Executive Level Employees in the Government Commercial Banks in Colombo District
(Department of of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2020) Sriyani, S.C.; Jayarathna, S.M.D.Y.
The purpose of this study is to assess the impact of work overload, role ambiguity and role conflict on workplace incivility in government commercial banks in Colombo district in Sri Lanka. This study was carried out as a quantitative explanatory study. A questionnaire was developed using standard measures and distributed among 100 executive employees who are currently working in government commercial banks. Simple regression analysis was used to test the hypotheses developed to identify the impact on work overload, role ambiguity and role conflict on workplace incivility. Findings revealed that there is a significant impact of work overload on workplace incivility where role ambiguity and role conflict does not have an impact on workplace incivility. The study signifies that even though the impact of work overload, role ambiguity and role conflict on workplace incivility is visible in the western context, the same is not observed in the current study context.
Job stress of executive level employees: case of apparel sector in Sri Lanka
(2016) Jayarathna, S.M.D.Y.; Rathnayake, L.R.
Moving towards a Competitive Edge: A Case of ABC Apparel Solutions Limited
(Staff Development Unit, Faculty of Commerce & Management Studies, University of Kelaniya, 2015) Jayasinghe, J.A.C.B.; Nishanthi, H.M.; de Silva, G.H.B.A.; Silva, H.M.S.V.; Dharshani, B.K.N.D.; Tissera, T.J.R.; Weerasinghe, T.D.; Jayarathna, S.M.D.Y.; Padmasiri, M.K.D.
With rapidly booming technological, economical and political environments, the change and development for an organization is critical. Organizations should have their keen focus on the change in the environment and adjust and maintain them to be sustaining in the competitive environment. In Sri Lankan context, there is a need to investigate how these changes are addressed by the apparel sector. Having understood that, the authors selected a leading apparel solution in Sri Lanka; ABC Apparel Solutions Limited. This case focuses on four major changes occurred within last five years in the selected domain referring to the theories of continuous, transformational and trans-organizational changes. Furthermore, this case signifies how the redefinition occurred in terms of the name change, structural change, merger and the implementation of ERP solution. As per the analysis the organization has managed the change effectively by reducing the complexity of the structure, managing the confusion of the employees, improving the quality of the products, accessing to new technological resources, improving the effectiveness and efficiency, and high speed of implementing the practices in order to enhance the sustainability.