Browsing by Author "Jayasinghe, Chathuni"

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Coping with Workplace Stress by the Sri Lankan LGBTQ+ Community
(Faculty of Commerce and Management Studies, University of Kelaniya Sri Lanka, 2023) Madhusankha, W.A.I.; Jayasinghe, Chathuni
LGBTQ+ employees in Sri Lanka face workplace discrimination, as organizations lack adequate policies and practices to protect them from marginalization and vulnerability. Thus LGBTQ+ employees have to work under pressure and it affects their job satisfaction and performance. Sri Lankan LGBTQ+ studies are lacking due to challenges in finding respondents, overcoming social and cultural barriers, and gaining societal support. This study investigates workplace discrimination against LGBTQ+ employees in Sri Lanka, focusing on their feelings and perceptions. It also examines coping strategies for overcoming job stress and the best coping mechanisms for these employees. The research explores came out LGBTQ+ employees' experiences in Sri Lanka and potential solutions to workplace discrimination through a qualitative approach, interviewing eight respondents who experienced discrimination. The study findings reviled that LGBTQ+ employees are discriminated against in the workplace through social exclusion, sexual harassment, and hostile work settings. The research explored nine coping strategies practiced by the Sri Lankan LHBTQ+ employees and highlighted the four best strategies that were successful in Sri Lankan context. The studies’ findings provide significant insights for the organization's policymakers related to human resource management and scholars.
Impact of Abusive Supervision on Counterproductive Work Behaviour: Study of Nurses in Public Sector
(Faculty of Commerce and Management Studies, University of Kelaniya Sri Lanka, 2022) Silva, N. S. P.; Jayasinghe, Chathuni
With the covid-19 pandemic healthcare industry faced more difficulties than other industries in all over the world. Regular working patterns changed and suddenly working load was increased with the risk of covid – 19 spreading. The purpose of this study is to examine the impact of abusive supervision on counterproductive work behaviour of public sector nurses in the Sri Lankan context. Also, to examine the moderating effect of organizational justice on the relationship between abusive supervision and counterproductive work behaviour of nurses. To achieve this objective data were collected from 405 nurses of public sector hospitals in the western province Sri Lanka. The sample was chosen using a convenience sampling procedure, and primary data were gathered using a standard questionnaire. The Statistical Package for Social Sciences (SPSS) was used to analyze descriptive statistics, inferential statistics, regression analysis, and correlation analysis. The test results revealed that there is a positive impact of abusive supervision on counterproductive work behaviour of public sector nurses. Also, organizational justice moderates the relationship between abusive supervision on counterproductive work behaviour. Furthermore, it is advised to conduct further studies considering private sector nurses and both sectors together among a larger sample in order to add more knowledge to the study's core findings.
The Impact of Psychological Contract on Employee Engagement
(Faculty of Commerce and Management Studies, University of Kelaniya Sri Lanka, 2022) Dulshan, N. M.; Jayasinghe, Chathuni
Employee engagement is a great tool for all organizations trying to gain a competitive advantage over others. The aim of this study is to assess the impact of psychological contract on employee engagement of the lower-level employees at united tobacco processing (Pvt) Ltd. in Sri Lanka. In order to measure the psychological contract; Relationship with stimulating job, work life balance, autonomy and salary was used as independent variables of the study. Employee engagement was the dependent variable of the study. Research choice of the study is quantitative method. Sample size of the study determined as 200. A standard questionnaire was used to as the data collection instrument. Gathered data through questionnaire statistically analyzed using SPSS software. According to the data analyzed it was found that there is a moderate positive yet significant correlation between independent variables and dependent variable. Further it was found that according to multiple regression analysis there are significant impacts of stimulating job, autonomy and salary on employee engagement except work life balance. Based on the findings of the research, researcher recommended to the organization to develop its human resource capabilities, update the salary structures, give appreciation to the employees, restructure career development procedure of the organization and take action to increase engaging level of the employees. Finally, it is recommended for future researchers to examine how the leadership style displayed by the manager and workplace discrimination impact on employee engagement. It is more beneficial, if future research can conduct, covering entire organization or industry to come to the recommendations which are more useful and have generalizability.
Impact of Role Conflict and Role Ambiguity on Job Stress of Operative Level Employees in Apparel Industry
(Faculty of Commerce and Management Studies, University of Kelaniya Sri Lanka, 2022) Suraweera, R. A. S. U.; Jayasinghe, Chathuni
Apparel industry is considered as the backbone the of economic growth in selected countries including Sri Lanka. Also, this industry makes up a large part of Sri Lankan economy. The development of apparel sector is paramount important for Sri Lanka irrespective of their level of development. In Sri Lankan context, a few empirical studies have been conducted on role conflict, role ambiguity and job stress of Apparel firms’ operational level employees. Thus, the objective of this study is to examine the impact of role conflict and role ambiguity on job stress and to examine the moderating effect of tenure on these relationships. To achieve these objectives, data were collected from 213 supervisors from selected apparel firms in Katunayake Export Processing Zone using an online questionnaire. Regression and correlation analyses were performed to test hypotheses of the study. The results indicate that there are strong positive relationships between role conflict and job stress, and role ambiguity and job stress. Further, the results revealed that there are significant positive impacts of role conflict and role ambiguity on job stress. Finally, it was found that organizational tenure moderates the impacts of role conflict and role ambiguity on job stress.
Impact of Toxic Leadership on Deviant Workplace Behaviour of Operational Level Employees with the Mediating Effect of Psychological Contract Breach
(Faculty of Commerce and Management Studies, University of Kelaniya Sri Lanka, 2022) Thilakarathna, W. M. A. K.; Jayasinghe, Chathuni
It is becoming increasingly clear that many organizations have a large number of leaders with toxic leadership styles and situations that violate employees' psychological contracts. Importantly, deviant workplace behaviours are exacerbated by such leaders and practices. As a result, organizations must adapt their practices to identify and manage top-level managers who exhibit toxic leadership and employees who exhibit deviant workplace behaviours, as well as the psychological contracts that exist with them. As a result, drawing on social exchange theory, the current study attempts to investigate the impact of toxic leadership on deviant workplace behaviour of employees, with psychological contract breach acting as a mediator. A structured online questionnaire was distributed to collect data from 376 operational level employees of private banks in the Kurunegala district. The convenience sampling technique was used to select the sample. Regression analysis was performed to test hypotheses of the study. Toxic leadership was found to have a significant impact on deviant workplace behaviour, and psychological contract breach was found to have a significant direct impact on toxic leadership and deviant workplace behaviour. However, psychological contract breach does not mediate the relationship between toxic leadership and deviant workplace behaviour. Accordingly, it is concluded that toxic leadership fosters deviant workplace behaviours that impede the smooth operation of banking processes. Managers as leaders should be able to develop better leader follower relationships in order to create high-performing, productive employees. The social exchange theory supports the argument that if employees have better leadership, they will not deviate from their work. It is suggested that instead of toxic leadership, leaders and practitioners create such a culture. Cross validation of the findings of this study in different industries and cultures comparatively among a larger sample is recommended in subsequent studies, which will add more insights to the substance of the current study.
Impact of Workplace Spirituality on Innovative Work Behaviour: A Study of ICT Professionals ICT Sector in Sri Lanka
(Faculty of Commerce and Management Studies, University of Kelaniya Sri Lanka, 2022) Shilpani, B. A. L. V.; Jayasinghe, Chathuni
The strategic perspective over competitive advantage has become more people centric requiring more innovative, competent and effectively developing employees. As employee behaviours are drivers for generating outcomes, organizations are critically being considered employee innovative work behaviours as a fruitful utensil of achieving organizational goals and objectives. There are organizations are focus on create culture based innovative work environment. The purpose of this paper is to analyze the role of workplace spirituality in understanding innovative work behaviours of ICT professionals in Sri Lanka. This study was adopted a quantitative research approach. A self-administered survey questionaire was applied to a sample of 384 ICT professionals who are currently working in ICT sector in Sri Lankan context to collect data for this study. The sample was selected using convenience sampling technique. To test hypothesized relationships between the constructs, correlation analysis, regression analysis, sobel test has been mainly used. Results shows that workplace spirituality has a positive impact on innovative work behaviour, and affective commitment partially mediates the relationship between workplace spirituality and innovative work behaviour. Findings revealed that their ICT sector professionals in Sri Lanka shown innovative work behaviour when they are spirituality engaged with meaning at work, sense of connection, organizational values. Innovative work behaviour and workplace spirituality directly linked, and employees are more inclined to reciprocate with innovative work behaviour if employees feel valued, useful and meaningful to the organizations and oneself. It is expected that the model can serve as a support for facilitating and promoting innovative work behaviour of employees. It could be of valuable use to furthering the understanding of the fostering workplace spirituality in the workplace, can better manage various job demands of the organizations.