Browsing by Author "Jayasinghe, J.A.C.B."

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Impact of Training Effectiveness on Employee Performance of Management Assistant Level Employees in National Housing Development Authority
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, 2015) Sanjeewa, K.V.I.; Jayasinghe, J.A.C.B.
Most of the organizations spend a lot of money on Training process of their employees, as training employees has a directly effect on organizational success. Training process help individual employees to perform their current job in a better way and to meet the expectation of a higher and more challenging job in the future. It also helps to improve the performance of the employees and there by boosts the productivity of the organization. This study focuses on identifying the impact of Training Effectiveness on Employee Performances in National Housing Development Authority (NHDA). To achieve the above mentioned task and to collect data, the employees of the NHDA head office, Colombo 02 who were randomly selected were used as a sample. To gather information, a questionnaire was used as a primary data collection method and company reports were used as secondary data collection method. Moreover, the past training records and previous research papers related to Training programs were used to collect data. According to the results obtained through the analysis of data, it was revealed that training effectiveness help to improve employee performances and there is an impact of the training effectiveness on the employee performance. Finally, this study also presents some recommendations that can be adapted to improve the existing system of training process in NHDA.
Impact of Work Stress on Turnover Intention of Employees: a Case of Edinborough Products (Pvt) Limited
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, 2015) Safana, M.T.F.; Jayasinghe, J.A.C.B.
Dealing the occupational stress and turnover intention have become a momentous phenomenon in career management literature. Majority of the manufacturing companies in Sri Lanka are experiencing the high turnover rate of employees and it becomes a critical problem to maintain the competitive advantages. Various factors are affecting to the turnover intention and the work stress is the one of the major determinate which leads to turnover intention among the employees. This study investigates the significant impact of work stress on the turnover intention in the Edinborough Products (Pvt) Limited. This study is based on two objectives as main and sub objectives. The main objective is to identify the impact of the work stress level of the employees with related to the intention to leave from organization and work stress is measured by combining co-workers behavior, supervisor’s behavior, work pressure and work environment.70 employees are surveyed by questionnaires and results were finalized by using both descriptive and inferential statistics through correlation and regression. In agreement with hypothesis it indicates that work stress has positive significant impact with turnover intention and which resulted as 0.533 positive value. Hence, these findings would be important to the human resource managers of the company to develop their stress management practices and retention programs.
Impact of Work-Life Balance on Employee Engagement of Dual Career Couples in the Banking Sector
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, 2015) Rankapuge, J.K.K.; Jayasinghe, J.A.C.B.
The main focus of this study was to identify the impact of work-life balance on employee engagement of dual career couples in the banking sector Sri Lanka. And also research was designed to investigate the relationship between work-life balance and employee engagement of dual career couples in the banking sector. In this study, the concept “work-life balance” was covered from three dimensions; personality, job stress and spousal support. A standard questionnaire was used to collect data for the study. The participants were non-executive staff members of selected domestic licensed commercial banks in Colombo region. The final sample consisted with 84 non-executive staff members covering both state and private banks and it was represented by Fifty Four percent (54%) females and Forty Six percent (46%) males whose spouse is full time employed. The research findings were analyzed by using statistical analysis methods. The findings of the study revealed that there is a significant impact of work-life balance on employee engagement of dual career couples in the banking sector Sri Lanka. And also findings revealed a positive significant relationship between work-life balance and employee engagement of dual career couples in the banking sector. Further it was found that the work-life balance dimensions; personality, job stress and spousal support has a significant impact on employee engagement of dual career couples in the banking sector. These findings provide evidence that work-life balance plays an important role in achieving employee engagement in an organization.
Managerial perception of organizational conflicts: Does it have an impact on outcomes?
(Research Symposium 2009 - Faculty of Graduate Studies, University of Kelaniya, 2009) Dhammika, K.A.S.; Jayasinghe, J.A.C.B.
Organizational Conflicts have been an attentive area for researchers in the field of management. That has resulted in accumulating an extensive body of literature broadening the understanding of Organizational Conflicts in managerial perspective. Researches are divided in their views on the outcomes of organizational conflicts, while some of them argue that organizational conflicts are dysfunctional to the organization, the rest claims that organizational conflicts bring positive outcomes to some level. One of the aspects they have pointed out is that the outcome of the conflict depends on the managers’ perception and the way of managing them. This study examined the perception of managers on organizational conflicts and its outcomes in the garment industry in Sri Lanka. A sample of 200 managers was selected as the sample of the study from the garment sector. Two questioners namely “Perception of Organizational Conflict Measure (POCM), and Conflict Outcome Measure (COM), developed and tested by the researches, were administered among sample managers to collect data on perception of conflicts and their outcomes. Hypotheses were formulated based on the conceptual model, developed through an extensive literature review. The test of multivariate correlation was used to test the hypothesis of the study. It was revealed that negative perception of organizational conflicts by managers, correlates significantly with negative out comes (r= -0.623, p= 0.001) while positive perception of conflicts bears positive outcomes in the garment industry (r= 0.523, p= 0.000). But no evidence was found to claim any association between the perception of conflicts and the level of outcomes.
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.
A Study of Relationship between Individual Personality Types and Leadership Styles based on A Selected Number of Companies in the Colombo District
(University of Kelaniya, 2008) Jayasinghe, J.A.C.B.; Ediriweera, A.N.
Managers perform many roles in their organizations and how they handle various situations will depend on their styles of management. Leadership styles differ from one leader to another, and they depend on the individual personality types. Therefore, the objective of this research is to investigate whether there is a relationship between individual personality types and leadership styles of selected companies and to identify that managers behave differently because of their different personality types within the organizational context. For this survey, a group of companies engaging in different trades, such as logistics, freight forwarding, shipping, warehousing, air line agencies were selected. The sample consisted of the executive grade employees such as Directors, General Managers, Deputy General Managers, Managers, Assistant Managers, Executives and Junior Executives of these companies. The sample size is 100 out of a population of 400 executive grade employees. Personality Types were studied using the Myers-Briggs Type Indicator instrument. Leadership focus was explored by administrating Leadership Focus Questionnaires. As such, two questionnaires were used for collecting data; one questionnaire for extracting data to identify the type of personality of each manager and the other questionnaire to identify the management style of each manager. Data were analyzed based on the correlation coefficient analysis. Accordingly, the study did not find enough evidence to prove the fact that there was a closed positive relationship between personality of managers and leadership styles. Thus, this study is consistent with the most of the findings of other researches in the same topic, and in this scenario it can be concluded that personality does not affect considerably to the leadership styles and there are number of other factors which affect the leadership styles. Accordingly, this study highlights that leadership style is a combination of attributes such as personality, situational factors, nature of the job, attitude of subordinates and superiors, competitiveness, labour turnover and the risk involvement.