Browsing by Author "Mahalekamge, W.G.S."

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Application of Worshiping Six Directions in Sīgāla Sutta to Human Resource Development.
(Department of Philosophy, University of Kelaniya,Sri Lanka, 2017) Padmasiri, M.K.D.; Mahalekamge, W.G.S.
The Impact of Absenteeism and Job Satisfaction on Work Performance of Operational level Employees in a Leading Apparel Organization
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya Sri Lanka, 2024) Rathnayaka, R.M.A.D.; Mahalekamge, W.G.S.
This research aims to identify the determinants of absenteeism and job satisfaction on the work performance of operational-level employees in a leading apparel organization. In addition to that, this study intends to contribute to filling the literature gap by looking into the relationship between absenteeism, job satisfaction and work performance. Although the associations between absenteeism, job satisfaction and work performance are well established in western literature, very few studies have examined the indicators of absenteeism and job satisfaction with work performance in the Sri Lankan setting, especially in the apparel industry. This study explored the relationship and examined the influence of those variables among operational level employees working in a leading apparel organization within the Sri Lankan setting. Therefore, this empirical investigation focuses on work performance as the dependent variable and job satisfaction and absenteeism as the independent variables. This research is deductive research. This research was conducted using a survey research strategy and quantitative research method. In this study, data were collected by using a standard questionnaire and simple random sampling techniques. The target population considered was 200 operational-level employees in a leading apparel organization. The sample size was 132 employees from the operational level employees in a leading apparel organization. However, 132 completed responses were received and used for analysis and presentation. Statistical Package for Social Science (SPSS), version 23.0, was used for data analysis, and descriptive and inferential statistics were used to analyze data. Analyzed results showed a positive impact of job satisfaction on the work performance. The results also showed a negative impact of absenteeism on work performance.
Impact of Employee Motivation on Work Performance: A Study of Operational Level Employees in a Leading Apparel Company in Sri Lanka
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya Sri Lanka, 2024) Rankothge, R.G.D.K.; Mahalekamge, W.G.S.
The purpose of this research is to comprehensively analyze how both intrinsic and extrinsic motivation impact on the overall work performance of operational level employees. While there is a wealth of literature on employee motivation and work performance globally, the Sri Lankan context has seen limited research studies on this area. Additionally, there is a scarcity of studies specifically pertaining to the Sri Lankan apparel industry. This gap in existing research is what the current study seeks to address. This research paper explores the impact of both intrinsic and extrinsic motivation on work performance within a leading apparel company in Sri Lanka. This research is deductive (theory–testing) research. This research was conducted using a questionnaire survey and quantitative research methods. To empirically examine these relationships, operational-level employees of the selected apparel company were chosen as the population, and the sample size was 130; data collection was done through a self-administered questionnaire and a simple random sampling technique. The printed questionnaire was created and distributed to collect data. A total of 132 responses were received, of which 02 were discarded due to incomplete responses. Statistical Package for Social Science (SPSS), version 23.0, was used for data analysis, and both descriptive and inferential statistics, including correlation and regression, were used to analyze data. The findings unveil that there is a strong positive relationship between both intrinsic motivation and extrinsic motivation and the work performance of operational-level employees.
Impact of Individualism and Collectivism on Managing Conflicts at Work: Evidence from Public Sector Banks in Sri Lanka
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka, 2014) Rukshan, W.I.U.K.; Nishanthi, H.M.; Mahalekamge, W.G.S.
Conflict management is the process of planning to avoid conflict where possible and organizing to resolve conflict where it does happen, as rapidly and smoothly as possible. The ability to manage conflict is probably one of the most important social skills. The aim of this research is to identify the influence of individualism and collectivism on managing conflicts at work place. Hence, it is necessary to identify the factors that influence on individual’s conflict management styles for improving work place relations and productivity of individuals, but very few attempts have been made to find out the factors influencing managing conflicts in the Sri Lankan context. Current study employs 86 respondents who were randomly selected from the two public sector banks. The data obtained from the structured questionnaire were analysed using descriptive statistics, correlation, and regression analysis. Through results it was found that there is a positive moderate relationship between individualism and conflict management styles. Further, it is noted that there is a positive moderate relationship between collectivism and conflict management style, and also researcher found out that out of 86 employees, 23% prefer collaborating. And also 21% of employees prefer accommodating. Two set of 20% employees prefer avoiding and compromising. The least number of employees prefer competing.
Impact of Knowledge Management Infrastructure Capabilities on Knowledge Sharing Intention
(Department of of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2020) Wickramasinghe, N.D.; Mahalekamge, W.G.S.
The current study is initiated to bridge the gap in the extant literature by assessing the impact of knowledge management infrastructure capabilities on knowledge sharing intention of executive and above level employees in a leading organization in the banking and finance industry. The study is quantitative and a cross-sectional design is followed. Data was collected through a structured questionnaire. A simple random sampling technique was applied to select the sample, and the final sample consisted of 135 knowledge workers from one leading organization in the Finance industry in Sri Lanka. The data was analyzed through regression and correlation with the aid of SPSS. Descriptive statistical techniques such as mean, standard deviation, and frequency tables were used to interpret the analyzed data. Pearson correlation was used to analyze the relationship between variables while simple regression was used to identify the extent of impact of independent variable on the dependent variable. It was found that there is a significant positive impact of knowledge infrastructure on knowledge sharing intention. It is suggested that managers deploy their resources in crafting a knowledge organization emphasizing the found knowledge sharing attributes in the study while it is high time for policymakers to execute valuable policy options such as phased retirements. Cross-validation of the study findings in diverse industries and cultures among relatively a bigger sample in successive studies is recommended, which will add more insights to the essence of the current study.
The Impact of on-The-Job Embeddedness on Turnover Intentions of Executive-Level Employees the Study of a Finance Company in Sri Lanka
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya Sri Lanka, 2024) Ranabahu, R. M. K. R.; Mahalekamge, W.G.S.
The purpose of this research is to identify the impact of on-the-job embeddedness on the turnover intentions of executive employees in a finance company in Sri Lanka. In addition, this study intends to contribute to filling the knowledge gap by assessing the impact of on-the-job fit, links and sacrifice on turnover intentions which are the dimensions of on-the-job embeddedness. Though there is enough literature on the turnover intentions of employees in various countries, less research can be found in the Sri Lankan context to test turnover intentions under updated concepts like on-the-job perspective, especially in finance sector employees which has one of the highest turnover ratios when compared to other sectors. This study explored the relationship and examined the influence of on-the-job embeddedness on turnover intentions of executive employees. This research is deductive (theory–testing) research. The research was conducted using a survey research strategy and quantitative research method. Executive-level employees at a finance company in Sri Lanka were chosen as the population of the study. The sample study was 152, data collection was done through a standard questionnaire and simple random sampling technique. A Google form was created and distributed to collect data. The number of employees responded was 155 among 152 employees. 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 analyze data. The results indicate a high negative correlation between on-the-job embeddedness and turnover intentions of executive-level employees in a finance company in Sri Lanka.
Impact of Organizational Citizenship Behavior on Emotional Intelligence: A Study of Operational Level Employees in a Retail and Wholesale Organization in Sri Lanka
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya Sri Lanka, 2024) Raliya, M.M.F.; Mahalekamge, W.G.S.
This research aims to identify the relationship between Organizational Citizenship Behavior (OCB) and Emotional Intelligence (EI). The associations between OCB and employee EI are well established in western literature. However, in the Sri Lankan context, very few studies have examined the dimensions of OCB, such as Altruism, Consciousness, Sportsmanship, courtesy and civic virtue, on employee EI, especially in retail and wholesale organizations. This study explored the relationship and examined the influence of those variables among operational-level employees working in a retail and wholesale organization within the Sri Lankan setting with a sample of 137. Hence, this was a quantitative and cross-sectional research study. The data were collected with the help of standard questionnaires and by using a convenience sample technique. Regression analysis was used to test the study hypotheses. The analyzed results of the study showed that there is a significant impact of OCB on EI. The dimensions of OCB, altruism, consciousness, sportsmanship, and courtesy significantly impact EI, but the dimension of civic virtue showed no impact on EI. The study results clearly underlined the potential of a firm’s involvement in OCB in influencing employees' ability to understand themselves and others. Furthermore, this study raises the need for companies to look at their employees’ OCB on employee EI in a more severe and holistic approach.
The Impact of Perceived Organizational Support on Employee Psychological Wellbeing: The Study of ABC Paint Manufacturing Organization in Sri Lanka
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya Sri Lanka, 2024) Herath, I. M.; Mahalekamge, W.G.S.
This research aims to identify the impact of perceived organizational support on employees' psychological well-being in ABC paint manufacturing company in Sri Lanka. In addition to that, this study intends to contribute to filling the knowledge gap by looking into the relationship between perceived organizational support and employee psychological well-being. There is less research context in Sri Lanka to test perceived organizational support and employee psychological well-being in the paint manufacturing industry, especially during the crisis situation. This research is deductive (theory–testing) research. This research was conducted using a survey research strategy and quantitative research method. Employees in ABC paint manufacturing company were considered as population. The sample size was 157 according to the Morgan table, data collection was done through a standard questionnaire and simple random sampling technique. A Google form was created and distributed to collect data. The number of employees who responded was 123 among 157 employees. 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 analyze data. The result shows that there is a positive impact of perceived organizational support on employees' psychological well-being.
Impact of Perceived Satisfaction of E-Recruitment on Behavioral Intention of Management Graduates at the University of Kelaniya
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya Sri Lanka, 2024) Randunu, R.P.W.P.; Mahalekamge, W.G.S.
The introduction of Internet technology has significantly altered how human resource management functions are carried out nowadays. One of the main concerns of the human resource management literature these days is the transition from the labor-intensive, old methods of providing HRM functions to the more economical, efficient, and technology-intensive methods. Instead of using the traditional way of hiring new employees, many businesses now use electronic recruiting, or e-recruitment. Furthermore, job seekers are increasingly inclined to use the internet to look for and apply to positions. Firms typically create appealing, content-rich, user-friendly recruitment campaigns using job portals or their own websites in order to attract the right applicant pool. However, there hasn't been enough research done in the Sri Lankan context on the impact of perceived satisfaction of E-Recruitment on the behavioural intention of job seekers. Therefore, this research paper's goal is to investigate how e-recruitment affects candidates' intent to apply for available positions. Data collection was done through a standard questionnaire and a simple random sampling technique. A questionnaire was distributed among 244 fresh graduates from the university to collect the data, and 100% of the responses were received for the study. Descriptive statistics, inferential statistics, regression and correlation analysis were analyzed using Statistical Package for Social Sciences (SPSS). The objectives of the study were verified based on Pearson’s correlation analysis and regression analysis results. The findings of the study concluded that graduate students have a high intention due to the perceived satisfaction of E-recruitment. The study's conclusions will be crucial in helping businesses use E-recruitment to maximize the right applicant pool. Moreover, this study positively encouraged future researchers to conduct such types of studies on studying the relationship between the perception and the behavioural intention of job seekers. Further, the results implicated that perceived usefulness, perceived ease of use, and perceived trustworthiness positively and significantly impacted the behavioral intention of management graduate students at the University of Kelaniya. The studies can be conducted based on the different types of state universities and faculties, even though this study focused on just the management faculty of the University of Kelaniya. Further, it is probable that the study sample will be increased in the future. Furthermore, the researcher suggested conducting the study based on the different factors that affect perception, which include perceived enjoyment, perceived stress, performance expectancy, vividness, and interactivity, search engine optimization, etc.
Impact of Perceived Satisfaction of Reward System on Intention to Retain: A Study of Z – Generation Operational Level Employees in ABC Printing Company in Sri Lanka
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya Sri Lanka, 2024) Ranaweera, P. I.; Mahalekamge, W.G.S.
This research aims to identify the impact of the perceived satisfaction of the reward system on the intention to retain Z Generation operational level employees in ABC printing company in Sri Lanka. In addition to that, this study intends to contribute to filling the knowledge gap by looking into the relationship between the reward system and the intention to retain Z-generation operational-level employees. However, there is enough literature around the world on the perception of reward systems and the intention to retention. There is less research context in Sri Lanka to identify the impact of perceived satisfaction of reward system on intention to retain, especially regarding the Z generation operational level employees. This study mainly explored the relationship and examined the influence of perceived satisfaction of extrinsic reward and intrinsic reward on the intention to retain. The research was conducted using a survey research strategy and quantitative research method. Generation Z operationallevel employees of ABC Printing Company were chosen as the population of the study. The sample size was 130, data collection was done through a standard questionnaire and simple random sampling technique. A Google form was created and distributed to collect data. The number of employees who responded was 128 among 130 employees. Statistical Package for Social Science (SPSS), version 23.0, was used as a data analysis tool and descriptive and inferential statistics were used to analyze data. The results indicate a significant, positive impact of extrinsic and intrinsic rewards on the intention to retain Z generation operational level employees at ABC printing company.
The Impact of Perception of HRIS Utilization on Employee Performance (With Special Reference to the Hirdaramani (Pvt) Limited)
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, 2019) Wickramasinghe, P.C.,; Mahalekamge, W.G.S.
Employee performance is a vital element to any organization for the success of the organization and its overall performance. Many determinants of employee performance are found in the existing literature. However, the effect of perception of HRIS utilization on employee performance in Sri Lankan context has not been investigated yet. Considering the gap in the context, the current study determined to investigate the impact of the perception of HRIS utilization on employee performance in the apparel sector in Sri Lanka. Based on that purpose, Hirdaramani - Agalawaththa Plant was selected to conduct this study. The independent variable of the study was the perception of HRIS utilization which has two dimensions: HRIS Logistics and HRIS Operations. Three hypotheses were formulated using the deductive approach. The study was cross-sectional in time horizon. Measures of the study had possessed sufficient validity and reliability. Sample for this study was selected from the Hirdaramani - Agalawaththa Plant. The structured questionnaire used to collect data and the sample consisted of 108 executive and assistant employees. Therefore, the unit of analysis was individual. The data were analyzed through SPSS 23 version. The results of the study revealed that there was a weak positive relationship between perception of HRIS utilization and employee performance, weak positive relationship between perception of HRIS logistics and employee performance and weak positive relationship between HRIS operations and employee performance. Moreover, there is an impact of perception of HRIS utilization on employee performance, HRIS logistics on employee performance and HRIS operations on employee performance.
The Impact of Personal Resources on Work Engagement in Executive Level Employees: A Study with Special Reference Hela Clothing (Pvt) Limited
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, 2019) Wijesooriya, U.H.J.,; Mahalekamge, W.G.S.
Work engagement is one of most popular concepts that affect all organizations. All HR Managers and policymakers concerned about the work engagement concept. The effect of personal resources on work engagement in Sri Lankan context has not been investigated yet. Moreover, the gap in the context, the current study determined to examine the impact of the personal resources on employee work engagement in apparel sector in Sri Lanka. Based on that Hela clothing apparel company was selected to conduct this research. As the data for this study was collected at a single point in time, the study was cross-sectional in time horizon. Measures of the study had possessed sufficient validity and reliability. Sample for this study was selected from the Hela clothing apparel company. The structured questionnaire was used to collect data and the sample consisted of 120 executive-level employees in Hela clothing apparel company. Therefore, the unit of analysis was individual. The data were analyzed through SPSS 23 version. According to the results it reveals that there is a strong positive relationship between self-efficacy and work engagement, a strong positive relationship between optimism and work engagement, and there is an impact of personal resources such as self-efficacy and optimism on work engagement.
Impact of Personality Traits on Employee Job Performance
(Department of of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2020) Yasodhara, T.L.; Mahalekamge, W.G.S.
The purpose of this study was to assess the impact of personality traits on employee job performance of the selected leading bank in Sri Lanka. This study is carried out as a quantitative explanatory research work. Further, the sample was selected using simple random sampling technique. This was a cross sectional study and standard questionnaire was used to collect primary data through a survey. Questionnaires were distributed to a sample of 152 of bank staff who are currently working in a leading bank in Sri Lanka. To analyze received questionnaires data, SPSS (Statistical Package for the Social Science) was used. To interpret data analyzed and to obtain the results graphical charts, descriptive statistical techniques such as mean, standard deviation, skewness, kurtosis and also histograms, correlation and coefficient, simple regression analysis and residual analysis were used. To test the relationship between variables, Pearson correlation analysis was used. Simple regression analysis was used to identify the degree of the impact of the independent variable on dependent variable. Further, results revealed that extraversion, conscientiousness, agreeableness and openness to experience has positive and significant impact on job performance of employees while neuroticism statistically proved that there is no significant impact on employee job performance. The present study would provide the directions for theoretically and practically for the relevant parties in banking industry. Moreover, this study would provide the direction to HR policy makers, managers, supervisors and to future researchers.
Impact of Psychological Contract on Employee Outcomes of Job Satisfaction and Organizational Commitment: A Case of a Leading Apparel Manufacturing Company in Sri Lanka
(Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka, 2016) Nishanthi, H.M.; Mahalekamge, W.G.S.
The purpose of this study was to examine the impact of psychological contract on employee outcomes of job satisfaction and organizational commitment in a leading apparel company. Companies that invest more effort in achieving higher level psychological contract between their employees, employer and organization have satisfied and committed employees. The research design is descriptive in nature. A simple random sampling has been used to select the sample. The participants in the study were 50 executive level employees in a leading apparel company in Sri Lanka. Standard questionnaire was distributed to collect data. Based on the analysis, researcher identified that there is a strong positive relationship between psychological contract and employee outcomes of job satisfaction and organizational commitment. In addition, based on the findings researchers established that there is a significant impact of psychological contract on employee outcomes of job satisfaction and organizational commitment.
Impact of Reward System on Employee Motivation
(Department of of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2020) Hansika, V.A.K.K.; Mahalekamge, W.G.S.
The reward is a valuable part of inspiring positive behaviors and cementing values in the organization. These rewards are the most essential thing for every organization, and reward is a huge part of motivating, retaining, and attracting employees. This study examined the impact of rewards on employee motivation in a leading organization in the wholesale and retail industry in Sri Lanka. Based on empirical evidence, there was a research gap of the impact of rewards on employee motivation in the wholesale and retail sector. Furthermore, based on literature findings, pay and benefits were considered financial rewards, and recognition, responsibility, and working environment were considered non-financial rewards. The sample size of the study was 82 the operational level employees in the leading organization in wholesale and retail industry. Simple random sampling was used to select the sample from the population. A standard questionnaire was used to collect data from the sample, which consists of questions based on the five-point-Likert Scale. The findings revealed that there is a significant positive impact of financial rewards and non-financial rewards on employee motivation, and there is a significant positive impact of reward systems on employee motivation. Based on those results, the study has provided some recommendations along with managerial implications for future developments.
Impact of Work from Home on Employee Work-life Balance during the COVID-19 Pandemic: A Study Related to a Leading Bank in Sri Lanka
(Department of of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka, 2021) Senavirathna, S.S.S.V.; Mahalekamge, W.G.S.
Work-Life balance is a concept with varied consequences within and among different stakeholders. Over the past two decades the issue work-family and work-life balance have received significant attention from employers, workers and an academics. As a result of Covid – 19, the practical application of working from home concept is widely seen within the organizations. Under this situation, organizations had to pay more attention to work life balance. It is important for the HRM department of banking sector to retain the employees who can balance at their work and personal life. Hence, this study is investigating the impact of working from home on work life balance of employees in the selected leading bank in Sri Lanka. This study was carried out as a cross sectional field study among a sample of 132 bank staff in the selected bank. Simple random sampling technique was used to select the sample and primary data were collected using a standard questionnaire. Descriptive statistics, inferential statistics, regression and correlation analysis were analyzed using Statistical Package for Social Sciences (SPSS). It was found that, there is a significant impact of working from home on employee work life balance of banking staff in the selected leading bank in Sri Lanka. Further, results showed that working from home has positive and significant impact on work life balance of employees. Further, it is expected that these findings are very important in theoretically and practically for the relevant parties in banking industry. Cross validation of the findings of this study to be done in different industries and different cultures comparatively among a bigger sample in subsequent studies are recommended, which will add more insights to the substance of the present study.
Impact of Work-Life Balance on Employee Psychological Well-Being
(Department of of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2020) Weeraman, A.S.D.; Mahalekamge, W.G.S.
Work-life balance is one of the challenges facing many business organizations today. For many organizations, work-life balance has become a concern because the WorkLife Balance hits positively in various ways for the company. This study aimed to identify the impact of work-life balance on psychological well-being in a leading apparel organization in Sri Lanka. Simple random sampling was used to select the sample from the population. The Standard questionnaire was used to collect data from a sample of 118 to executive and above level employees in a leading apparel organization in Sri Lanka. Regression and Correlation analysis was performed using SPSS version 23.0 to test the research hypothesis of the study. The findings revealed that a significant positive impact of work-life balance, work interference with personal life, personal life interference with work and work/personal life enhancement on the psychological well-being of executive and above level employees in a leading apparel organization in Sri Lanka. This study also helped expand the understanding of the impact of work-life balance on psychological well-being in the apparel sector. Further, it is expected that the current study model will benefit several other apparel organizations in designing their work-life balance.
Relationship between perceived fairness in performance appraisal and performance appraisal satisfaction in the audit sector
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka, 2016) Mahalekamge, W.G.S.
The Relationship between Performance Appraisal Satisfaction and Employee Outcomes: With Special Reference of Bank of Ceylon Head Office
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka, 2013) Weerakkody, W.A.S.; Mahalekamge, W.G.S.
The HR practice of Performance appraisal positively influences employee behavior and performance. The purpose of the present study is to examine the relationship between performance appraisal satisfaction and employee outcomes, in the form of employees’ motivation, work performance and employees’ commitment. Base on that purpose BOC Head office was selected to conduct this research. The research framework consists of independent variables, and a dependent variable. The independent variable of the study is PA satisfaction and dependent variable is employee outcomes. Dependent variable divided in to three sub variables; employees’ motivation, work performance and employees’ commitment. Three hypotheses were formulated to be tested under this study. To collect data a structured questionnaire was used and distributed among the 110 sample by using the simple random sampling method. The data was analyzed through correlations of variables and regression in order to answer for the Hypothesis of the study. The results indicate that there is a weak but positive relationship between performance appraisal satisfaction and employee outcomes. And also there is an impact of performance appraisal satisfaction on employee outcomes.According to the analysis, 10% impact of Performance Appraisal satisfaction on employees’ motivation, 14% impact of Performance Appraisal satisfaction on work performance and 5% impact of Performance Appraisal satisfaction on employees’ commitment. Thus, in order to obtain positive outcomes, organization should provide a performance appraisal platform where employees must create satisfaction with performance appraisal.