Browsing by Author "Malalage, G. S."

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Factors Affecting Employee Turnover Intention among Non- Managerial Employees in Selected Financial Companies in Colombo District
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka, 2019) Wijebandara, H. M. M. A.; Malalage, G. S.; Fernando, W. R. P. K.
Human capital is a dominant element of today's’ business world. Nowadays, Employee turnover is one of those who are one of the problematic issues in business. The intention to leave has received tremendous attention and significance from top management, human resource professionals and other industrial psychologists. It has proven to be one of the most costly and difficult human resource challenges faced globally by different organizations. The main purpose of this research was to discover the real causes behind the turnover and its harmful effects on the productivity of many industries, especially financial companies. The study had studied many sources related to the non-banking financial company sector in Sri Lanka and observed the causes for turnover. This study aimed to discover the reasons for turnover and factors affecting turnover intention among non-managerial employees. Using simple random sampling technique, the sample of the study was 150 non-managerial employees who are working in those financial companies located in Colombo district. Sample collected represent 50% of the total population. Findings showed that the employee turnover intention has a significant relationship with the variables of job satisfaction & supervisor support, but it had an insignificant relationship with salary and the other benefits and organizational culture. Whereas, the major contributor to turnover intention was job satisfaction.
Training and Its Impact on the Performance of Operational Level Employees in Selected Apparel Companies
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2021) Rasangi, D. H. W.; Malalage, G. S.
Training is a vital function in an ever-changing and fast-moving corporate world. The need for managers to have a high-performing workforce through proper placement of the training and development process to survive new business challenges is curtailed. The general research objective of this study is to investigate the impact of training on employee performance in selected apparel companies in Sri Lanka. Specific research objectives of the study are to investigate the impact of training need analysis on employee performance, to investigate the impact of training design on employee performance, to investigate the impact of training implementation on employee performance, and finally to investigate the impact of training evaluation on employee performance in selected apparel companies in Sri Lanka. The study population was 600 operational employees from three selected apparel companies in the Panadura area. The sample size was 200 operational level employees considered 1/3 of the population in selected apparel companies located in the Panadura area. A paper-based structured questionnaire was administered to collect data Based on the regression analysis, training design, training implementation, and training evaluation in the workplace have shown significant association with employee performance. The study proved a positive relationship between independent variables and employee performance.
Workplace Phubbing and Organizational Embeddedness: A Conceptual Paper
(Faculty of Commerce and Management Studies, University of Kelaniya Sri Lanka, 2023) Malalage, G. S.; Karunarathne, R. A. I. C.
Despite the increasing reliance on the internet and mobile devices while giving less attention to companions which is known as pubbing, very few studies have explored workplace phubbing and its outcomes, in particular, organizational context. The aim of this study is to develop a conceptual model to increase our understanding of workplace phubbing and organizational embeddedness. Based upon Social Exchange Theory, embeddedness literature and congruence concept, we developed a conceptual model. The model delineates how (in)congruence effect of employee (self) and supervisor (other) phubbing influence on employee embeddedness through selfefficacy. We propose that the congruence effect of supervisor and employee phubbing significantly influence employee self-efficacy. Moreover, we propose that this effect is higher when employee phubbing is higher than supervisor phubbing. In addition, we postulate that workplace phubbing influence on organizational embeddedness through self-efficacy. Thus, this study aims to contribute to the existing literature by proposing the simultaneous effect of employee and supervisor phubbing on selfefficacy and organizational embeddedness. We recommend future researchers to test this model with empirical data.