Browsing by Author "Mendis, M. V. S."

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Determinants of Reading Intention of Undergraduates of State Universities in Sri Lanka
(Department of of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka, 2021) Sewwandi, C. G. H. D.; Mendis, M. V. S.
It is widely accepted that reading is essential for the success of life. Reading is one of the fundamental building blocks of learning; becoming a skilled and adaptable reader enhances the chances of success at school or university and beyond. Reading is not just for school or university; it is for life. However, it has been reported that university undergraduates are mainly absent from reading. Thus, this study aims to examine the determinants of reading intentions of undergraduates in Sri Lanka. In this study, the researcher conducted a quantitative study. A sample of 379 university students in three leading state universities in Sri Lanka was targeted to answer the self-administered, standard questionnaire. The data were analyzed using descriptive statistics, correlation and regression statistics with the aid of SPSS. It was noted that there is a significant impact of personal attitude, family environment, university environment and peers influence on reading intentions of undergraduates in Sri Lanka. However, personal attitude shows the highest impact (83.5%) on reading intentions than the other determinants. The outcome of the findings of this current study would add value to the existing theory of practice of teaching in various universities in Sri Lanka.
Employee Grievances Handling and Its Effect on Employee Turnover Intention: Study of a Private Hospital in Sri Lanka
(Department of of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka, 2021) Wijerathne, M. N. K. W.; Mendis, M. V. S.
The primary purpose of this study was to identify employee grievance handling and its effect on employee turnover intention. This study was carried out as quantitative explanatory research work. Further, the sample was selected randomly and used a simple random sampling technique. This is cross-industry descriptive research, and a standard questionnaire was used to collect primary data through a survey. Questionnaires were distributed to a sample of 63 executive employees who are currently working in a selected private hospital The data was analyzed using Statistical Package for the Social Sciences [SPSS] 23.0 version. Descriptive statistics, normality, linearity, correlation, and regression are used to analyze the data and make conclusions. Findings revealed that Employee grievance handling and its effect on employee turnover intention. Moreover, the findings of the study provide numerous implications for HR practitioners, management practitioners, and policymakers to enhance employee grievance handling method and decrease employee turnover intention in private hospitals in Sri Lanka
Impact of Emotional Intelligence on Employee Commitment: A Study of Employees in Lanka Sugar Company (Private) Limited
(Department of of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka, 2021) Prabodya, R. K. S.; Mendis, M. V. S.
The main purpose of this research study was to assess the impact of emotional intelligence on employee commitment in the Lanka Sugar Company (Pvt) Ltd. Hence, the impact of employee commitment was assessed by the dimensions of emotional intelligence, such as self-awareness, self-management, social awareness, and relationship management. There is limited research on emotional intelligence and employee commitment in the Sri Lankan context. Thus, the current research seeks to address the shortcoming of the Lanka Sugar company by examining employee commitment and emotional intelligence. This is a quantitative, cross-sectional, field study. The final sample consists of 274 respondents selected from the Lanka Sugar Company (Pvt) Ltd. Primary data were collected through a printed questionnaire developed based on a standard measurement scale. Standard Questionnaire which has met the accepted level of reliability and validity. Data analysis was done with the aid of Statistical Package for Social Science (SPSS) encoding descriptive statistics, Exploratory Factor Analysis, correlation and regression, and ANOVA. According to the regression analysis, results indicate that emotional intelligence significantly impacts employee commitment by 46.5%. Correlation analysis results in that there is a significant moderate positive relationship between emotional intelligence and employee commitment. The present study’s findings support the empirically justified conception of emotional intelligence and employee commitment. Based on the findings, the researcher is recommended that to increase employee commitment, managers need to provide effective emotional intelligence programs for their employees and evaluate results to measure their success.
Impact of Occupational Health and Safety on Employee Productivity: Study of a Leading Construction Company in Sri Lanka
(Department of of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka, 2021) Wickramasinghe, U. K.; Mendis, M. V. S.
Construction has become a major development factor in many countries. Construction projects are unique. The construction industry faces many challenges related to the labor force. So, employee productivity is increasing. However, more important is the decline in employee productivity. Poor management of construction projects can lead to reduced productivity, delays in projects and cost overruns. It is significant for the HRM department of the construction industry to maintenances the employees who can perform at their full potential. This study aimed to determine the impact of occupational health and safety on the productivity of operational-level employees at the leading construction company in Sri Lanka. This study is carried out as quantitative explanatory research work. Further, the sample is selected randomly using a simple random sampling technique. The study was a cross-sectional field study explanatory research, and a standard questionnaire was used to collect primary data through a survey. Questionnaires are distributed to a sample of 123 operational employees currently working in the construction company. Descriptive statistics, inferential statistics, regression and correlation analysis were analyzed using Statistical Package for Social Sciences (SPSS). Graphical charts, histograms, scatter plots, boxplot, and residual analyses were used to interpret data analyzed and obtain the result. It was found that there is a significant moderate positive relationship between occupational health and safety and employee productivity. Work output, standard achievement, time management are the dimensions of the dependent variable, and they had a significant impact on occupational health and safety. The present study would guide HR policymakers, operational employees, supervisors, and future researchers.
Impact of Psychological Empowerment on Employee Job Performance of Machine Operator’s in Apparel Industry in Sri Lanka
(Department of of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka, 2021) Weerasinghe, D. B. D. S.; Mendis, M. V. S.
Human Resource Management has become a significant and vital management area, and it has many positive impacts on the employees’ behavior. This study aimed to discuss psychological empowerment on employee job performance. The main problem of the study is: does psychological empowerment affect the employee job performance of the machine operators in the apparel industry in Sri Lanka? The problem of the study derived from the research gap, which is the knowledge gap and empirical gap of psychological empowerment on employee job performance. The primary method of the study was scientific research methodology, and the research setting was a non-contrive setting. This study was cross-sectional, and machine operators were units of analysis. The population was all machine operators in the apparel sector in Sri Lanka, and 205 machine operators were selected randomly for this study. A structured questionnaire was used to collect the primary data, and univariate and bivariate analyses were used to analyze the data. Psychological empowerment is an extensively accepted principle worldwide to job performance alleviation through enhancing jobs of the employees and needy people excluded from the apparel industries. The apparel industry is one of the leading industries that gained significant foreign exchange to Sri Lanka. The key findings of the study were that the dimensions of psychological empowerment affect the achievement aspects of the employee. These dimensions are the meaning, competence, self-determination and impact. The study results conveyed that there is a significant positive relationship between psychological empowerment and employee job performance. Future research in this area must focus on other variables which mediate and/or relationship between psychological empowerment and employee job performance. Further, it is suggested that a similar study should be done for a larger sample of machine operators.
Influence of Work-Family Conflicts on Organizational Commitment of Operational Level Female Employees in Tea Manufacturing Companies in Sri Lanka
(Department of of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka, 2021) Wijesingha, G. V.; Mendis, M. V. S.
Work-family conflict is a form of inter-role conflict in which work, and family demands are mutually incompatible; meeting the demands of both domains is difficult. Commitment implies an intention to persist during action. Hence, organizations often try to foster commitment in their operational level female employees to achieve stability and reduce costly turnover. The present study empirically evaluated three work-family conflict dimensions: time-based, strain-based, and behavioral-based conflict. This study considered three dimensions of dependent variables. That is affective commitment, normative commitment and continuances commitment. The study’s objective was to identify the influence of work-family conflict on the organizational commitment among operational level female employees in tea manufacturing companies in Sri Lanka. The sample consisted of 123 operational level female employees, and printout questionnaires were used to collect data. SPSS (Statistical Package for the Social Sciences) was used to examine the data from the questionnaires. When work-family conflicts and organizational commitment are considered, the research reveals a moderately negative relationship between work-family conflicts and organizational commitment. Further, it reveals that work-family enrichment is a current need for the female employees of the tea industry in Sri Lanka. The findings are discussed in line with the existing literature, while the study recommends effective organizational policies and practices to improve and encourage organizational commitment.
The Relationship between Training and Development and Employee Performance of Executive Level Employees in Apparel Organizations.
(8th International Conference on Business & Information ICBI – 2017, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2017) Sandamali, J. G. P.; Padmasiri, M. K. D.; Mahalekamge, W. G. S.; Mendis, M. V. S.
Even though organizations are promoting different training programmes for executive-level employees; there is no mechanism to ensure how it impacts to employees’ performance. Hence, this study attempts to identify the relationship between training and development and employee performance of executive level employees of Apparel organizations in Si Lanka. The study was quantitative and a cross-sectional survey where data was collected through a structured questionnaire. Simple random sampling technique was applied to select the sample, and the sample consisted of 150 executive level employees. The data were analyzed using correlation and regression analytical tools. Findings revealed that training and development is positively related to employee performance of executive level employees. Based on the findings, the researchers were recommended that the organization should build a correct and logically substantial mechanism to select the employees who are definitely participating to the training program and the organization management should establish a widely spread post-evaluation scheme to evaluate the performance of employees.
The Impact of Job Tension on Job Satisfaction: A Study on Executive Level Employees of the Apparel Industry in Anuradhapura District of Sri Lanka
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka, 2018) Yasarathne, K. H. V. P.; Nishanthi, H. M.; Mendis, M. V. S.
Apparel industry in Sri Lanka has become major contributor to Sri Lanka’s economic development. Due to supply of low cost creative labour and organizational friendly government policies, many international apparel brands and apparel firms are outsourcing their manufacturing functions to Asian countries. Of those, Sri Lanka is a leading country where most apparel sector giants are interested to invest in. Further, in Sri Lankan context apparel sector is highly competitive as quite a number of big giants such as MAS Holdings, Brandix Apparel Lanka Ltd, Hela Clothing (Pvt) Ltd are operating in the market. Due to this high competitiveness in the industry, greater struggle is visible to attract and retain key talent. However, retaining talent has become difficult due to the job tension associated with high competitiveness. In the current study, the researchers attempt to investigate in depth the impact of job tension on job satisfaction of the executive level employees of the Apparel Industry, with special reference to Anuradhapura District. The executive level employees in three leading garment manufacturing organizations in Sri Lanka were investigated through a sample of 100 employees. Simple random sampling method was used to select the representative sample. A self-administrated structured questionnaire was used to collect data. The correlation analysis and regression analysis were used to test the research hypotheses. The study confirmed that job tension is significantly correlated with employee job satisfaction. The findings of the study also indicated that there is a strong negative relationship between job tension and job satisfaction of executive level employees. This study directly provides a major theoretical contribution filling the gaps of former studies which were done on apparel sector. The findings and the recommendations of the current research directly addresses lot of practical issues related to job tension and job satisfaction faced by the apparel firms.
Welfare facilities and job satisfaction: a study of operational level employees in the apparel industry of Sri Lanka
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka, 2016) Mendis, M. V. S.
People become the most important asset to any company in today’s business world. Unlike physical assets, human assets can be developed, improved and motivated to achieve the goals and objectives of an organization. Further satisfied employees will make the organization to achieve its goals and objectives smoothly. Therefore keep employees satisfy is a necessity for any organization. The prime focus of this study was to investigate the relationship between welfare facilities and operational level employees’ job satisfaction in the apparel industry of Sri Lanka. This study empirically evaluated four independent variables (medical facilities, canteen facilities, loan facilities and housing facilities) and their relationship to the job satisfaction of operational level employees in the apparel industry of Sri Lanka. The sample consists of 100 operational level employees in the apparel industry of Sri Lanka. The data collection was done by using a self-administrated structured questionnaire. The results indicated that medical facilities, canteen facilities, loan facilities and housing facilities variables were positively and significantly correlated with job satisfaction variable. But those relationships were not much strong.
Workplace democratic practices and industrial relations climate: a study on large scale Apparel company in Western Province, Sri Lanka
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka, 2017) Vidyarathne, C. N.; Dhammika, K. A. S.; Mendis, M. V. S.
Workplace democracy is often associated with increased employee engagement and involvement, innovation and increased employee commitment. It is one of the important concepts in today’s business world and through our research we have find out its impact on industrial relations climate. The research was carried out in a large scale apparel manufacturing organization of Sri Lanka, which is further known as a major player in the apparel manufacturing industry. This study empirically evaluated five workplace democratic practices (open communication, improved trust and less fear, employee empowerment, freedom of association and meaningful work) and their likely impact on the industrial relation climate in the Sri Lankan large scale apparel manufacturing organization. Non-executives of the selected organization were investigated by using a sample of 200 employees. Data collection was done by using a self-administrated structured questionnaire. The study confirmed that workplace democratic practices are significantly correlated with industrial relations climate. The findings of the study indicate that open communication, improved trust and less fear, employee empowerment, freedom of association variables were positively and significantly correlated with industrial relation climate whereas the meaningful work was negatively correlated with industrial relation climate.