Browsing by Author "Nishanthi, H. M."

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Affective Commitment: The Role of Work-life Balance and Organizational Pride (with special reference to XYZ Glove Manufacturing Company in Sri Lanka) 25
(Faculty of Commerce and Management Studies University of Kelaniya, Sri Lanka, 2020) Nadeeshani, M. H. C. S.; Nishanthi, H. M.
For any organization, ensuring the employment of a committed work force is detrimental for their future success. Of which creating an affectively committed employee is even harder. Even though many determinants of affective commitment and work-life balance (WLB) have been extensively researched, the impact of organizational pride on these main variables were not significantly visible especially in the Sri Lankan context. Hence, the major purpose of this study was to identify the impact of WLB on affective commitment by exploring the mediation of organizational pride. The current study is a cross sectional study comprising a sample of 134, junior executive and above level, employees in XYZ Company. The data was gathered using the simple random sampling technique through a standard questionnaire that was distributed via google doc. and paper – pencil surveys. The hypotheses were tested using the Pearson correlation coefficient, linear regression analysis. Findings revealed that WLB has a significant positive impact on affective commitment as well as organizational pride. Further, it was revealed that organizational pride has a significant impact on the affective commitment of junior executive and above level employees in XYZ company. Apart from that, organizational pride partially mediated the relationship between WLB and affective commitment. Hence, it is concluded that organizational pride has a considerable impact on enhancing the relationship between WLB and affective commitment.
Determinants of Knowledge Sharing through social media: Evidence from Management Undergraduates of University of Kelaniya, Sri Lanka
(Faculty of Humanities, University of Kelaniya, 2021) Nuwanthi, D. A. N.; Nishanthi, H. M.
The current study was initiated to bridge the gap in the extant literature on a major trending arena in the world of the twenty-first century. The fact that knowledge attrition has culminated in an era where knowledge becomes golden is ironic. This study examines the determinants of knowledge sharing through social media of management undergraduates of university of Kelaniya. Further, the current study was designed to identify the impact of determinants such as trust, altruism, reputation and self-efficacy which persuades knowledge sharing. This is a cross sectional research study in nature. A standard questionnaire was prepared and was used to collect primary data through a survey. A simple random sampling technique was applied to select the sample, and the final sample consisted of 210 final year undergraduate in Faculty of Commerce and Management Studies in University of Kelaniya, Sri Lanka. The data was analyzed through regression and correlation analysis with the aid of SPSS 26.0. The results show that trust, altruism, reputation and self-efficacy has significance impact between students to knowledge sharing through social media. The determinants of undergraduate’s knowledge sharing can differ between different people and contexts; therefore, future research could examine the differences in social media participation based on gender, age, connection level, or department of the faculty. Based on the findings, recommendations are offered for using social media in knowledge sharing.
Effect of Person-organization Fit on Organizational Commitment: A Study with Special Reference to Sri Lankan Banking and Insurance Industries
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka, 2019) Wickramasinghe, D. V. A.; Nishanthi, H. M.
The main objective of this study was to identify whether there is a significant impact of person organization fit on organizational commitment in Sri Lankan banking and insurance industries. The study was based on a collected sample of 100 executive level employees who currently work in banking and insurance companies. Six licensed commercial banks and four insurance companies representing private and public sectors, located in Colombo district were selected randomly to collect primary data. As this is a cross sectional explanatory research in nature, standard questionnaire was used to collect primary data incorporating survey technique. Descriptive statistics, spearmen correlation coefficient and liner regression were used to analyze data and make conclusions. Findings revealed that there is a significant impact of person organization fit on organizational commitment in Sri Lankan banking and insurance industries. Secondly, there is a moderate positive relationship between the person organization fit and organizational commitment. Further, it was found that employees who are working in the insurance industry are slightly more committed and fit for the Organization than their counterparts.
The Impact of HR Metrics on Return on Human Capital Investment: A Study of HR Professionals Employed in Manufacturing Industry of Sri Lanka
(5th HRM Student Research Symposium 2018, Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka, 2018) Ranasinghe, R. A. K. T.; Nishanthi, H. M.
The purpose of this study was to assess the effect of HR metrics on return on investment of human capital. The study was deductive in nature. The target population for this study had been HR professionals from leading manufacturing companies in Western Province, Sri Lanka. Based on the non-probability sampling technique, the researcher has taken convenience sampling, having a sample size of 100 HR professionals. The final sample consisted of 89 effective responses. Selected hypothesis were HR Metrics (H1), Cost per Hire (H1a), Revenue per Employee (H1b), Turnover Ratio (H1c). The data were analyzed using statistical techniques such as correlation coefficient and regression to identify relationship and impact of the variables using SPSS 21.0 version. The findings show that HR metrics have a significant positive influence on return on human capital investment. Overall, these findings support previous claims that the adaptation and correct use of HR metrics contributes to organizational ROI. It also confirms the vital role of HR Metrics in improving positive influence on human capital decisions, thus contributes to the organizational success
The Impact of Mentoring on Job Satisfaction: A Study of Operative Level Employees in ABC Company Limited
(5th HRM Student Research Symposium 2018, Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka, 2018) Ranaweera, P. P. P. V.; Nishanthi, H. M.
The current study assesses the impact of mentoring on job satisfaction of operative employees in ABC Company of Sri Lanka. For this study, the questionnaire survey was administrated to collect primary data. The results show that there is a positive relationship between two dimensions of career mentoring on employee job satisfaction. Such dimensions are formal mentoring and informal mentoring. Those effects were tested using data collected from a sample of 83 operative employees from ABC Company of Sri Lanka, and Morgon Sample Calculator was used to determine the sample size. Descriptive analytical method was used for analyzing data by using SPSS analyzing software. This study has helped to establish a foundation for the study of job satisfaction and mentoring. This study contributes to the literature on the relationship between mentoring and job satisfaction. Considering the potential cascading effect that a good relationship can have on job satisfaction, the paper shows that previous researches may have underestimated the impact of mentoring on job satisfaction.
Impact of Personality Traits on Online Knowledge Sharing Behavior in Social Media among University Undergraduates
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka, 2020) Nishanthi, H. M.; Munasinghe, O.
As a part of the learning culture today, undergraduates use social media for educational purposes. Many scholars have investigated the impact of using social media by university students to share knowledge. However, most of the studies investigated the effect of personality traits on knowledge-sharing behaviour in social media in the Western context. However, there is a shortage of studies in a non-western context. To fill this gap, the current study is conducted to investigate the impact of personality traits on knowledge-sharing behaviour in social media among undergraduates in the Sri Lankan context where the mediating role of interpersonal trust is also explored. This study was conducted as a cross-sectional survey. Stratified random sampling techniques were used to select the sample of 322 university undergraduates, which were used in the final analysis. The data were gathered through a standard questionnaire that was distributed via google form and a paper-pencil survey. An individual is a unit of analysis of this study. Regression analysis was used to test the research hypotheses with support from SPSS 26. It was found that the big five personality traits are associated with the online knowledge-sharing behaviour among university students. Further, it was found that personality traits (extraversion, openness, emotional stability, consciousness) lead to knowledge-sharing behavior and undergraduates did not consider trustworthiness as a significant factor in online knowledge-sharing behaviour. It was suggested that even though, undergraduates are keen on knowledge sharing irrespective of the reliability of the sources, precautions should be taken to avoid data theft issues and personality problems. To encourage online knowledge sharing, policymakers should be created trustworthy social media platforms among university undergraduates.
Impact of psychological contract on employee outcomes of job satisfaction and organizational commitment: evidence from a leading apparel manufacturing company in Sri Lanka
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka, 2016) Nishanthi, H. M.; Mahalekamge, W. G. S.
The purpose of this study is 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 participant in the study was 50 executive level employees in a leading apparel company in Sri Lanka. Standard questionnaire is 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. As well as based on findings researchers established that there is a significant impact of psychological contract and employee outcomes of job satisfaction and organizational commitment.
Impact of Realistic Job Information on Turnover Intention: A Study of Operational Level Employees in MAS Holdings
(Department of of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka, 2021) Nimeshika, H. M. S.; Nishanthi, H. M.
The purpose of this study was to examine the impact of realistic job information on turnover intention: a study of operational level employees in MAS Holdings. This study is carried out as a quantitative explanatory research work. Further, the sample is selected randomly and used simple random sampling technique. This is a cross-sectional descriptive research & standard questionnaire was used to collect primary data through a survey. Questionnaires are distributed to a sample of 313 of operational level employees who are currently working in MAS Holdings. To analyze received questionnaires data, SPSS (Statistical Package for the Social Science) was used. To interpret data analyzed and to obtain the result graphical charts, descriptive statistical techniques such as mean, mode, standard deviation and also histograms, correlation and coefficient, simple regression analysis and residual analysis were used. To test the relationship between variables Pearson correlation technique analysis was used. Simple regression analysis was used to identify the degree of the impact of the independent variable on dependent variable was analyzed by using R square value. And also, it was found to be that there is a significant positive relationship between three independent variables which are Volume if the information, Depth of the information and Accuracy of the information and turnover intention. And Personal relevance of information of the model is insignificant. The present study would provide the direction to HR policy makers, employees, supervisors and to future researchers.
Impact of Self-Efficacy and Self-Regulation on Entrepreneurial Intention: Study of Final Year Management Undergraduates of University of Kelaniya, Sri Lanka
(Department of of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka, 2021) Madushani, W. P. G.; Nishanthi, H. M.
The purpose of this study was to assess the impact of self-efficacy and self-regulation on entrepreneurial intention of final year management undergraduates of University of Kelaniya. This study is a quantitative explanatory study. Further, the sample is selected randomly and used simple random sampling technique. This is descriptive research and used a standard questionnaire to collect primary data through online. Questionnaires are distributed to a sample of 246 of final year management undergraduates in University of Kelaniya. SPSS (Statistical Package for the Social Science) was used to analyze received data. To interpret analyzed data and obtain the results graphical charts, descriptive statistical techniques such as mean, mode, standard deviation, histograms, correlation and simple regression were used. Pearson correlation used to test the relationship between variables and to identify the degree of impact of self-efficacy and self-regulation on entrepreneurial intention was analyzed by using simple regression. It was found that there is a significant positive relationship between self-efficacy and entrepreneurial intention. The present study would provide the direction to university authority, government policy makers and undergraduates and to future researchers.
Impact of Teleworking on Occupational Stress during COVID-19 Pandemic
(Department of of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka, 2021) Navanjana, G. A. D.; Nishanthi, H. M.
The objective of this study was to explore “the impact of teleworking on occupational stress during covid-19 pandemic”. There was lack of sufficient empirical evidence regarding the impact of teleworking on occupational stress during covid-19. Therefore, this study contributes to minimizing this gap in the literature. Data for the research has been collected through secondary and primary sources. That questionnaire was consisted of various questions relevant to the IT infrastructure, working isolation, workload, and occupational stress. The study population was executive and above carder level employees who were employed at, Brandix Apparel Solutions Ltd (BLSC) - Biyagama. The sample of 132 executive and above carder level employees have selected based on simple random sample technique. To interpret data and to obtain the result graphical charts, descriptive statistical techniques such as mean, mode, standard deviation and histograms, correlation and coefficient and simple regression analysis were used. To test the relationship between variables Pearson correlation technique analysis was used while simple regression analysis was used to identify the degree of the impact of the independent variable on dependent variable was analyzed by using R square value. And it was found to be that the factors such as IT infrastructure, working isolation and workload have a significant impact on occupational stress. The present study would help to implement this teleworking concept more efficiently in future.
The Impact of Work-Life Balance on Job Performance: A Study of Executive Level Employees in Apparel Industry in Sri Lanka
(5th HRM Student Research Symposium 2018, Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka, 2018) Prabuddhika, K. A. A. M.; Nishanthi, H. M.
This study assesses the impact of work-life balance on job performance of executive level employees in apparel industry in Sri Lanka. This is a cross sectional study. A positive relationship between work-life balance and job performance was hypothesized. A standard questionnaire was used to collect primary data. Simple random sampling was applied and final sample consisted of 80 executive level employees from two apparel sector organizations. Descriptive statistics, Pearson correlation, reliability and regression were used to analyze the data and prepare the conclusion and the data was analyzed by SPSS 23.0. Findings revealed that there is a 34.7% of significant impact of work-life balance on employee job performance in the tested domain
The Influence of Employer Branding on Employee Retention Intention: A Study of Staff and Executive Level Employees in an IT and Finance Shared Service Center of a Multinational Manufacturing Company in Sri Lanka
(5th HRM Student Research Symposium 2018, Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka, 2018) Ranasinghe, E. R. P. D.; Nishanthi, H. M.
Today, talent attraction and retention play major role for organizations than ever before. Companies will have to realize the many values in creating strong company cultures and employer brands if they are interested in attracting and retaining this generation's top talent. The prime purpose of this study was to assess the impact of employer branding on employee retention intention. This was a quantitative cross-sectional research study. Data was collected through a structured questionnaire. Simple random sampling technique was applied to select the sample, and the final sample consisted of 99 employees in IT and Finance Shred Service center in in Sri Lanka. The data was analyzed using SPSS, employing the correlation, regression and ANOVA tests. Findings revealed that there is no significant relationship between employer branding and employee retention. But the most important thing is some studies such as Sullivan (2017), Hade and Ahmed (2018), Ahmad and Daud (2016) also observed and experienced that there is no significant relationship between employer branding and employee retention after conducting their studies. Therefore, it suggests that organizational and cultural context can be caused to establish null relationship between employer branding and retention
Mediating Impact of Career Adaptability on the Relationship between Emotional Intelligence and Affective Commitment
(Department of of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka, 2021) Madushani, W. M. R. K.; Nishanthi, H. M.
The purpose of this study was to identify the mediating impact of career adaptability on emotional intelligence and affective commitment in the AB Automotive Group in Sri Lanka. The study was carried out as quantitative explanatory research. The study is cross-sectional in nature, and a standard questionnaire was used to collect primary data through a survey using the simple random sampling technique. Questionnaires were distributed to a sample of 145 executive-level employees who are currently working in the AB automotive group of companies. SPSS (Statistical Package for the Social Science) Version 23 was used to analyze primary data. The results indicated that emotional intelligence has a significant positive effect on affective commitment. In addition, career adaptability has a significant impact on the affective commitment and emotional intelligence of the executive-level employees at the AB automotive group. Furthermore, career adaptability has partially mediated the relationship between emotional intelligence and affective commitment. Therefore, it is concluded that career adaptability has a significant impact on improving the relationship between emotional intelligence and affective commitment of the employees in the automotive industry. The present study would provide direction to HR policymakers, employees, and supervisors to implement emotional intelligence more efficiently to increase employees’ affective commitment.
Mediation Impact of Employee Engagement on the Relationship between Workplace Spirituality and Employee Mental Health: Study of Banking Sector Employees in Sri Lanka
(Department of of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka, 2021) Mapanawathura, M. G. S. M.; Nishanthi, H. M.
The purpose of this study was to assess the mediation impact of employee engagement on the relationship between workplace spirituality and employee mental health in the banking sector in Sri Lanka. This study is carried out as a quantitative explanatory research work. Further, the sample is selected randomly and used simple random sampling technique. This is a cross-sectional descriptive research & standard questionnaire was used to collect primary data through a survey. Questionnaires are distributed to a sample of 206 of employees who are currently working in state licensed commercial banks in Kandy district. To analyze received questionnaires data, SPSS (Statistical Package for the Social Science) was used. To interpret data analyzed and to obtain the result graphical charts, descriptive statistical techniques such as mean, mode, standard deviation and histograms, correlation and coefficient, simple regression analysis and residual analysis were used. To test the relationship between variables Pearson correlation technique analysis was used. Simple regression analysis was used to identify the degree of the impact of the independent variable on dependent variable was analyzed by using R square value. It was found that workplace spirituality significantly positively impacts on employee mental health and employee engagement significantly partially mediate on the relationship between workplace spirituality and employee mental health. Research result guide HR professional, employee mental health concern can be addressed by promoting workplace spirituality. This study makes significant contribution to extant literature regarding mental health issues in the banking sector. The current study fills gap in the extant literature by investing employee engagement intervening mechanism between workplace spirituality and employee mental health.
Moderating Role of Organizational Identification on the Relationship Between Career Growth and Employee Turnover Intention
(Department of of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka, 2021) Munagamage, M. D. B. N.; Nishanthi, H. M.
Lack of well-structured career development and employee retention programmes is the most persistent challenge in most organizations today. This has increased the need for career growth opportunities in most organizations to achieve employee retention. According to the available literature, career growth opportunities is seen as a predictor of intention to leave, and organizational identification is thought to be superior in predicting employees' turnover intentions. As a result, the purpose of this study is to investigate the impact of organizational career growth on turnover intention as well as the moderating impact of organizational identification on this relationship. The study was carried out as a cross sectional field study among a sample of 156 permanent banking employees in the public sector commercial license bank in Western province, Sri Lanka. Snowball 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). According to the findings, career growth was negatively related to intention to leave. It was also discovered that organizational identification acted as a moderator in the relationship between career growth and turnover intention. Thus, the findings indicate that the effect of employees' career growth on their intention to leave varies depending on how much they identify with their organizations.
The Impact of Employer-Employee Relations on Employee Commitment: A Case from Sri Lanka
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka, 2017) Sawithri, L. D.; Nishanthi, H. M.; Amarasinghe, K. G.
Many factors influence the employee commitment in an organizational setting, where the employer-employee relationships play a significant role. There have been a considerable amount of research conducted to identify the impact of supervisor relationship on employee commitment. In this paper, the researchers specifically analyzes the impact of line manager relationship and trust with senior management on employee commitment with reference to Ceylon Electricity Board (CEB) in Sri Lanka. The study is of deductive in nature. Primary data have been collected through a structured questionnaire using a random sample of CEB including 86 assistant level employees where data were obtained from 54 respondents. According to the results of the study, it shows a high positive impact of the line manager relationship and trust in senior management on employee commitment at CEB which directly relates with productivity. Hence, it is recommended to grow and uplift the employer-employee relationships through greater coordination and building a climate of trust.
The Impact of Human Resource Management Practices on Impersonal Organizational Trust (With special reference to Financial institutions in Sri Lanka)
(Faculty of Commerce and Management Studies, University of Kelaniya., 2018) Nishanthi, H. M.; Kulathunga, M. G. M. D.
The main purpose of this study was to identify whether there is a significant impact of identified strategic human resource management practices (learning and development, communications, performance evaluations and rewards, career opportunities, participation, job design) on impersonal organizational trust with the backing of Social Exchange Theory. This was a cross sectional field study of quantitative nature. Primary data were collected using a well-structured questionnaire. Sample consisted of 100 executive and above employees in the financial institutions in Western Province of Sri Lanka. Descriptive statistics, Pearson correlations and regression analysis were used to analyze data and make conclusions. Findings of the study revealed that there is a significant positive impact of HRM practices on impersonal organizational trust. It revealed that employee trust on the functioning of the entire organization depends on the perceptions of fairness and well-execution of the HRM practices.
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.
The Moderating Impact of Team Tenure on Team Trust - Team Performance Relationship with Relevance to Executive Level Employees of Sri Lankan Tyre Manufacturing Industry
(Faculty of Commerce and Management Studies, University of Kelaniya., 2021) Rajapaksha, B. P.; Nishanthi, H. M.
Even though, many determinants of team performance are found in extended literature, team trust and the moderating effect of team tenure is little investigated in Sri Lankan context, and it has not been studied yet. Bridging the gap in this context, the current study assessed the moderating impact of team tenure on team trust and team performance relationship in Sri Lankan tyre manufacturing industry. The current study was conducted as a cross-sectional study among a sample of one hundred and ninety-two executive level employees selected from four major tyre manufacturing organizations following the stratified random sampling technique. Primary data were collected using a standard questionnaire distributed via Google form. The collected data were analysed with the support the SPSS employing correlation, regression, descriptive statistics and process matrix. It is found that team tenure does not moderate the relationship between team trust and team performance, and also founded that strong positive relationship between team trust and team performance. Moreover, team trust impact positively on team performance and team tenure does not impact team trust and team performance separately. It is recommended to tyre manufacturing organizations to facilitate more open communication and information sharing in order to improve executive level employees trust within teams, which in turn, will affect their team performance. Future researchers can use other variables like organizational support, team diversity, and personality as moderators of their study.