Browsing by Author "Pieris, M.D.P."

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Attitude of Health & Safety Management and Turnover Intention of Industry Level Employees in Colombo Dockyard PLC
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, 2015) Gunathileka, S.N.; Pieris, M.D.P.
Human resource is important asset for a firm to gain a competitive advantage. However, it is very difficult to maintain health and satisfy of a firm’s employees. Therefore it is very important to investigate employee’s attitude on health and safety management on their turnover intention. Health and safety management is an important point to retain employees of a company. Thus, this study will examine the relationship between employee attitude on health and safety management and their turnover intention of industry level employees on Colombo Dockyard PLC. To accomplish objectives quantitative research method and questionnaire are used in order to collect primary data. The sample consists of 40 industry level employees. SPSS was used to analyze the data. Research results can be used as a guideline for the organization to have better understand the significance of health and safety management of their employees. Furthermore, it will help design and implement health and safety management strategically to retain employees. In addition to that, results of this research can be used by other companies to implement health and safety management measures for the benefits of their employees.
The Factors Affecting Entrepreneurial Intention of Management Undergraduates of University of Kelaniya, Sri Lanka
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, 2019) Gunathilaka, H.M.J.,; Pieris, M.D.P.
The main objective of this study is to understand how personal attitude, perceived behavioral control, subjective norm and entrepreneurship education tend to affect the entrepreneurial intention of management undergraduates. The primary data were gathered using a questionnaire that is distributed among 154 final year management undergraduates of University of Kelaniya, Sri Lanka. Pearson Correlation Coefficient, Simple and Multiple Linear Regression Analysis were conducted to use to test hypotheses. The study revealed that personal attitude, perceived behavioral control, subjective norm and entrepreneurship education have a significant impact on entrepreneurial intention. The discussion of the findings, implications of the study, limitations, and recommendations for future research are also discussed.
Generalize solutions for some design and implementation problems of a modern academic database
(2006) Pieris, M.D.P.
The Impact of Big Five Personality Traits on Work-Life Balance: A Study Related to the Executive Level Employees of the Regional Support Center (Western -North), National Water Supply and Drainage Board, Sri Lanka
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, 2019) Gunathilaka, W.K.V.P.,; Pieris, M.D.P.
The current research examines the impact of Big five Personality Traits on Work-Life Balance of executive-level employees in the Regional Support Center (western-north) in the National Water Supply and Drainage Board, Sri Lanka. This cross-sectional field study investigates a sample of 61 executive-level employees selected conveniently. The data was collected through a standard questionnaire distributed in printed form. The collected data were then analyzed for descriptive statistics, correlation, and regression, using SPSS software. Results indicate, there exists an impact of Big Five Personality traits on Work-Life Balance of the employees of the population. Findings suggest that the management must focus on the Big Five Personality Traits when they develop policies and programs for maintaining WorkLife Balance for executive-level employees in the Regional Support Center (westernnorth), National Water Supply and Drainage Board, Sri Lanka.
Impact of Leadership Style of Managerial Employees on Turnover Intention of Non-Managerial Employees: An Empirical Investigation with Special Reference to Screenline (Pvt) Limited
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, 2015) Indeewari, K.A.I.; Pieris, M.D.P.
Employee turnover has been always a key concern faced by organizations regardless of their location, size or nature of business. In general, any organization plays a crucial role in promoting human capital to achieve competitive advantages. Therefore, having high employee turnover an organization definitely find it difficult to achieve competitive advantages. Leadership is a one of antecedents of turnover intention of employees. Hence, understanding about how leadership styles affect turnover intention of employees is vital to maintain workforce stability and for organization effectiveness. The objective of this research is to examine the impact of transactional and transformational leadership styles of managerial employees on turnover intention of non-managerial employees. Screenline (Pvt) Limited was selected as the study context. This research reviews the basic theory and previous researches on what extent leadership styles have effect on employee turnover intention. The sample of this study comprise of 55 non-managerial employees in Screenline (Pvt) Limited. Questionnaire method was used to collect data from the selected sample. Two hypotheses were advanced, and tested using SPSS by employing the multiple regression analysis, and using the Pearson correlation coefficient. It was found that there was considerable impact of transformational leadership style on turnover intention of non-managerial employees while there was no significant impact of transactional leadership style on turnover intention of employees. However, both transactional and transformational leadership styles have negative relationship with turnover intention of employees. According to the results of this study, the relationship between transactional leadership style and turnover intention was not significant. The researcher suggested some strategies in order to be adapt with relevant leadership styles by managerial employees or supervisors base on followers and situation. The limitation of this study as well as directions for future researches based on findings have been provided.
Impact of Motivational Techniques on Fulfilment of Employee Needs: A Study of Merchant Bank of Sri Lanka & Finance PLC
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, 2015) Jayasinghe, H.A.L.T.M.; Pieris, M.D.P.
Every organization survives by competing with other organizations. So, different kinds of strategies are used by organizations to assure their survival and growth. Organizations have identified the human resource as a critical factor which determines the survival of them. So, the concept of employee motivation highly contributes to the organizational efficiency and effectiveness. Therefore, we should clearly identify how we can motivate employees and which techniques should be used to motivate employees. Many organizations use various types of motivational techniques. These motivational techniques link with fulfilment of employee needs. The main purpose of this research was to study and evaluate impact of motivational techniques on fulfilment of employee needs at Merchant Bank of Sri Lanka & Finance PLC. According to the conceptual framework of the current research, motivational technique is called the independent variable and the fulfilment of employee needs is called the dependent variable. This study is conducted by using sample of 45 assistant managers at head office. Questionnaires are distributed among assistant managers and asked to indicate their preference based on five point Likert scale and the response rate was 100%. Finally, collected data are evaluated by using SPSS package using the statistical techniques such as mean, mode, variance, standard deviation, correlation & regression analysis. Ultimately, findings of this research revealed that there is a significant correlation between motivational techniques and fulfilment of employee needs at Merchant Bank of Sri Lanka & Finance PLC.
The Impact of Organizational Safety Culture on Safety Behavior of Employees: A Study with Special Reference to Operational Level Employees at Brandix Lanka Limited at Walisara, Sri Lanka
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, 2019) Fernando, W.R.R.; Pieris, M.D.P.
Safety at work is one of the key issues in many organizations. The garment manufacturing industry now observes safety at work more frequently than in the past. Many researchers have found that organizational-level factors influence the safety behavior of employees. On the other hand, the garment sector is a widespread manufacturing industry in Sri Lanka. The purpose of this study was to examine the impact of organizational safety culture on the safety behavior of employees in a garment manufacturing environment. The sample consists of 110 operational level employees in a reputed garment manufacturing company in Walisara. Data were collected via a standard questionnaire. Data were analyzed using Simple regression analysis. The study results showed that management commitment, safety training, employee participation, and safety rules and procedures significantly impact on safety behavior of employees. At the same time, those variables positively correlate with safety behavior of employees. It is recommended that employee safety behavior needs to be improved within the working environment of the firm and through different practices. Thereby an effective health and safety culture can be created within the working environment.
Impact of Work Family Conflicts on the Degree of Job Satisfaction of Supervisory Level Employees of Colombo Dockyard PLC
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, 2015) Hewapathiranage, H.P.L.S.; Pieris, M.D.P.
Work and family conflict could be identified as a significant influential factor in the common context. Majority of employees have to face conflicts due to family and work domains in which the individual operates. Currently many scholars and organizations are engaged with different research and development activities related to work family conflicts of employees. Hence it could improve both individual and organizational performance. Job satisfaction predicts both negative and positive attitudes and behavior in the work context, thus an analysis of the factors that determine this satisfaction or dissatisfaction is one of great interest to managers and directors in an organizational context. Hence this study examined the impact of work family conflict on job satisfaction of supervisory level employees in Colombo Dockyard PLC. In this research work family conflict was considered as the independent variable and job satisfaction was considered as the dependent variable. Population of this research was the supervisors in Colombo Dockyard PLC. The data were obtained from 50 supervisors. A standard questionnaire was used to collect data. It was found that measurement scales met the acceptable standards of reliability analysis. Pearson’s correlation analysis and simple regression analysis were used to test the research hypothesis. Considering the findings, it was concluded that supervisors in Colombo Dockyard PLC face low level work family conflict and high level job satisfaction. Thus the most significant finding was the moderate level negative relationship between the work family conflict and job satisfaction of supervisors in Colombo Dockyard PLC. This study confirmed that work family conflict was significantly correlated with job satisfaction. Therefore, it can be concluded that the work family conflict is a significant predictor of job satisfaction. The results of the study imply that work family conflict is an important concern for individuals and organizations alike because of its negative consequences leading to reduced job satisfaction.
A Study of the Impact of Effectiveness of Employee Welfare Facilities on Executive Level Employees’ Job Satisfaction in Flintec Transducers (Pvt) Limited
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, 2015) Karunathilake, M.R.S.; Pieris, M.D.P.
Human resource management has become a crucial part in today’s competitive business environment. Organizations have identified that the human resource to be a critical factor in determining their survival. Therefore, organizations often offer its employees with benefits and satisfy packages with a view to motivate them for retaining in the organization for a long period. Generally, organizations offer its employees with effective welfare facility packages to increase employee jobs satisfaction and enhance their loyalty and productivity and to reduce defects such as absenteeism and turnover. Purpose of this study is to explore the impact of effective welfare facilities on employee job satisfaction. This paper proposes a conceptual framework of effectiveness of employee welfare facilities as the independent variable and employee job satisfaction as the dependent variable. The sample consists of executive level employees in Flintec Transducers (Pvt) Ltd – Katunayake. A hypothesis, “there is a significant influence of the effectiveness of employee welfare facilities on employee job satisfaction”, was set to be tested. Data were collected through a self-administered questionnaire which was prepared building on the Minnesota Satisfaction Questionnaire. Questionnaires were distributed among the executives of selected firms. Subsequently, the collected data were analyzed using regression and correlation analysis. It was found that there is a positive relationship between the effectiveness of employee welfare facilities (independent variable) and employee job satisfaction (dependent variable). It suggest that Flintec transducers can use their welfare facilities to increase job satisfaction of its executive level employees. Furthermore, results indicate that welfare facilities ‘current effectiveness level and the Job satisfaction level both of executive level employees are at a significantly good standard.