Browsing by Author "Ranasinghe, V. R."

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Effect of Gender Discrimination on Employee Performance: Mediating Role of Occupational Stress: A Study of Executive Level Employees in the Banking Sector of Sri Lanka
(Dilrukshi, U.N., Ranasinghe, V. R. (2020). Effect of Gender Discrimination on Employee Performance: Mediating Role of Occupational Stress: A Study of Executive Level Employees in the Banking Sector of Sri Lanka. In : 7th HRM Student Research Symposium, 2020. Department of of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka, p.63., 2020) Dilrukshi, U.N.; Ranasinghe, V. R.
Even though there are many determinants of the employee performance mentioned in the extend literature, gender discrimination effects on employee performance has not been studied in the Sri Lankan banking sector yet. Discrimination among employees has become an important issue in the current organizations. Bridging this gap in the context, the current study assessed the impact of gender discrimination on employee performance and assessed the mediating role of the occupational stress in the branches of people's bank in Rathnapura district. The current study was conducted as a crosssectional, field study among a sample of eighty executives in the bank following the simple random sampling technique. Primary data was collected through a standard questionnaire distributed via the online platform. The collected data were analyzed with the support of the SPSS employing correlation, regression, and descriptive statistics. It is found that there is a negative impact of gender discrimination on employee performance with mediating occupational stress. According to the results of the study there was a positive relationships between hiring, promotion and wage gender discriminations with occupational stress, as well as a negative relationship between occupational stress and employee performance. Hence it is recommended to all HR managers in the organizations to maintain gender equality within the organization, which in turn, will affect their performance.
Factors Affecting Undergraduates’ Adaptation to the University Life: Study of Undergraduates in the Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka
(Department of of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka, 2021) Witharana, .A. D.; Ranasinghe, V. R.
University students are fit in the university institutional setup, students will have to require adapting their behavior and values to fit with those of the institution. The purpose of this study was to analysis of the factors affecting the undergraduates’ adaptation to university life. This was carried out as a cross-sectional field study, in which the researchers’ interference with the study sample was minimal. This study is carried out as quantitative research work. The final sample consists of 247 respondents selected randomly from the Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka. Primary data were collected through a survey questionnaire developed based on the standard measurement scale, which was administered to the respondents directly via online mode, as a google form. Data analysis was done with the aid of Statistical Package for Social Sciences (SPSS) and Excel. 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 the dependent variable was analyzed by using the R square value. And it was found to be that there is a strong positive relationship between university adaptation and academic adaptation, university adaptation and social adaptation, university adaptation, and personal-emotional adaptation and findings revealed a significant impact of academic adaptation, social adaptation, and personal emotional adaptation on university adaptation in Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka. Insights and conclusions of the present study are useful for the academia and administrators of university education to make decisions on what methods should use to adapt university students.
Impact of Autocratic Leadership Styles on Employee Engagement of Non-Managerial Employees of Public Sector Offices in Kurunegala District, Sri Lanka
(Department of of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka, 2021) Wijesinghe, H. P. M. P.; Ranasinghe, V. R.
Public sector organizations play a big role in Sri Lankan economy by providing significant amount of job opportunities. Public sector organizations always being criticized by the public because of public sector employees are not properly engage to their duties. The leadership styles of the heads of the institutions also have a direct impact on this issue. Therefore, purpose of this study was to assess the impact of autocratic leadership style on employee engagement of non-managerial employees of public sector offices in Kurunegala district. This study is carried out as a quantitative explanatory research work. Further, simple random sampling technique was used to select the sample. This is a cross sectional research and standard questionnaire was used to collect primary data. Questionnaires are distributed among 214 of non-managerial employees who are currently working in selected two Divisional secretariat offices in Kuliyapitiya town area. 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. And it was found to be that there is a significant moderate negative relationship (-0.505) between autocratic leadership style and employee engagement. The present study would provide the direction to HR policy makers, employees, supervisors and to future researchers.
Impact of Emotional Intelligence on Job Burnout; Mediating Effect of Emotional Labour
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya Sri Lanka, 2024) Weerakoon, W. M. C. S.; Ranasinghe, V. R.
This research explores the impact of emotional intelligence on job burnout and the mediating role of emotional labor among IT professionals in Sri Lanka. The study encompasses a population size of 383 individuals. Using a survey approach with a cross-sectional time horizon and simple random sampling, the study reveals significant statistics. Results indicated a strong negative correlation between emotional intelligence and job burnout, suggesting that individuals with superior emotional intelligence experience lower job burnout. A positive correlation between emotional intelligence and emotional labor implies increased emotional labor for those with higher emotional intelligence. Furthermore, emotional labor shows a negative correlation with job burnout, associating greater emotional involvement with lower burnout. Regression analyses confirm these relationships, highlighting that emotional intelligence significantly predicts emotional labor and job burnout. Emotional labor, in turn, predicts job burnout. Statistics strongly support emotional labor as a mediator between emotional intelligence and job burnout. In summary, the research emphasizes that heightened emotional intelligence is linked to reduced job burnout, partly due to increased engagement in emotional labor. The implications for human resource management are substantial, suggesting that interventions targeting emotional intelligence development and emotional labor management may alleviate job burnout among IT professionals. These findings provide a statistical foundation for informed strategies to enhance emotional well-being and overall performance in the workplace.
Impact of Employee Attitude towards External Recruitment on Job Satisfaction
(Faculty of Commerce and Management Studies, University of Kelaniya Sri Lanka, 2022) Wijesingha, S. A. D. K. L.; Ranasinghe, V. R.
In many leading garment manufacturing companies in Sri Lanka, it was revealed that most of them fill their vacancies through external recruitment. This study aimed to identify the impact of employee attitude towards external recruitment on job satisfaction in garment manufacturing companies in the Gampaha District, Sri Lanka. This is a quantitative study. Three hundred ten employees who work in garment manufacturing companies in the Gampaha district of Sri Lanka were selected for this study using the simple random sampling technique. A questionnaire was administered among the employees to measure their attitude towards external recruitment on job satisfaction. The data were analyzed using the Statistical Package of Social Science (SPSS). The collected data were analyzed using descriptive statistics, Correlation and Regression analysis with the support of Statistical Package for Social Science (SPSS). The study revealed a strong negative relationship between employee attitude towards external recruitment and Job satisfaction. It is recommended that garment manufacturing companies need to follow transparent recruitment methods to recruit employees externally, and promotions for internal employees should be given within the relevant period.
Impact of Employee Personality Traits on Their Organizational Citizenship Behaviour
(Faculty of Commerce and Management Studies, University of Kelaniya Sri Lanka, 2022) Wijerathna, I. R. S. C.; Ranasinghe, V. R.
Employee Personality traits and Organizational Citizenship Behaviour (OCB) are very important for every organization, both locally and internationally. The main purpose of this study was to identify the impact of the Big five-factor personality traits on employees' organizational citizenship behaviour in Peoples bank in the Colombo district, Sri Lanka. Two hundred fourteen managerial-level employees who work in the Peoples bank in the Colombo district of Sri Lanka were selected using the simple random sampling technique. A standard questionnaire was administered among the managerial employees to collect the data. The collected data were analyzed using Descriptive, Multicollinearity, correlation coefficient and regression analysis with the aid of Statistical Package for Social Science (SPSS). The study revealed a significant impact of extraversion, neuroticism, agreeableness, conscientiousness, and openness to experience on OCB. Further, this study found strong positive relationships between openness to experience, conscientiousness, extraversion, and agreeableness on OCB and a negative relation between neuroticism and OCB. The researcher recommended that employers in service-oriented organizations need to maintain and promote the environment and situations that will enhance individual personality traits and OCB.
Impact of Employees’ Perception of Organizational Downsizing on Their Commitment.
(Faculty of Commerce and Management Studies, University of Kelaniya Sri Lanka, 2022) Erandika, M. D. K.; Ranasinghe, V. R.
Sri Lanka is currently experiencing its worst financial crisis in decades. The building construction industry can be cited as one of the leading industries affected by this situation in Sri Lanka. This study aimed to examine whether employees' perception of organizational downsizing impacts their commitment. This was carried out as a cross-sectional field study among a sample of 204 employees in three already downsized construction firms in the Colombo District, Sri Lanka. Simple random sampling was applied to select the sample. Data were collected via distributing an online standard questionnaire. Statistical Package for Social Science (SPSS) was used to analyze the data. Descriptive statistics, correlation and simple regression, were performed to analyze data. When analyzing data, the researcher identified that employees’ perceptions of their organization’s downsizing practices have a significant positive effect on their level of commitment. Moreover, the researcher found a significant positive impact of employees’ perception of downsizing on employees’ affective, continuance, and normative commitment. Maintaining effective communication before, during and after the downsizing process is recommended.
Impact of Employees’ Perceptions of Organizational Downsizing Practices on Employee Commitment
(Faculty of Commerce and Management Studies, University of Kelaniya Sri Lanka, 2023) Erandika, M. D. K.; Ranasinghe, V. R.
Sri Lanka is currently experiencing its worst financial crisis in decades. The building construction industry can be cited as one of the leading industries affected by this situation in Sri Lanka. This study examined whether employees’ perceptions of organizational downsizing practices impact their commitment. This was carried out as a cross-sectional field study among a sample of 204 employees in three already downsized construction firms in the Colombo District, Sri Lanka. Simple random sampling technique was applied to select the sample. Data were collected via distributing an online standard questionnaire. SPSS version 23.0 was used to analyze the data. Descriptive statistics, correlation, and simple regression were performed to analyze data. When analyzing data, the researcher identified those employees’ perceptions of their organizations’ downsizing practices have a significant positive effect on their level of commitment. Moreover, the researcher found a significant positive impact of employees’ perceptions of downsizing on employees’ affective, continuance, and normative commitment. Maintaining effective communication before, during, and after the downsizing process is recommended.
Impact of Employer Branding on Employee Retention during the economic crisis: An empirical study in the Apparel Industry
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya Sri Lanka, 2024) Prashansani, M. S.; Ranasinghe, V. R.
Due to the prevailing economic crisis in Sri Lanka, majority of organizations are battling to retain current employees as the employee turnover rates are increasing day by day. Hence, this study aims to identify the impact of employer branding on employee retention during the economic crisis among executive level employees of selected apparel companies in western province, Sri Lanka. Majority of the studies are dedicated to study the relationship between employer branding and attracting potential employees. But this research studies the impact of employer branding on retention of current employees. The study involved 285 executives in the apparel industry, employing a simple random sampling technique. A standard questionnaire, distributed online through Google Forms, utilized a Five Point Likert Scale for respondents to express their agreement or disagreement. Statistical analyses, including validity and reliability assessments, as well as correlation and regression analyses, were conducted using the Statistical Package for Social Science (SPSS) on the collected sample data. Findings revealed that employer branding significantly impacts on employee retention. Furthermore, the statistical evidence strongly supports the acceptance of hypotheses regarding a healthy work atmosphere and compensation and benefits. Ethics and corporate social responsibility, work–life balance, and training and development significantly contribute to enhanced employee retention within the context of the studied employer branding dimensions. Investing in and improving employer branding strategies is crucial for fostering employee retention, particularly in the studied industry. The research suggests practical implications, indicating that strengthening employer branding efforts can result in tangible benefits by retaining a motivated and engaged workforce.
Impact of Lecturer – Student Relationship on Intention to Retain in Higher Education: Study of Management Undergraduates of the University of Kelaniya, Sri Lanka
(Department of of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka, 2021) Sewwandi, D. A. N.; Ranasinghe, V. R.
This study aimed to assess the impact of Lecturer – Student relationship on students’ intention to retain in higher education in Sri Lanka. This study is carried out as quantitative explanatory research work. Further, the sample is selected randomly and used a simple random sampling technique. This is cross-sectional research, and a standard questionnaire was used to collect primary data. Questionnaires were distributed to a sample of 262 management undergraduates. To analyze received questionnaires data, SPSS (Statistical Package for the Social Science) was used. Simple regression analysis and residual analysis were used to interpret data analyzed and obtain the result descriptive statistical techniques such as mean, standard deviation, skewness, kurtosis and correlation, and coefficient. Simple regression analysis was used to identify the degree of the impact of the independent variable on the dependent variable was analyzed by using the R square value. And it was found to be that there is a positive impact of lecturer–student relationship on intention to retain in higher education. The present study would provide direction to lecturers, students, policymakers, and academic administrators.
Impact of Motivation on Employee Task Performance
(Faculty of Commerce and Management Studies, University of Kelaniya Sri Lanka, 2022) Wickramasinghe, H. L. K. M.; Ranasinghe, V. R.
Employee performance (EP) is the most powerful factor in achieving the organization's goals and objectives. This study aimed to identify the impact of motivation on employee task performance. This research was a cross-sectional study. Three hundred seventy-seven workers in selected garment factories in the Gampaha district were used to collect data. Primary data were obtained using a standard questionnaire. Descriptive statistics, correlation and regression were used to analyze the data using Statistical Package for the Social Sciences (SPSS) 26.0 version. The findings revealed that internal and extrinsic motivation positively correlated with employees' task performance and impacted employee performance. Further research would be advantageous to explore potential moderators for this connection. This research focused only on the Garment sector, but other researchers can expand the sample to other service organizations or different organizations in Sri Lanka.
Impact of Perceived Job Security on Employee Commitment of Non-Executives
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya Sri Lanka, 2024) Thilakarathna, S. P. N. S.; Ranasinghe, V. R.
A committed workforce is critical to an organization's success in a rapidly changing business environment. Building such a committed workforce within an organization is a challenge for organizations. Therefore, it is important to consider how organizations can increase employee commitment with existing employees. Moreover, given the current situation in Sri Lanka, job security has become a major concern for organizations in the business community. Therefore, the primary aim of this study was to examine the impact of job security on employee commitment. The study population consisted of non-executive employees working for a Glove manufacturing company in the Colombo district of Sri Lanka. The population consisted of 136 non-executive employees and the sample consisted of 103 respondents from those selected for the sample based on a stratified random sampling method. Additionally, data for the study were collected using a self-administered questionnaire. The collected data was analyzed using descriptive statistics, correlation analysis, and regression analysis. Regression analysis results showed a significant positive impact of perceived job security on employee commitment. This study is concluded that the perceived job security has significant positive impact on employee commitment of non-executive staff in selected manufacturing organization in Colombo district, Sri Lanka. Future research can be conducted to examine new and innovative practices that ensure employee job security and the factors that significantly affect employee job security.
Impact of Perceived Usefulness and Perceived Ease of Use, on the Usage of E-books of Undergraduates: With Special Reference to Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka
(Department of of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka, 2021) Yapa, Y. M. D. J.; Ranasinghe, V. R.
The advantages of adopting e-books in education are universally acknowledged by students and teachers. Learning becomes more interactive and interesting with the use of digital books. Students can now actively participate in the learning process rather than passively listening to one person talk. Learning becomes more enjoyable and engaging when e-books are used in the classroom. The purpose of this study was to examine how perceived usefulness and perceived ease of use affect the usage of e-books by the undergraduate, Faculty of Commerce and Management Studies, University of Kelaniya. Perceived usefulness and perceived ease of use were used as independent variables and e-book usage is the dependent variable. The impact of independent variables and dependent variables were mediated by behavioral intention to use. The sample was 335 undergraduates selected from the Faculty of Commerce and Management Studies, University of Kelaniya. Questionnaires were used to collect data from the undergraduates. Respondents were asked to indicate their agreement or disagreement on Five Point Likert Scale as the scaling method. The data was analyzed using Statistical Package for Social Sciences (SPSS) version 23. Mean Score and Standard Deviation were used for all the variables for univariate analysis and correlation coefficient was used for bivariate analysis. The hypotheses were tested using the Correlation and regression analysis and Sobel test. The findings showed that there is moderate positive core relation between two independent variables and the dependent variable. These findings have consequences for educators and instructional methodologists, who must balance the benefits of new learning technology with the realities of student perceptions and use.
Impact of Proactive Personality on Innovative Work Behavior of Employees: Study of Banking Officers of People's Bank in Western Province of Sri Lanka
(Department of of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka, 2021) Wijethunge, M. G. G. P. H.; Ranasinghe, V. R.
As a result of globalization and the tremendous development of information and communication technology, innovations are identified as key to gain a competitive advantage in today’s work environment. Organizations are moving forward by using innovations as their differentiation strategy. To innovations, organizations need employees with innovative work behavior because innovation is the key to success and long-term survival in the competitive market. Personality is one of the major roles in considering innovative work behavior and proactive personality is considered as most suitable for changes surrounding the environment. The purpose of this study was to examine how proactive personality affects the innovative work behavior of banking officers of People's Bank branches in the Western province, Sri Lanka. Proactive personality was used as the independent variable and innovative work behavior was the dependent variable. The relationship of independent variables and dependent variable were moderated by co-worker conflict. The sample was 341 respondents selected from banking officers of People's Bank branches in the western province. Questionnaires were used to collect the data from the banking officers. Respondents were asked to indicate the frequency that they engage in activities in the questionnaire on the Seven Point Likert Scale as the scaling method. The data was analyzed using Statistical Package for Social Sciences (SPSS) version 23. Mean and Standard Deviation were used for univariate analysis of all the variables and correlation coefficient was used for bivariate analysis. The hypotheses were tested using correlation and regression analysis and linear regression analysis. The finding of the study proved that proactive personality has significant impact on innovative work behavior and there is strong positive correlation between proactive personality and innovative work behavior. This study findings will support the management of organizations to promote innovative culture in the workplace and gain competitive advantages through ideas.
Impact of Supervisor Support on Employee Turnover Intention; The Mediating Effect of Employee Trust
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya Sri Lanka, 2024) Thilakarathne, R. M. A. N.; Ranasinghe, V. R.
Competent and skilled employees are crucial contributors to an organization’s success. Losing talented employees negatively impacts the functioning of the organizations. This study focuses on identifying the impact of supervisor support on employee turnover intentions and exploring the mediating role of employee trust in the relationship between supervisor support and employee turnover intention. Drawing on Social Exchange Theory, the study investigated the role of supervisor support and employee trust on employee turnover intention among employees in selected Fast Moving Consumer Goods (FMCG) industry companies in the Colombo District. The study implied the cross-sectional quantitative approach and used an online questionnaire as the data collection method. Data were collected from a sample of 242 employees working in selected FMCG companies in Sri Lanka and a multistage sampling method was used to select the sample. Individual employees from five companies were selected based on the stratified sampling method and the simple random sampling method was used to select the individual samples within each stratum. The collected responses were further analyzed by entering into the Statistical Package for Social Sciences (SPSS). The findings indicated that there is a strong negative impact of supervisor support on employee turnover intention and employee trust significantly mediates the association between supervisor support and employee turnover intention. Hence, all the study’s hypotheses were supported. Consequently, this study presents substantial implications for organizations to develop supervisor support strategies to enhance employee trust and ultimately employee retention by reducing turnover. Also, this study provided considerable knowledge required for further research related to supervisor support and employee turnover intention.
Impact of Work Life Balance on Employee Commitment
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya Sri Lanka, 2024) Subasinghe, W. P. D.V.; Ranasinghe, V. R.
Subasinghe, W. P. D.V and Ranasinghe, V. R. This study aims to identify how the work-life balance of non-managerial-level employees affects their employee commitment to the organization in the garment sector of Sri Lanka. Two hundred fifty non-managerial-level employees who work in the Colombo district of Sri Lanka were selected using the sample random sampling technique. A questionnaire was administered among the non-managerial-level employees to measure their work-life balance and their commitment to the organization. The collected data were analyzed using correlation coefficients and regression analysis. The study found that work-life balance and affective commitment, continuous commitment, and normative commitment were positively correlated. The analysis findings reveal a significant impact of the hypothesis of non- managerial-level employees in garment Colombo district, Sri Lanka. There are various implications from this study for managers and practitioners. The results of this survey can be used to determine the justifications for taking employee 4commitment measures among non-managerial-level personnel. Because non-managerial-level employees in the garment industry are stressed, managers should provide them with a better training program.
Impact of Work-Family Conflict on Women's Career Development: Mediating Role of Employee Performance
(Faculty of Commerce and Management Studies, University of Kelaniya Sri Lanka, 2022) Wijesinghe, K. A. D. I. R.; Ranasinghe, V. R.
Work-family conflict is the major factor affecting women's career development. The main purpose of this study was to examine the impact of work-family conflict on women's career development in state commercial banks in the Colombo district, Sri Lanka. This study was a quantitative research study and followed a deductive approach. Further, this was carried out as a cross-sectional study, and the sample size was 291 women employees of the state commercial banks in the Colombo district. Simple random sampling technique was used to select the sample. Descriptive statistics, correlation, regression, and the Sobel test were used to analyze the data. Primary data were obtained using a standard questionnaire. The findings revealed that there was a significant impact of work-family conflict on women's career development of female employees in the banking sector, and also, employee performance significantly mediates the impact of work-family conflict on women's career development. Researchers recommended that states commercial banks want to improve women's career development by giving better training and development programs, providing opportunities and necessary facilities for its employees to achieve higher education, providing promotion opportunities, and providing opportunities to go abroad for special training programs for women.
Impact of Work-life Balance on Employee Engagement of Generation Z
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya Sri Lanka, 2024) Thirimanne, T. H. K. T.; Ranasinghe, V. R.
This research study attempts to identify the impact of work-life balance on employee engagement of Generation Z. The selected population was 130 employees in the apparel manufacturing industry in the Colombo district in Sri Lanka, and according to the Krejcie and Morgan table, the sample size of the research study is 97. A quantitative methodology approach is used in the study. The work-life balance scale and employee engagement scale (Utrecht Work Engagement Scale) were used in this study. The result of the study found that work-life balance is one of the factors that influence employee engagement in Generation Z. The higher the work-life balance, the higher the employee engagement. Further, employee engagement will appear when employees have a high level of work-life balance. This can be from the reliability value for employee engagement is 0.879 and work-life balance is 0.840, both values are greater than Cronbach Alpha. The result of this study then became the basis for determining intervention in the form of training to improve work-life balance which ultimately increases employee engagement among Generation Z employees. With the limitations found, future researchers can adopt to experimental approach which is recommended to allow better insight into how variables are related over time.
Impact of Workplace Bullying on Employee Intention to Leave, Moderating Effect of Organizational Commitment
(Faculty of Commerce and Management Studies, University of Kelaniya Sri Lanka, 2022) Jayasundara, D. C. L.; Ranasinghe, V. R.
The main purpose of this study was to identify the impact of workplace bullying on employee intention to leave and how organizational commitment influenced the impact of workplace bullying on the intention to leave. This study was carried out as a quantitative research work. Two hundred ninety-one employees of state-owned commercial banks in the Colombo district, Sri Lanka, were randomly selected and collected data through a standard questionnaire shared as a Google form. Additionally, to analyze the data, Statistical Package for Social Science (SPSS) was used. Simple linear regression analysis was used to verify the hypotheses, and the results revealed a significant impact of workplace bullying on employee intention to leave. Additionally, it was discovered that organizational commitment moderated the association between workplace bullying and intention to leave. Organizational commitment can be a moderator to mitigate the impact of workplace bullying on employees' intention to leave, as individuals who feel a strong attachment to their organization may be less likely to leave due to bullying.
Impact of Workplace Ostracism on Turnover Intention of employees: With special Reference to Operational Level Employees in a Selected Garment Factory in Gampaha District, Sri Lanka
(Department of of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka, 2021) Wimalasena, P. G. N. D.; Ranasinghe, V. R.
This study focuses on investigating the impact of workplace ostracism on turnover intention and how workplace stress influences the relationship between workplace ostracism and turnover intention. The current study was carried out as a cross-sectional field study, predominantly applying the hypothetical- deductive approach, in which the researchers’ interference with the study sample was minimal. The population of the current study comprises the operational level employees of a selected garment factory in the Gampaha district. Therefore, the unit of analysis is at the individual level. Simple random sampling was applied to select the study sample. The sample size of this study was 196 respondents according to the Morgan table. Out of 200 questionnaires distributed, 178 responses were received from the survey. The data was analyzed using Statistical Package for Social Sciences (SPSS) version 26.0. Through the analysis of the study, the researcher tried to assess the impact and identified a significant association between workplace ostracism and turnover intention of the operational level employees in the selected garment factory. It is found that there is a significant positive impact of workplace ostracism and turnover intention. Also, workplace ostracism and workplace stress are significantly positively correlated and there is a moderate positive correlation between workplace stress and turnover intention. Finally, this study empirically confirms that workplace ostracism is the main factor that led to employee turnover intention and statistically validates the mediation effect on the impact of workplace stress on employee turnover intention. Accordingly, it is suggested for managers and practitioners to establish such a culture, calm environment by improving teamwork in the workplace.