Browsing by Author "Samarakoon, S. M. A. K."

Now showing 1 - 4 of 4

Big Data Analytics Capability and Firm Performance: A Review on Conceptual and Practice Perspectives
(Department of Marketing Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2021) Jayawarna, Sahan Chinthana; Medis, Ajith; Samarakoon, S. M. A. K.
Big data analytics is a rapidly developing technological and business practice but there is little research on how to effectively use and exploit it. It is an emerging area in organizations though academics have recently begun to explore this domain. Big Data Analytics Capability (BDAC) extends the view of big data to include all related organizational resources that are important in leveraging big data to their full strategic potential. It is identified as fourth paradigm of science, new paradigm of knowledge assets, next frontier for innovation, competition and productivity, management revolution with the potential to transform management theory and practice (Wamba et al., 2017). However big data analytics hype and disappointing results are key concerns in big data. Many firms across the globe are investing millions of dollars for big data without considering organizational factors. Today the big data analytics domain is in a pressurized state as it had not given positive results in many cases and big data productivity paradox is on the way. During the literature review on BDAC and firm performance, many theoretical and empirical gaps were identified. BDAC and firm performance relationship is deeply connected to Resource-Based View (RBV), Dynamic Capabilities View (DCV) and sociomaterialism theory though it is not cohesive i.e. (1) similar to RBV, BDAC relies on the assumptions of resource heterogeneity, imperfectly mobile and inimitable resources but it does not provide a complete explanation of how big data organizations enhance firm performance (2) DCV has attracted the interest of information systems scholars in determining competitive advantage in firms due to higher-order dynamic capabilities but it needs further specification, development, and identification those capabilities (3) sociomaterialism theory provides the logic of how people, systems, data and management are entangled to influence firm performance but critiqued due to its less specific definition of technology and a neglect of broader social structures in BDAC. In addition to theoretical gaps, many empirical gaps were identified during the literature review i.e. (1) past researches have used IT capability construct indicators for big data analytics though these two domains are not same (2) most of the past researches have neglected non-technical elements of big data and focused heavily on big data technical elements for firm performance (3) there are mixed results for BDAC and firm performance (4) limited focus given to mediating and contextual differences impacting BDAC and firm performance relationship. Despite the hype surrounding big data, the issue of examining whether and under what conditions big data investments produce business value, remains underexplored hindering their business potential to a greater extent. Therefore future researches in this domain should study the organizational and contextual factors impacting this relationship.
Job Satisfaction and Intention to Leave: A Study of Financial and Internal Audit Executive Staff of Public Universities in Sri Lanka
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka, 2018) Kothalawala, C. G.; Samarakoon, S. M. A. K.
This study aims to measure the relationship between job satisfaction and intention to leave among the Financial and Internal Auditing Executive officers in the Public-Sector Universities in Sri Lanka. The objectives of the study are; to measure the level of job satisfaction of financial and Internal Executive Officers in the Public Sector Universities in Sri Lanka, identify the factors affecting the level of job satisfaction of financial and Internal Executive Officers in the Public Sector Universities in Sri Lanka and examine the influence of the level of job satisfaction of Financial and Internal Executive Officers in the Public Sector Universities in Sri Lanka on their intention to leave. Two models were used to measure the influence of variables; Model A assessed the relationship between the selected job-related factors and the level of job satisfaction. Model B measured the relationship between job satisfaction and intention to leave. Data were analyzed using descriptive and inferential (correlation, multiple regression analysis) statistics. One hundred and thirty executive staff members were selected through Proportionate Stratified Random sampling method from the public-sector universities in Sri Lanka. Questionnaires were administered to gather data and 128 questionnaires were received. Five job related factors; salary, promotion, training and development, relationships with co-workers and working conditions were selected for the study. The study’s findings show that there is a negative relationship between job satisfaction and intention to leave among the Financial and Internal Auditing Executive officers. Three factors; salary, relationship with co-workers and working conditions have shown a significant positive effect on the job satisfaction. Eexistence of negative relationship between job satisfaction and intention to leave from the organization will give signal for the authorities of higher education to consider that if the satisfaction is lower then there is a possibility of leaving from the organization.
The Effect of Work-life Balance Policies on the Retention Intention of Executive Women Employee in Information Technology (IT) Industry in Sri Lanka
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka, 2018) Sumanarathna, B.; Samarakoon, S. M. A. K.
Female employee labor turnover of information technology industry in Sri Lankan is in the higher level. Therefore, the general objective of the research is to assess the impact of major work life balance policies influence on retention of executive women employees in Information technology organizations in Sri Lanka. Five selected work-life policies namely flexible working hours, company leave policy, training and career development opportunities, compressed workweek and workload management were examined with employee retention. Base on random sampling method one hundred two completed questionnaires used to analyze the data. Descriptive statistics, correlation and multiple regression utilized to analysis the data. Work-life balance and employee retention levels are in the satisfactory level in the IT industry in Sri Lanka. Multiple regression result of the study shows that work-life balance policies positively influence on the executive women employee retention. Selected five policies of work-life balance and employee retention were examined using multiple regression model. Training and career development opportunities and workload management positive influence on employee retention. Although rest of three work life balance policies namely flexible working hours, company leave policy and compressed work week didn’t show the significant impact of employee retention. Policymakers and top management of companies should improve work-life balance to increase employee retention. Moreover, they can use training and career development opportunities and workload management to increase employee retention.
Work Life Balance and Commitment of Government Hospital Nurses
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka, 2019) Dayananda, K. H. M. K.; Samarakoon, S. M. A. K.
The nurses play a crucial role in the government hospital and their commitment and the work life balance seem to have a greater impact to make ensure quality of health sector in the country. The main emphases of the study are to figure out the factors affect to the Work Life Balance (WLB) on government hospital nurses in Sri Lanka and to analysis the Work Life Balance influence on job Commitment among government hospital nurses. The study conducted using primary data gathered focusing government hospitals in Colombo area. Participants are asked to complete structural questionnaires, which were developed to measure demographic factors and research variables. Questionnaires distributed among nurses working in the selected three hospitals in Colombo district. Hundred and five competed questionnaires returned from respondents. Hundred competed questionnaires were used to final data analysis. Descriptive statistics and correlation analysis and regression were utilized to data analysis. The study assessed the effect of four independent variables on the Work Life Balance and it was found the working environment, work stress, financial encouragement and Job Autonomy have greater impact to the work life balance. It was found that the working environment, work stress, financial encouragement and Job Autonomy has greater impact to the Work Life Balance. Public sector still plays a vibrant role in every country. If public sector employees are not satisfied with their motives, employee performance will deteriorate and inefficiency will be increased. It may also be a part of grievances, low productivity, disciplinary problems and other organization difficulties. Moreover, it is noted that Work life balance and working commitment have strong positive relationship. In this context, it can be concluded that the proper WLB will lead to high working commitment in nursing professionals. Further higher WLB leads to enhance the quality of health service in the country.