Browsing by Author "Sangarandeniya, Y.M.S.W.V."

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Effect of Health and Safety Practices on Job Satisfaction of Field Employees in Ceylon Electricity Board, Area Office in Gampaha
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, 2015) Perera, H.D.W.; Sangarandeniya, Y.M.S.W.V.
Occupational health and safety practices are one of key functions under Human Resource Management. The primary objective of health and safety practices is, to provide employee freedom from physical and emotional illness and to protect employees from injuries caused by work related accidents. Health and safety practices can be affected to other outcomes such as high employee morale, high job satisfaction, decrease absenteeism and increase productivity. Ceylon Electricity Board Gampaha area office is one of a branch; which is responsible to electricity power distribution. The management is highly concern on to provide better health and safety practices for field employees, because of the high risk physical working situations with related to their job. They have to bear huge financial expenditure on health and safety practices as well. The management is very much interested in identifying whether there is an effect of health and safety practices on job satisfaction of field employees. Therefore, the purpose of this research was to identify the effect of health and safety practices on job satisfaction. The researcher started the study by going through relevant literature. Then data were collected from 60 field employees through a self-administered questionnaire, which was developed on five point Likert scale. The Statistical Package for Social Sciences (SPSS) version 20.0 was used to analyze the collected data. Descriptive statistics, correlation coefficient and simple regression analysis aided in the analysis of data. Findings suggested that there was a significant weak positive relationship between health and safety practices and job satisfaction (R = 0.299); and the regression analysis revealed (R2 = 0.089) that health and safety practices could explain the variation of 8.9% of job satisfaction. In sum, this study indicated the significant positive effect of health and safety practices on job satisfaction.
The Effect of Transformational Leadership on Follower Work Engagement and the Moderating Role of Follower Characteristics
(University of Kelaniya, 2012) Sangarandeniya, Y.M.S.W.V.
Work engagement is the positive, fulfilling, work-related state of mind characterized by vigour, dedication and absorption which is vital for an organization to gain a competitive advantage through its workforce. The leadership style is one of the determinants which can influence the work engagement level of the follower. Therefore, this study examines the effect of transformational leadership on follower work engagement in the manufacturing industry. Transformational leadership is the inspirational leadership aimed at motivating subordinates to achieve organizational goals while at the same time emphasizing the importance of subordinate wellbeing and need for fulfillment. Transformational leadership was measured through idealized influence, inspirational motivation, intellectual stimulation, individualized consideration of the leader toward the follower. Further, the study examines whether the relationship between transformational leadership and follower work engagement is moderated by follower characteristics. Data were collected from 342 followers in the manufacturing industry in Sri Lanka using a selfadministered questionnaire. Transformational leadership was assessed using the Multifactor Leadership Questionnaire (Form 5X) while the work engagement was assessed using the Utrecht Work Engagement Scale. Furthermore, follower characteristics were measured using the scale that was adapted from the scale developed by Dvir and Shamir (2003). The simple regression analysis was used to test the significance of the impact of transformational leadership on follower work engagement and the moderated multiple regression analysis was used to test the moderating effect of follower characteristics on this relationship. The results of the study revealed that there is a significant relationship between transformational leadership on work engagement of followers of manufacturing industry and the follower characteristics moderate the positive relationship between these two variables. Thus, when follower characteristics are more positive, transformational leadership has a more positive effect on follower work engagement. The implications of the findings and possible directions for future research are discussed.
The Effect of Work-Life Balance on Job Satisfaction: A Study of Operational Level Employees in Brandix Apparel Solutions
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, 2019) Madushika, L.M.,; Sangarandeniya, Y.M.S.W.V.
Socioeconomic change, intense global competitiveness, and work culture make it difficult for employees to balance the two most important aspects of their lives; Work and family life is constantly under stress, leading to many negative consequences for individual employees as well as organization. Work-life balance is about people having some control over when, where and how they work. The present study aims to examine the effect of work-life balance on job satisfaction. The research in hand presents a concise summary of the literature on the value of work - life balance and job satisfaction. The work interference with personal life, personal life interference with work, work personal life enhancement serves as dimensions of the independent variable: work-life balance while nature of the work, compensation, working conditions, co-workers & supervisors, balance between work and life serves as the dimensions of dependent variable: job satisfaction. A conceptual framework was formulated by using the independent variables and the dependent variable and hypotheses were formulated in order to find whether the independent variables have an impact with the dependent variable or not. In order to carry out the study, 102 machine operators from Brandix Apparel Solutions were selected for the sample using simple random sampling method. Standard Questionnaires were used to gather data from the sample and secondary data sources were used to collect additional information regarding the company. According to the results of the correlation analysis, it was found that there is a significant high positive relationship between Work-Life Balance and Job Satisfaction. Further, the results reviewed that there is a significant positive impact of Work-Life Balance on Job Satisfaction.
Emotional Intelligence as a Predictor of Work-Life Balance with the Moderating Effect of Coworker Support
(Proceedings of the Annual Research Symposium 2012, Faculty of Graduate Studies, University of Kelaniya, 2012) Sangarandeniya, Y.M.S.W.V.; Wijewantha, P.
In the modern day employment context, with extensive demands placed on professionals, they are facing the challenge of striking a balance between their personal life and work-life, irrespective of whether they work in the state or the private sector. With the strenuous nature of the job and the limited amount of research tapping this area it was identified as appropriate to look at how the medical doctors strike a balance between their work and personal life. Accordingly, this study fills that gap in knowledge by looking at how Emotional Intelligence (EI) competency of doctors impact on their ability of striking a Work-Life Balance (WLB). EI is a cross-section of emotional and social competencies that determine how well people understand and express themselves, understand and relate with others, and cope with their daily demands and pressures. Further, it was tested whether the perceived co-worker support which is a key construct associated with work in the health sector is moderating this relationship between the independent and the dependent variable. EI was measured using the Trait Meta-mood scale whereas WLB was measured using the scale adopted by Rangreji (2010). Items measuring perceived co-worker support were adapted from the perceived organizational support scale used by Wayne, Shore, and Liden (1997). Data were collected from a sample of 244 doctors working in teaching hospitals using a self-administered questionnaire. The impact of EI on WLB was tested using simple regression analysis, whereas the impact of the moderating variable on this relationship was tested using the moderated multiple regression analysis. Results indicated that EI has a significant predicting effect on WLB of medical doctors and that relationship was significantly moderated by perceived co-worker support. Finally theoretical and practical implications are discussed.
Emotional Intelligence as a Predictor of Work-Life Balance with the Moderating Effect of Coworker Support
(University of Kelaniya, 2012) Sangarandeniya, Y.M.S.W.V.; Wijewantha, P.
In the modern day employment context, with extensive demands placed on professionals, they are facing the challenge of striking a balance between their personal life and work-life, irrespective of whether they work in the state or the private sector. With the strenuous nature of the job and the limited amount of research tapping this area it was identified as appropriate to look at how the medical doctors strike a balance between their work and personal life. Accordingly, this study fills that gap in knowledge by looking at how Emotional Intelligence (EI) competency of doctors impact on their ability of striking a Work-Life Balance (WLB). EI is a crosssection of emotional and social competencies that determine how well people understand and express themselves, understand and relate with others, and cope with their daily demands and pressures. Further, it was tested whether the perceived co-worker support which is a key construct associated with work in the health sector is moderating this relationship between the independent and the dependent variable. EI was measured using the Trait Meta-mood scale whereas WLB was measured using the scale adopted by Rangreji (2010). Items measuring perceived co-worker support were adapted from the perceived organizational support scale used by Wayne, Shore, and Liden (1997). Data were collected from a sample of 244 doctors working in teaching hospitals using a self administered questionnaire. The impact of EI on WLB was tested using simple regression analysis, whereas the impact of the moderating variable on this relationship was tested using the moderated multiple regression analysis. Results indicated that EI has a significant predicting effect on WLB of medical doctors and that relationship was significantly moderated by perceived co-worker support. Finally theoretical and practical implications are discussed.
Factors Affecting Training Transfer: A Case of Executive Level Employees in Ceylon Tea Services PLC
(Department of Human Resource Management, Faculty of Commerce and Management Studies,University of Kelaniya, 2017) Rebecca, E.; Sangarandeniya, Y.M.S.W.V.
The current study was designed to assess the impact of training-related factors on the transfer of training. This is a quantitative study and a standard questionnaire was used to collect primary data. The entire population of executive-level employees was considered as a sample of this study and data were collected from 105 executive-level employees who had participated in several training programs in Ceylon Tea Services PLC. Correlation analysis, simple regression analysis, and multiple regression analysis were used to analyze the data. The results of correlation analysis revealed that there is a positive relationship between each of the independent variables: trainee characteristics, training design, the work environment, and the dependent variable: transfer of training. Further, the result of simple regression analysis revealed that trainee characteristics, training design and work environment significantly and positively influence on transfer of training. Moreover, the result of the stepwise multiple regression analysis indicated the work environment and training design respectively has the highest impact on the transfer of training rather than trainee characteristics. Therefore, this study suggests that it can be achieved benefits from the training programs through considering on the work environment and the design of the training program.
Human Resources Information System (HRIS) User Satisfaction as a Predictor of HRIS Success in Sri Lanka Telecom PLC
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, 2015) Perera, A.H.U.; Sangarandeniya, Y.M.S.W.V.
Success of the Human Resource Information System (HRIS) of an organization is a vital factor which contributes towards strategic advantages. Therefore understanding what leads to the success of HRIS is critical. Thus, the objective of this study is to identify whether the HRIS user satisfaction positively impacts the success of HRIS in Sri Lanka Telecom PLC. A deductive approach is used in this cross sectional study. In operationalizing the conceptual model, HRIS user satisfaction was measured using four dimensions; (Perceived HRIS System Quality, Perceived HRIS Information Quality, Perceived HRIS Ease of Use and Perceived HRIS Usefulness) where the HRIS success was measured using seven dimensions (Salary Advice, Employment Benefits, Assessment and Training Needs, Recruitment, Performance Management, Industrial Relations and HR Planning). In developing the questionnaire with a seven point Likert scale, standard questionnaire (Shibly, 2011) was used to measure HRIS user satisfaction and to measure HRIS Success, questions were prepared based on the study of Hussain, Wallace, and Cornelius (2007). A pilot survey was also conducted before the distribution of the questionnaire to the sample. The whole population of 32 senior HR executives were selected to the sample and the response rate was 94%. Simple Regression and Correlation were mainly used for the analysis of the study; and the results revealed that HRIS user satisfaction has a significant positive impact on HRIS success in the context of the study. In conclusion, HRIS user satisfaction can be identified as a predictor of HRIS success in Sri Lanka Telecom PLC. As the implications of the study, by upgrading the current HRIS to provide a higher level of user satisfaction in Sri Lanka Telecom PLC, a higher level of HRIS success can be achieved subsequently.
Impact of Academic Stress and Boredom on the Cyberloafing Behavior of Management Undergraduates at A Selected State University in Sri Lanka
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya Sri Lanka, 2024) Pathirana, P.L.U.; Sangarandeniya, Y.M.S.W.V.
The purpose of this research is to identify the impact of academic stress and boredom on cyberloafing behavior among management undergraduates at a selected state university in Sri Lanka. Although there is enough literature on academic stress, boredom, and cyberloafing behavior in the western region, there is less research context in Sri Lanka to test the cyberloafing behavior of undergraduates, especially in COVID and crisis situations. This study explored the relationship and examined the influence of academic stress and boredom on those variables among undergraduates who study at state universities in Sri Lanka. This research is deductive (theory-testing) research. This research was conducted using a survey research strategy and a quantitative research method. State University students were chosen as the population of the study. The sample size was 253, and data collection was done through a selfadministered questionnaire and convenience sampling technique. A Google form was created and distributed to collect data. The number of undergraduates who responded was 255. Statistical Package for Social Science (SPSS), version 23.0, was used as a tool for data analysis, and both descriptive and inferential statistics, namely correlation and regression, were used to analyze the data. The results indicate that academic stress is positively linked with cyberloafing behavior, and boredom is positively linked with cyberloafing behavior.
Impact of Effectiveness of Online Learning on Students’ Satisfaction towards the Online Learning
(Department of of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2020) Minosha, A.S.S.; Sangarandeniya, Y.M.S.W.V.
This study aimed to assess the impact of the effectiveness of online learning on students’ satisfaction with online learning. This is an explanatory study on the quantitative approach. The population was five hundred and sixty-eight (568), final year undergraduates, in the Faculty of Commerce and Management Studies and 230 undergraduates among them were selected as the sample of the study through stratified sampling technique. The primary data collection was done through a standard questionnaire using google forms in online mode. The researcher conducted the preliminary analysis to ensure the reliability, validity, normality, and linearity of the data gathered. Further, the level of effectiveness of online learning and students’ satisfaction towards online learning was initially measured through descriptive statistics, and both measures were at a moderate level among these undergraduates. Then the strength of association was measured through correlation statistics using the Pearson correlation method and the results illustrate a significant moderate relationship (R = 0.630, Sig. = 0.000) between the effectiveness of online learning and students’ satisfaction. Moreover, the regression analysis results reveal a significant impact on the effectiveness of online learning on students’ satisfaction (R2 = 0.397, Sig. = 0.000). Furthermore, the students can use self-engagement, active participation and other tactics to improve their online learning satisfaction. The educational institutions can improve online learning effectiveness using tactics such as a userfriendly interface for LMS or website, maintaining a contact centre, etc. Further, the future researchers can study regarding the online learning field using the qualitative approach.
The Impact of Employee Job Stress on Job Satisfaction of Non- Executive Employees at MAS Holding
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, 2015) Tennakoon, T.M.K.I.; Sangarandeniya, Y.M.S.W.V.
Job stress is considered as a condition which arises when realizes the pressure on them or requirements of situations are wider than they can handle, and if these requirements are huge and continue for a long period of time. The study intended to identify the impact of job stress on job satisfaction of the studied sample. Satisfaction can be defined as the positive emotional reactions and attitude an individual has towards his job. A random sample of sixty non-executives are given a questionnaire to ascertain the impact of job stress on their job satisfaction. The Sample was selected from a garment manufacturing factory belonging to Mas Holdings (Casual Line). Job stress of these employees was measured on six dimensions such as heavy workload, role ambiguity, time pressure, shift work, supervisory style and social support. The job satisfaction was measured on five dimensions such as work itself, pay, promotion, supervision, co-workers, working condition. Questionnaire was analyzed using SPSS (Statistic Package for the Social Science) method. According to the correlation analysis, correlation coefficient between independent variable and dependent variable is - 0.396 (p = 0.002) and it was revealed that there is a negative relationship between employee job stress and satisfaction. According to the regression analysis, there is a 13.9% impact of job stress on job satisfaction and it indicates that there is a significant negative impact of employee job stress on job satisfaction.
Impact of Employee Welfare Facilities on Work Engagement among Non-Executive Employees in Selected Leading Tea Manufacturing Firm in Sri Lanka
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya Sri Lanka, 2024) Nawanjalee, K.P.T.; Sangarandeniya, Y.M.S.W.V.
This study attempts to find out the impact of employee welfare facilities and employee work engagement of the selected leading tea manufacturing firm, where the employee welfare facilities is the independent variables, while the work engagement is the dependent variable. In accordance with literature review and existing findings, there are literature and empirical knowledge gaps regarding the impact of employee welfare facilities on work engagement of the leading tea manufacturing firm. This study was conducted to fill these gaps with two objectives in the selected leading tea manufacturing firm in Sri Lanka. The population of the study is 678 non-executive level employees in tea manufacturing firm and primary data that has been used for the study were obtained from 246 non-executive level employees who are working using stratified random sampling. The collected data has been analyzed using the SPSS tool. According to the SPSS results showed that mean value of study variables, based on the decision rule, indicates there are high level of employee’s welfare facilities and employee work engagement among the respondents. Also, it is concluded that there is a significant positive relationship among employee’s welfare facilities and employee work engagement of selected leading tea manufacturing firm in Sri Lanka. Therefore, organizations should strive to provide good welfare facilities to obtain the best results from their employees. The findings of this study are useful in further enlarging and enriching applications of these concepts in practice.
Impact of Employee Well-being on Employee Job Engagement: A Study of Managerial Level Employees in Civi-tech Engineering and Construction (Pvt) Ltd
(Department of of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2020) Abeykoon, S.M.; Sangarandeniya, Y.M.S.W.V.
The purpose of the study was to assess the impact of employee well-being on employee job engagement in the Civi-tech engineering and construction (Pvt) Ltd company. This study is carried out as quantitative explanatory research work. Further, it was conducted as a cross-sectional field study. The sample of the study comprised of 46 managerial employees of Civi-tech engineering and construction (Pvt) Ltd. Data were collected regarding the two variables through structured questionnaires. The collected data were analyzed using descriptive statistics, correlation analysis, and regression analysis. Descriptive statistics illustrate that perceived employee wellbeing of the samples at lower level and perceived employee job engagement of the samples is at lower level. As per the results of the correlation, it was found that there is a strong positive relationship between well-being and employee job engagement. Further, the results of the regression analysis illustrate that there is a significant impact of employee well-being on employee job engagement. Hence, it is recommended to establish properly planned employee well-being practices that will facilitate to make the employee fully engaged with their job. Current researcher encourages the future researchers to test the proposed research model within different organizational and cultural context to improve the generalizability of the study results. This study would raise the level of interest regarding the impact of employee well-being on employee engagement.
Impact of Glass Ceiling Factors on Women Career Development
(Department of of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2020) Mandakini, U.L.S.A.; Sangarandeniya, Y.M.S.W.V.
This research study aims to assess the impact of glass ceiling factors on women career development of executive-level female employees in the IT industry in Sri Lanka. The research framework mainly highlights the impact of independent variables; personal factors, family factors, organizational factors, and cultural factors on the dependent variable; women career development. The study was quantitative and a cross-sectional study. Data were collected through self-administered questionnaires through an online questionnaire survey, designed as a google form. The simple random sampling technique was applied to select the sample, and the final sample consisted of 101 respondents. The data were mainly analyzed using correlation analysis and regression analysis. The study's findings showed a strong negative relationship between glass ceiling factors considered in the study and women career development. Further, exhibited that glass ceiling factors; personal factors, family factors, organizational factors, and cultural factors have a significant negative impact on women career development. The organizational factors were identified as the most significant glass ceiling factor through the research study. It is suggested that women understand the importance of glass ceiling issues and should actively confront them to make their career development. Cross-validation of this study's findings to be done in various industries and different cultures comparatively among a more significant sample in subsequent studies is recommended, which will add more insights to the present study's substance.
Impact of Key Influential Factors on Psychological Empowerment of Employees: A Study of Middle Level Employees in Automobile Industry
(Department of of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2020) Navanjana, L.A.S.; Sangarandeniya, Y.M.S.W.V.
Psychological empowerment has a great influence on the satisfaction, commitment and efficiency of workforce which drives organization towards its success. The feasibility of this strategy depends on the ability of leaders to share control with their teams in order to achieve better company outcomes. The purpose of this study was to explore the impact of identified key possible influential factors on the Psychological Empowerment. Transformational Leadership, Participatory Organizational Culture, Rewards and Incentives, Training Effectiveness were identified as influential factors of psychological empowerment based on the extant literature. Hundred middle level employees who engaged in automobile companies listed under Colombo Stock Exchange were considered as the sample to ascertain a better and reliable conclusion. Primary data was obtained using standard questionnaires for each variable and the data were mainly analyzed using descriptive statistics, correlation analysis and regression analysis. The findings of the study reveal that there is a significant relationship between identified influential factors and employee empowerment. Further the results show that there is significant impact of all the identified influential factors on Psychological empowerment. These findings may lead the organizations’ management to make decisions more efficiently and effectively about planning future empowerment processes Moreover, this study will serve as a basis for future researches on how to empower people in the middle level of the organizational hierarchy in the automotive industry without limiting individual productivity.
The Impact of Leadership Support, Change Communication and Commitment to Change on Employee Readiness for Change: A Study with Special Reference to Lalan Rubbers (Pvt) Limited - Biyagama
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, 2019) Kumuduni, W.D.,; Sangarandeniya, Y.M.S.W.V.
High level of readiness for change is considered to be the most important asset for any organization. But gaining full readiness for change towards the organization is still a challenging issue in many organizations. Therefore, the researchers carried out the preliminary survey and found that there is a lack of readiness for change among employees in Lalan Rubbers (Pvt) Ltd -Biyagama. This study focuses on the impact of leadership support, change communication and commitment to change on employee readiness for change in the given research context. The researchers collected data from 91 employees by using standard questionnaires. Data were analyzed using regression analysis. Findings of the current study revealed that leadership support, change communication and commitment to change have a significant impact on employee readiness for change in this research context. According to findings of the present study, the management of Lalan Rubbers (Pvt) Ltd - Biyagama could focus their attention on improving leadership support, employee commitment to the change and effective change communication to increase employee readiness for change.
The Impact of Perceived Organizational Politics on Employee Turnover Intention: A Study Conducted among the Executive and Managerial Level Employees in a Selected Private Sector Organization
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, 2019) Lakmali, M.A.D.; Sangarandeniya, Y.M.S.W.V.
The term organizational politics has been seen as detrimental to the smooth running of firms. It is a very much important aspect of organizational life with respect to its members as it influences various processes which ultimately affect employee turnover. This quantitative study investigates the impact of perceived organizational politics on employee turnover intention. The data was collected through a standard questionnaire by distributing among the executive and managerial level employees in a selected private sector organization in Sri Lanka. Data were analyzed using regression analysis. The implications, recommendations, limitations and future directions are also provided.
The Impact of Perceived Risk on the Entrepreneurial Intention of Final Year Management Undergraduates of a Selected State University in Sri Lanka
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya Sri Lanka, 2024) Navodya, P. A. L.; Sangarandeniya, Y.M.S.W.V.
Entrepreneurship plays a pivotal role in economic development, innovation, and job creation, particularly among university undergraduates. In developing nations like Sri Lanka, there has been a noticeable surge in entrepreneurial interest, yet many remain hesitant due to perceived risks associated with starting a business. This research focuses on final-year management undergraduates at a selected state university in Sri Lanka, aiming to examine the influence of perceived risk on their entrepreneurial intentions. The study utilizes a standardized questionnaire divided into demographic information and sections assessing various aspects of perceived risk and entrepreneurial intent. The research contributes to the field by providing insights into the factors affecting entrepreneurial intentions in Sri Lanka, offering practical implications for policymakers and educators to design effective interventions. Additionally, it establishes a foundation for future entrepreneurship research in developing nations. The background emphasizes the global importance of entrepreneurship, especially among university undergraduates, and acknowledges the existing research gap in understanding how perceived risk impacts entrepreneurial intentions in emerging economies. Sri Lanka serves as an ideal case study due to its emphasis on entrepreneurship development amidst economic uncertainties. The problem statement underscores the significance of addressing risk perceptions among university undergraduates, particularly in non-Western contexts, where institutional challenges may differ. The research questions aim to measure entrepreneurial intention levels, identify perceived risks in different domains, and explore the correlation between perceived risk and entrepreneurial intentions, considering demographic factors. The objectives outline the quantification of entrepreneurial intention levels, perceptions of potential risks, and the statistical examination of their correlation, controlling for demographics. The study's significance lies in providing empirical data on the impact of perceived risk on entrepreneurial intentions, offering insights for educational institutions, policymakers, and entrepreneurial support organizations. The findings can inform curriculum changes, policy adjustments, and support structures to enhance youth engagement in entrepreneurship. Moreover, the research contributes to scholarly literature by broadening theoretical ideas on risk as a motivator for entrepreneurship, especially in developing country contexts like Sri Lanka.
The impact of the job stress on employee turnover intention of non-managerial employees
(University of Kelaniya, 2009) Sangarandeniya, Y.M.S.W.V.; Chaturani, R.A.I.
Impact of Work Motivation on Operational Level Employee’s Performance in Leading Apparel Manufacturing firm In Sri Lanka
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya Sri Lanka, 2024) Nalanda, S.L.; Sangarandeniya, Y.M.S.W.V.
Employee Motivation is an important factor which effect a significant number of employees or productivity of an organization. This study is A systematic attempt was made to investigate the impact of worker motivation on performance. The purpose of this research is to identify the relationship between employee motivation and employee’s performance. This research was conducted using a survey research strategy and quantitative research method. Sumithra Garments (Pvt) Ltd, weeraketiya employees were chosen as the population of the study. The sample size was 383, data collection was done through a self- administered questionnaire and Convenience sampling technique. A Google form was created and distributed to collect data. The number of employees who responded was 150 employees. Statistical Package for Social Science (SPSS), version 23.0 was used as a tool for data analysis and descriptive statistics, namely correlation was used to analyze data. While motivation is a vital cause of performance among Garment Workers being a responsible member of the work is another cause of worker motivation. Research done previously argues that there exists a positive relationship between employee Motivation and Employee performance. The Findings revealed that controlling employee.
Impact of Work-Family Conflict on Employee Absenteeism: With Special Reference to Staff and Worker Level Employees at Noyon Lanka (Pvt) Ltd
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, 2015) Perera, A.P.R.; Sangarandeniya, Y.M.S.W.V.
In the current context, employees face a conflicting situation with their continuing roles as caretakers of their homes, children and elderly parents, while fulfilling their job responsibilities. The greater responsibility at home makes a considerable pressure at their work place and vice versa. Thus the purpose of this study is to examine the impact of Work-Family Conflict on Employee Absenteeism of Staff and Worker level employee who are working in Noyon Lanka (Pvt) Ltd. This study was done using a sample of 50 staff and worker level employee and the data were collected using standard questionnaires for each variable. The study was done as a quantitative study using the survey method and as such analysis was conducted using quantitative data analysis techniques. It was found that the measurement scales met the acceptable standard level of validity and reliability. Correlation analysis and simple regression analysis were used to test the research hypothesis. Study confirmed that work family conflict significantly and positively correlated with Employee Absenteeism. Further, according to the results of the study, Work Family Conflict has explained 26% of variability of Employee Absenteeism. Therefore study concluded that there is a significant impact of work-family conflict on employee absenteeism.