Browsing by Author "Sewwandi, D. K."

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Organizational Commitment: A Survey of Sri Lankan Academia
(Faculty of Commerce and Management Studies University of Kelaniya, Sri Lanka, 2020) Sewwandi, D. K.
University academics are the “Jewel” of higher education sector in any country. Quality of the graduate and the recognition universities hold locally and internationally significantly reflect the commitment of academic staff to their work and to their institutions. In a context where academic commitment is not subjected to adequate investigation, this study aims at identifying the level and nature of academic commitment with a view of paving the path to more comprehensive studies on the area. Questionnaire survey was conducted and 387 academic staff covering all 15 state universities participated in the survey adequately representing each university. Mean statistics were basically used for arriving at conclusions on the nature of their organizational commitment in terms of affective, normative and continuance commitment. Mean values suggested that Affective commitment dominates the behaviour of academics in general, yet the role played by other two types of commitments is more or less similar. High continuance commitment among respondents indicate potential risk of a more cost driven attachment where absence of associated costs may hinder the level of commitment severely. Therefore, this study provides insights to the university administration to see the real nature of academic commitment and address the potential issues and challenges. This is prominent today where many initiatives are taken to produce quality competent global graduates to the nation and when its true responsibility lies in the hands of academia.
Spirituality at Work: The Role of Spirituality Dimensions in Fostering Organizational Commitment
(Faculty of Commerce and Management Studies, University of Kelaniya., 2018) Sewwandi, D. K.
Organizational Commitment is one of the key determinants of organizational success. This knowledge era where Human resource is considered as the main strategic resource demands the full potential and commitment of the work force to win an edge over competition. Such commitment can no longer promote through traditional strategies alone but can only be fostered when conditions are available for employees to bring their ‘whole self’-physical, mental and spiritual selves- to work place. Hence, call for spiritual values at work is increasing as employees seek opportunities for enriched work performed within the context of an organizational community along with personal and work goal congruence. Organizational commitment when fostered through these spiritual dimensions will be much consistent and long-lasting than temporary attachment generated through time- to- time material rewards. Hence, this conceptual paper aims at surfacing the grounds within which these two concepts can be linked for the betterment of the organization and its stakeholders.
Spirituality at Work: The Role of Spirituality Dimensions in Fostering Organizational Commitment
(Faculty of Commerce and Management Studies, University of Kelaniya., 2018) Sewwandi, D. K.
Organizational Commitment is one of the key determinants of organizational success. This knowledge era where Human resource is considered as the main strategic resource demands the full potential and commitment of the work force to win an edge over competition. Such commitment can no longer promote through traditional strategies alone but can only be fostered when conditions are available for employees to bring their ‘whole self’-physical, mental and spiritual selves- to work place. Hence, call for spiritual values at work is increasing as employees seek opportunities for enriched work performed within the context of an organizational community along with personal and work goal congruence. Organizational commitment when fostered through these spiritual dimensions will be much consistent and long-lasting than temporary attachment generated through time- to- time material rewards. Hence, this conceptual paper aims at surfacing the grounds within which these two concepts can be linked for the betterment of the organization and its stakeholders