Browsing by Author "Silva, H.M.S.V."

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Determinants of Female Graduate Labour Force Participation: A Study with Special Reference to Management Female Graduates in University of Kelaniya, Sri Lanka
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, 2019) Rasanjalee, M.R.S.N.,; Silva, H.M.S.V.
Educated unemployment is a major problem for most of the developing countries like Sri Lanka, since it is negatively affected to the economic growth of the country. Thus, it is a critical issue in Sri Lanka which should be examined and solved. Because employability of the educated population in a country is a liability to the economy and not become an asset itself. The objective of this study was to identify the determinants of female graduate labour force participation in Sri Lanka. The study was quantitative and followed a deductive approach and time horizon was cross-sectional. The sample was 170 third year and final year female students in management faculty at University of Kelaniya. The findings revealed that university should give more opportunities to get more practical experience, achieve professional qualifications and create the environment to enhance skills of undergraduates, including extra-curricular activities, English Language skills and teamwork which are necessary for increasing the female graduate labour force participation.
Development of a Conceptual Framework Integrating Entrepreneurial Intention, Start-Up Preparation, and Start-Up Decision
(Faculty of Commerce and Management Studies, University of Kelaniya., 2023) Silva, H.M.S.V.
The fundamental goal of this study is to develop a conceptual framework that integrates entrepreneurial intention, startup preparation, and startup decision. Thus, the Systematic Literature Review (SLR) technique and article selection based on the PRISMA approach is applied in this study. Between 2000 and 2020, the study included 38 papers from well-known databases. After reviewing previous literature, this study identified seven research gaps. Eventually, it developed a conceptual framework with three contextual variables: perceived educational support, perceived relational support, perceived structural support with perceived behavioral control, entrepreneurship intention, start-up preparation, and start-up decision. This first study combines all seven variables, resulting in start-up decisions under a single framework. The essential constraints are relying on a few databases and using only 38 peer-reviewed publications published in scholarly journals and written in English. Furthermore, academic research articles published between 2000 and 2020 are excluded. This study proposes practitioners of the aspects required early in beginning a business, which supports formulating effective policies for prospective entrepreneurs to enhance economic growth and innovation at the firm and national levels.
The Impact of Excessive Work Load on Work Family Facilitation of Executive Level Employees: A Study with Special Reference to ABC Multinational Company in Sri Lanka
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, 2019) Raveesha, W.A.D.S.,; Silva, H.M.S.V.
The combination of work and family has become a vital role in today’s society. Workfamily facilitation plays an important role when discussing this combination. One of the main factor that affecting to work-family facilitation is the excessive workload. Even though there are few researches conducted to test the relationship between these two variables, but there is no even a single study conducted to test the impact of excessive workload on work-family facilitation. Moreover, previous studies have identified gender as a moderator in between these two variables and the moderating effect of gender on this relationship also tested in this study. Thus, the main objective of this study was to identify the impact of excessive workload on work-family facilitation and to determine whether gender moderates the relationship between excessive workload and work-family facilitation. The sample of this study was executive level employees work in one of a leading multinational company in Sri Lanka. The study was quantitative and used the deductive approach. Regression Analysis results indicated that 82% of the variance in work-family facilitation of executive level employees is explained by workload and gender not acted as a moderator on the relationship between workload and work-family facilitation. Results of this study give directions for individuals to choose an appropriate job, for managers: to design family supportive policies and to re-schedule the working conditions of the employees for the betterment of both employer and employee.
The Impact of Knowledge Sharing Factors on Talent Retention: A Study of Private Sector Organizations in Sri Lanka
(9th International Conference on Business and Information (ICBI-2018), Department of Management Studies and Toc H Institute of Science and Technology, India, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka, 2018) Silva, H.M.S.V.; Sandeepani, S.H.M.
In current environment, Modern knowledge based companies were taken knowledge as the weapon to gain competitive advantage from the market through high talented people. Thus, the purpose of this study was to investigate the knowledge sharing factors on talent retention of executives and above employees working in the top five private sector companies in Sri Lanka. This study has identified that mutual trust in between superior and subordinate for knowledge sharing, rewards for knowledge sharing and training for knowledge sharing and managerial support from superior to subordinate for knowledge sharing as the most influential factors in knowledge sharing. This was a quantitative study used a deductive approach. This study was carried out as an individual-level study with a sample of 160 executive level employees. The population framework of executive and above level of five companies was available, thus, the simple random sampling was applied in selecting sample for this study. In addition, survey strategy was followed in the study and a self-administered, anonymous, pre-tested questionnaire was used for data collection purpose. Moreover, four hypotheses were constructed for four factors and they were tested using simple linear regression analysis. It was concluded that there is a positive significant impact of mutual trust between supervisor and subordinate for knowledge sharing, rewards for knowledge sharing and training for knowledge sharing on talent retention of executives and above employees. Findings concluded that there is a positive moderate impact of managerial support for knowledge sharing on talent retention of executives and above employees in private sector organizations in Sri Lanka. Finally, findings stimulates to review and revise their existing knowledge sharing practices to formulate their talent retention policies or to revise their existing talent retention policies in a way of increasing the best talent in organizations to ready for ‘war for best talent’ in 21st century
The Impact of Leaders’ Emotional Intelligence on Transformational Leadership: A Study in an Apparel Sector Company in Gampaha District, Sri Lanka
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, 2019) Ranasinghe, K.S.U.,; Silva, H.M.S.V.
The main purpose of this study was to assess the impact of emotional intelligence on transformational leadership of executives in an apparel sector company in Gampaha district. There is a limited number of researches done on testing the relationship between these two variables and no research has been done on investigating the impact of emotional intelligence on transformational leadership of executives considering apparel sector in Sri Lanka. This study was a quantitative and cross-sectional study. Data was collected through a structured questionnaire. Simple random sampling technique was applied to select the sample, and the final sample consisted of 70 executives in an apparel sector company in Gampaha district. The findings revealed that there is a significant positive impact of emotional intelligence on transformational leadership of executive employees in an apparel sector company in Gampaha district. According to the regression analysis, 36% variation in transformational leadership is explained by emotional intelligence alone. According to the output of dimensional analysis, only use of emotion (p = 0.00) is significant (p < 0.05) dimensions in emotional intelligence but Self-Emotion Appraisal (p=.276), Others Emotion Appraisal (p=.365) and Regulation of Emotion (p=.27) are insignificant (p > 0.05) dimensions in emotional intelligence of executive level employees in selected context. Thus, this study can propose that emotional intelligence as a powerful determinant for selecting potential employees for organizations and emotional intelligence programme should be developed as an intervention technique to ensure the transformational leadership in this sector.
The Impact of Perceived Health and Safety Practices on Employee Retention: A Study of Operational Level Employees in ABC Printing Company in Sri Lanka
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, 2019) Rathnayake, A.D.,; Silva, H.M.S.V.
Employees of ABC Company is exposing too many health safety issues at their workplace and this is likely to influence their retention in the company. The main objective of the study was to examine the impact of perceived health and safety practices on employee retention among operational level employees in ABC printing company in Sri Lanka. To achieve this objective one hypothesis and four sub hypotheses were developed and tested. The time horizon was cross-sectional and the primary data was collected through the structured questionnaire. Only 160 questionnaires received out of the targeted 168; thus the response rate was 95.2%. Findings of the study revealed that there is a significant positive impact of health and safety practice on employee retention of operational level employees in ABC printing company in Sri Lanka. According to the dimension analyses, only wellness programs have identified as a significant dimension and other dimensions such as safety training and education, accident prevention measures and health practices were not identified as significant dimensions in health and safety practices. As a Significant factor, Healthy and safety practices should be enriched while mainly focusing on wellness programs to increase the employee retention of the company and ultimately to get the maximum benefits for the betterment of both employees and organization.
The Impact of Perceived High Performance HR Practices on Employee Intention to Quit: A Study with Special Reference to One of the Leading Private Sector Banks in Sri Lanka
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, 2019) Samarapala, A.H.T.K.,; Silva, H.M.S.V.
Investigating the impact of Perceived High Performance HR practices (HPHRPs) on employee intention to quit (ITQ) with special reference to one of a leading private sector bank in Colombo district, Sri Lanka was the main purpose of this study. There were very few research studies conducted to investigate the relationship between these two variables and none of the studies has been examined this relationship in the banking sector, Sri Lanka yet. Drawing on social exchange theory developed by Balu (1964), the current research examined the impact of perceived HPHRPs and the dimensions of perceived HPHRPs (Staffing, Training, Employee Involvement, Performance Appraisal, Compensation and Caring activities) on employee’s ITQ. The current study was conducted as a cross-sectional field study among the sample of randomly selected 160 employees including Bank Trainees and Junior Executive Assistants. Primary data was collected through a standardized pre-tested questionnaire. Collected data were analyzed with the support of SPSS applying correlation, regression and descriptive statistics. Findings revealed that there is a significant negative impact of Perceived HPHRPs on employee’s intention to quit. Thus, this study is suggested to improve HPHRPs in banks to reduce employee quit intentions by introducing well recognized best HR practices to retain highly talented employees for the betterment of the organization.
Moving towards a Competitive Edge: A Case of ABC Apparel Solutions Limited
(Staff Development Unit, Faculty of Commerce & Management Studies, University of Kelaniya, 2015) Jayasinghe, J.A.C.B.; Nishanthi, H.M.; de Silva, G.H.B.A.; Silva, H.M.S.V.; Dharshani, B.K.N.D.; Tissera, T.J.R.; Weerasinghe, T.D.; Jayarathna, S.M.D.Y.; Padmasiri, M.K.D.
With rapidly booming technological, economical and political environments, the change and development for an organization is critical. Organizations should have their keen focus on the change in the environment and adjust and maintain them to be sustaining in the competitive environment. In Sri Lankan context, there is a need to investigate how these changes are addressed by the apparel sector. Having understood that, the authors selected a leading apparel solution in Sri Lanka; ABC Apparel Solutions Limited. This case focuses on four major changes occurred within last five years in the selected domain referring to the theories of continuous, transformational and trans-organizational changes. Furthermore, this case signifies how the redefinition occurred in terms of the name change, structural change, merger and the implementation of ERP solution. As per the analysis the organization has managed the change effectively by reducing the complexity of the structure, managing the confusion of the employees, improving the quality of the products, accessing to new technological resources, improving the effectiveness and efficiency, and high speed of implementing the practices in order to enhance the sustainability.
Organizational Justice and Organizational Citizenship Behavior: A Study of Public Sector Organizations in Western Province, Sri Lanka
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka, 2014) Silva, H.M.S.V.; Madhumali, K.P.W.C.
Although, the study of organizational justice has increased markedly in the past few years, little work has focused on the impact of justice perceptions on organizational citizenship behaviour. This study examines the impact from perceptions of fairness on organizational citizenship behaviors in 102 sample drawn from four public sector organizations in western province, Sri Lanka. A theoretical basis for a relationship between fairness and citizenship was drawn from equity theory and other theories of social exchange. Findings of the study revealed that that there is an impact from distribute, procedural and interactional justice on employee citizenship behavior and further, as a whole there is a significant impact from Organizational justice on Employee citizenship behaviour.