Browsing by Author "Victor, L.D."

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HUMAN RESOURCE MANAGEMENT PRACTICES AND SERVICE QUALITY - REFERENCE TO PRIVATE HOSPITALS IN SRI LANKA
(Department of Marketing Management, University of Kelaniya,Sri Lanka, 2017) Victor, L.D.; Kennedy, F.B.
The human resource management practices, which play a central role in the exchange relationships between the organisation’s management and its employees, are connected to every stage of the employment circle, and through these engagements employees obtain valuable information about the organisation and the way it is managed. These activities show employees, in practice, what is valued in general, and how the organisation views them in particular. When employees deal with customers they bring to the interaction their perceptions of human resource management practices. This might have an effect on service quality. The marketing discipline defines quality as meeting or exceeding the expectations of customers and the customer satisfaction is driven through high service quality. Increased levels of competition have compelled many health care organisations to learn how to differentiate themselves and consequently, assessments of service quality have become critical for hospitals. This research undertaken from Patients’ and Human Resource Manager’s points of view to find out the impact of human resource management practices on service quality in the private hospitals. A survey was conducted with 75 Human Resource Managers of the private hospitals and their 745 customers. The researchers used SPSS 16.0 to analyses the data. The study concluded that the human resource management practices have impacted on service quality at a high level of human resource manager to the patients of private hospitals and resulted that the five human resource management practices accounted for 93.7% of the variation in service quality, while the 6.3% of variation was unexplained by these variables.
Impact of Knowledge Inertia on Organizational Learning
(Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka, 2016) Aqeela, M.S.F.; Victor, L.D.
The aim of this research is to examine the impact of knowledge inertia on organizational learning. The study took two variables named knowledge inertia and organizational learning which are analyzed in private sector organizations. Information was gathered from employees who are working in private organizations. The sample size is 200 employees in Puttalam District. The collected data are presented through univariate analysis and bivariate analysis using the SPSS 19.0 software. According to the results obtained through the data, the level of knowledge inertia is at moderate level and the organizational learning is in high level. Further it is proved that the knowledge inertia and the Organizational learning have a negative relationship between them.
IS CONSUMER SOCIAL RESPONSIBILITY AN OUTPUT OF RELIGIOSITY.
(Department of Marketing Management, University of Kelaniya,Sri Lanka, 2017) Kennedy, F.B.; Victor, L.D.
Corporate Social Responsibility is researched academically. But the question arises that what is the responsibility of consumer in business. This question paved a way to research on consumer social responsibility (CnSR). Religiosity is researched in business. Therefore, the objective of this research is to study whether religiosity influences on CnSR. Religiosity is measured through intrinsic religiosity and extrinsic religiosity and CnSR is measured through using six constructs: responsibility for critical appraisal, responsibility for action, responsibility for social impacts, responsibility for environmental impacts, responsibility for solidarity and responsibility for supporting. The academic community of Eastern University, Sri Lanka was taken to administer the questionnaire. The findings suggest that religiosity has strong impact on the CnSR. Intrinsic Religiosity plays vital role in influencing responsibility for environmental impact and solidarity. This pioneering venture is undertaken to ascertain the contribution of religiosity to inculcate consumer ethics in consumer. Further research to emphasize the impact of consumer social responsibility should be done in different group of consumers to ascertain the generalization of the construct.
Occupational Stress: A Study of the Private Banks in Batticaloa District
(2011) Victor, L.D.; Thavakumar, D.
Employees in many countries increasingly complain about high and rising levels of stress at work. As stress levels have increased, employers have faced rising medical bills, more accident insurance claims, increased absenteeism, and declining morale. Most corporate efforts to handle the problem have focused on the symptoms of stress, with, for example, therapy, counseling, gym memberships, and in-house exercise facilities. This research studies the occupational stress of private bank employees in the Batticaloa District. The data for this study is collected from 100 employees selected from banks. In this study we are concerning about two variables, namely Work Demands and Decision Latitude. Work demands are the psychological stressors the job places on the worker and include: the volume of work, the speed of work, the lack of time, and the conflicts involved in having to do different types of work at the same time. Decision latitude encompasses decision authority, which refers to the worker?s authority to make decisions involving how the work is done, and skill discretion, which refers to his or her opportunity to use a variety of skills on the job. The researchers used the questionnaire to collect the primary data. Descriptive and inferential statistics was used to analyze the data, Mean and standard deviation was used in the descriptive statistics to find out the influence of each factor in the dependent variable, stress. And the correlation and regression was done to find out the relationship between independent and dependent variable. The researchers used SPSS 14.0 to analyze the data. In general, we found that stress increases when work demand is high. And the stress reduces when the decision latitude are high. As a result, we suggest the managers to decrease the work demand and increase the decision latitude to keep the stress in a balance level.
Quality of Work Life on Employees Job Involvement and Affective Commitment
(Faculty of Commerce and Management Studies, University of Kelaniya, 2015) Victor, L.D.
Human beings are highly associated with emotion and intelligence. Therefore, the requirement to fulfill human need hierarchy is a rather important aspect especially on satisfaction and motivation. Ironically, by providing QWL, organizations are keen on tapping employees’ job involvement and commitment. This research studies the Quality of Work Life on Employees Job Involvement and Affective Commitment of private bank employees in the Batticaloa District. The data for this study was collected from 200 employees selected from private banks in Batticaloa District. Three variables are considered to this study, namely, Quality of Work Life on Employees Job Involvement and Affective Commitment. The researcher used the questionnaire to collect the primary data. Descriptive and inferential statistics were used to analyses the data, Mean and standard deviation was used in the descriptive statistics to find out the influence of each factor in the dependent variable. And the correlation and regression was done to find out the relationship between independent and dependent variable. The researchers used SPSS 19.0 to analyze the data. In general, researcher found that all the factors are in moderate level. And the Quality of Work Life, Job Involvement and Affective Commitment have the significant impact between each other. The research findings presented have demonstrated that satisfactory Qualities of Work Life enhance Job Involvement which relates to Affective Commitment. Therefore, organizations should strive to provide good Quality of Work Life to obtain the best results from their employees.
Work-Family Conflict of Women Employees (Special Reference to Banking Sector) in Batticaloa District
(2011) Victor, L.D.; Thavakumar, D.
The question of how to strike a balance between work and life is attracting increasing attention at both the national and international level (Crompton and Lyonette, 2006). Interest in this issue has grown with the increase in dual career couples and single-parent households and the concomitant decrease in traditional single income families. As long as the society continues to emphasize a woman?s basic role as that of mothering, working women will face role struggles. As married working women, many women employees have to assume multiple roles in the family in addition to their career. They must be bear major responsibility for household chores and childcare. These responsibilities give rise to work-family conflict, which becomes an obstacle in managing their employment. This research studies the work-family conflict among married women employees in banking sector. The data for this study came from 100 married women in public and private banks who responded to a self-administered questionnaire. By using the primary data, the researchers tend to find out the extent of work characteristics and family characteristics influence on the Work-Family conflict. The work characteristics include Number of hours worked, work flexibility, work stressors. The family characteristics include number of children, age of children, family support. ICBI 2011 Faculty of Commerce and Management Studies 2 The researchers used the questionnaire to collect the primary data. Also researchers used interview method to clarify the things. Descriptive and inferential statistics was used to analyse the data, Mean and standard deviation was used in the descriptive statistics to find out the influence of each factor in the dependent variable, stress. And the correlation and regression was done to find out the relationship between independent and dependent variable. The SPSS 14.0 package was used to analyze the data. From the discussion of the findings, several implications arouse. There is a need for greater spouse support, flexible work schedule child care centers and family support in order to alleviate work-family conflict. Maintenance of good marital relations is important in reducing spouse conflict and increasing well being in women employee.