Browsing by Author "Weerakkody, W. A. S."

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Determinants of Post-Retirement Employment in Sri Lanka
(Faculty of Commerce and Management Studies, University of Kelaniya., 2018) Perera, E. A. Y. D.; Weerakkody, W. A. S.
Sri Lanka has been undergoing the impact of population ageing. Many structural and behavioral changes begin to occur in the population as a result of this demographical shift. Re-employment after the formal retirement of employees increasingly becomes usual routinely marking it as a significant trend it in the economy. Therefore, there should be some significant determinants which determine this behavior of working after retirement in Sri Lanka. A quantitative and exploratory research study was launched as a field study depending on a comprehensive literature review. Six determinants were identified which impact to Post-Retirement Employment in Sri Lanka through the analysis. A new questionnaire was developed and then standardized after furnishing the pilot survey and reviewing by scholars, peers and other related third parties. Primary data was gathered from 97 post-retired employees. Since it was a one-time data collection, the study could be addressed as a cross-sectional study.
An Empirical Investigation of the Impact of Human Resource Outcomes on Organizational Performance in Small and Medium Scale Manufacturing Firms in Sri Lanka.
(8th International Conference on Business & Information ICBI – 2017, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2017) Weerakkody, W. A. S.
The main objective of this study was to investigate the relationship between HR Outcomes and organizational performance of small and medium scale manufacturing firms in Sri Lanka. The research framework consists of two independent variables namely employee attitudes, behaviors, and the dependent variable. Two hypotheses were formulated using deductive approach to be tested under this study. Variables are neither manipulated nor controlled for the study. Hence, the study was conducted in a non-contrived setting. As the data for this study were collected at a single point in time, the study was cross-sectional in time horizon. Measures of the study had possessed sufficient validity and reliability. The sample for this study was selected from the Export Development Board (EDB) and Ministry of Industrial Development (MID). The structured questionnaire, which consists of 208 statements with seven-point scale, was used in order to collect the data and the sample consisted of 150 small and medium enterprises Sri Lanka. Hence, the unit of analysis was at the firm level. The researcher used Convenient Judgmental and Quota method to select the sample CEOs/ HR managers/owner managers/ MDs gave information on behalf of the firms. The data analysis included the univariate, bivariate, and multivariate analysis. The findings revealed that there are positive relationships between HR Outcomes and organizational performance. It is concluded that there is a positive and relatively weak relationship between HR outcomes and organizational performance in small and medium enterprises in Sri Lanka.
The Impact of Human Resource (HR) Key Result Areas on Employee Satisfaction of Production Floor Workers in Sri Lankan Garment Industry.
(8th International Conference on Business & Information ICBI – 2017, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2017) Saparamadu, S.; Weerakkody, W. A. S.
The current study was conducted with the prime purpose of examining the impact of Human Resource (HR) key result areas on production floor workers’ satisfaction with the focus on production level employees of MNO Garments operating under MAS Holdings in the Biyagama export zone. The study investigated the effectiveness of HR key result which can influence on satisfaction among production floor workers. The research framework consists of one dependent variable and one main independent variable. HR key results areas are recruitment, training and development and remuneration. Three hypotheses were formulated using deductive approach. Hence the purpose of the study was hypotheses testing. Variables are neither manipulated nor controlled in the study. The sample population consisted of 100 production floor workers who were randomly selected from 10 modules including 10 employees selected for each module using the stratified random sampling method. Measures of the study had possessed sufficient validity and reliability. The structured questionnaire, which consists of 43 statements with five point scale, was used in order to collect the data and the sample. Unite of analysis is individual since data was collected from production floor workers. The data analysis included the univariate, bivariate, and multivariate analysis. The study revealed that there is a strong positive relationship between HR key results areas and employee satisfaction. Hence, it is concluded that Human Resource Key Result Areas and employee satisfaction strongly relates positively.
Impact of job satisfaction on job performance of non-executive employees in hotel industry: with reference To Kalutara district
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka, 2016) Perera, M. D. S. H.; Weerakkody, W. A. S.
These days all organizations recognized the organizations can gain competitive advantage in market place only if it has employees who possess positive work related attitudes. Job satisfaction is one of the most important attitudinal factor on job performance .This study was made to measure the impact of job satisfaction on job performance of non-executive employees in hotel industry (star hotels) with regard to Kalutara district , Sri Lanka. On the scenario of continuous discussions on challenges faced by hotel industry in Sri Lanka, human involvement is yet to be considered as a significant organizational factor. There are several human resources glitches in hotel industry. It has made a vast impediment to minimize the effort of the achieving organizational objectives in the hotel industry. The data were collected from a stratified randomly selected sample of 250 non -executive employees in the hotel industry (star hotels) by administrating a structured questionnaire, which consisted of 38 questions/statements with 5 points scale. The data analyses consist of correlation and regression. The findings reveal that, job satisfaction was correlated with job performance of non-executive employees. Also there was an impact of job satisfaction on job performance of non-executive employees. Based on the findings valuable suggestions provided to the managements of hotel industry with regard to Kalutara district Sri Lanka to minimize the existing issues.
The Impact of Human Capital and Social Capital on Employee Performance: A Study of Employees in Small Scale Industry Enterprises in Western Province of Sri Lanka
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka, 2018) Perera, K. A. C. N.; Weerakkody, W. A. S.
The human capital and Social Capital are most focus areas for the further research study. Previous literature was identified the importance of these human capital and social capital, even though there is less sufficient evidence regarding these areas. It is hard to find research which is done in Sri Lankan context that investigate on the relationship between human capital and social capital on employee performance in small scale industrial enterprises in Sri Lanka. Therefore the main objective of the study was to identify the whether there are significant effect from human capital and social capital to employee performance. The research framework contains of two Independent variable (Human Capital, Social Capital) dependent variable (employee performance).Therefore the purpose of the study was hypotheses testing. The study was cross sectional. It means collected only at a single point in time due to time horizon. Measures of this study retained adequate validity and reliability. Sample for this study was employees in small scale industrial enterprises in western province, Sri Lanka. The structured questionnaire, which consists of 65 statement with five point Likert scale used to gather data and sample consists of 316 employees in small scale enterprises in western province. Therefore unit of analysis was individual level. The data analysis contained within univariate and multivariate analysis. The research discovered that there were positive strong impact of human capital on employee performance. And also there were positive moderate impact of social capital on employee performance in small scale industrial enterprises in Sri Lanka.
The Impact of Work Life Balance on Employee Performance with Reference to Telecommunication Industry in Sri Lanka: A Mediation Model
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka, 2017) Mendis, M. D. V. S.; Weerakkody, W. A. S.
In today’s dynamic business environment, work life balance has become one of the key issues faced by many employees all over the world. Maintaining work life balance is an issue increasingly recognized as of strategic importance to organization and of significance to employees. A lack of work life balance also has an adverse effect on their employer's prospects for success in many respects. The main objective of this study is to carry out research on the Sri Lankan telecommunication industry and recognize the impact of work life balance on the employee performance. And also to identify whether the work life balance leads to higher employee performance through employee job satisfaction. The target population of this research is executive level married employees in telecommunication industry in Sri Lanka. This investigation area is used Cluster sampling method to select 2 major companies in telecommunication industry (i.e., Dialog Axiata PLC and Sri Lanka Telecom – Sample Size 100). Data were gathered through questionnaire method. In this study, for the purpose of hypothesis testing the researcher used univariate, bivariate and multivariate statistics methods. The Data were analyzed through SPSS 15.0 software to find out the relationship between variables. Findings of the study reveal that there is a strong relationship between work life balance and employee performance, a strong relationship between work life balance and employee job satisfaction and a strong relationship between employee job satisfaction and employee performance. All these relationships are positive and have significant levels. The research findings give evidence that the better work life balance of the employees leads to increased employee performance and employee job satisfaction.
The Relationship between Performance Appraisal Satisfaction and Employee Outcomes: With Special Reference of Bank of Ceylon Head Office
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka, 2013) Weerakkody, W. A. S.; Mahalakamge, W. G. S.
The HR practice of Performance appraisal (PA) positively influences employee behavior and performance. The purpose of the present study is to examine the relationship between performance appraisal satisfaction and employee outcomes, in the form of employees’ motivation, work performance and employees’ commitment. Base on that purpose, BOC Head office was selected to conduct this research. The research framework consists of independent variables, and a dependent variable. The independent variable of the study is PA satisfaction and dependent variable is employee outcomes. Dependent variable divided in to three sub variables; employees’ motivation, work performance and employees’ commitment. Three hypotheses were formulated to be tested under this study. To collect data a structured questionnaire was used and distributed among the 110 sample by using the simple random sampling method. The data was analyzed through correlations of variables and regression in order to answer for the Hypothesis of the study. The results indicate that there is a weak but positive relationship between performance appraisal satisfaction and employee outcomes. And also there is an impact of performance appraisal satisfaction on employee outcomes. According to the analysis, 10% impact of Performance Appraisal satisfaction on employees’ motivation, 14% impact of Performance Appraisal satisfaction on work performance and 5% impact of Performance Appraisal satisfaction on employees’ commitment. Thus, in order to obtain positive outcomes, organization should provide a performance appraisal platform where employees must create satisfaction with performance appraisal.
The Relationship between Work Life Balance and Employee Performance: With Reference to Telecommunication Industry of Sri Lanka
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka, 2014) Mendis, M. D. V. S.; Weerakkody, W. A. S.
In today’s dynamic business environment, work life balance (WLB) has become one of the key issues faced by many employees all over the world. Maintaining work life balance is an issue increasingly recognized as of strategic importance to organization and of significance to employees. There is no one agreed definition of work-life balance but it does appear that the right balance for one person may differ from the next. In simply, WLB means the amount of time you spend doing your job compared with the amount of time you spend with your family and doing things you enjoy. At present, the service sector is the leading factor for the total economic growth rate. Sri Lankan telecommunication industry is one of the largest service contributors to national economy. Poor work life balance leads to many disastrous things like tardiness, bad performance, lack of motivation, more errors, absence from work turnover and so on. Without a doubt, one of the biggest disadvantages is that poor work-life balance is poor employee performance. This reduces work quality, job satisfaction productivity and creates poor employee efficiency, poor employee effectiveness and, poor employee commitment. When an employee won't be able to give time to his family at home, he will feel stressed at work. A lack of work life balance has also an adverse effect on their employer's prospects for success in many respects. The main objective of this study is to carry out research on the Sri Lankan telecommunication industry and recognize the impact of work life balance on employee performance. The target population of this research is executive level married employees in telecommunication industry in Sri Lanka. This investigation area is used Cluster sampling method to select 2 major companies in telecommunication industry. (Dialog Axiata PLC and Sri Lanka Telecom – Sample Size 100) Data were gathered through questionnaire method and in this study, for the purpose of hypothesis testing the researcher use univariate, and bivariate statistics methods. The Data were analyzed through SPSS 20.0 software to find out the relationship between variables. Findings of the study reveal that there is a strong relationship between work life balance and employee performance. This relationship is positive and has significant level. The research findings give evidence that the better work life balance of the employees leads to increased employee performance.