5th Student Symposium - 2018
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Item The Effect of Distance between Home and the Workplace on Employee Work Satisfaction(5th HRM Student Research Symposium 2018, Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka, 2018) Piyumika, K. A. O.; Karunarathne, R. A. I. C.Organizations recruit employees from different areas of the country. Hence, today a growing number of employees do not see their family everyday due to traveling difficulties which in turn affect their work satisfaction. Thus, the main purpose of this study is to assess the impact of distance between home and workplace on employee work satisfaction. To attain this research objective, data were collected from one hundred employees who were working in 2 apparel industry firms, which are located in Biygama Export Processing Zone. To test the hypotheses, simple linear regression was used. The findings showed that the distance between home and workplace had a significant impact on employee non-work satisfaction, i.e. when employees do not visit their family every day, this has a negative effect on their life satisfaction. However, there was no significant impact of distance between home and workplace on work satisfaction. Thus, it is recommended to provide facilities to visit their family often, including family accommodation, if possible introduce flex working shifts and organize get-together events which can participate with family membersItem The Impact of Subordinate’s Trust in Supervisor and Felt Trust on Subordinate Psychological Empowerment: A Study with Reference to Polytex Garments Limited(5th HRM Student Research Symposium 2018, Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka, 2018) Perera, T. S. S.; Karunarathne, R. A. I. C.Empowering employees and building trust in close relationships become more vigorous consideration in organizations for surviving and competing in the business context. Hence, the purpose of this study was to assess the impact of subordinate’s trust in supervisor and felt trust on subordinate overall psychological empowerment. To attain this research objective, we collected data from 56 staff employees and 38 executives who are working as subordinates in a reputed garment manufacturing company in Ja-Ela, Sri Lanka. We used survey method for data collection and used simple linear regression analysis for data analysis. The results of this study showed that the subordinate’s trust in supervisor significantly and positively influence on subordinate overall psychological empowerment. Further, the results showed that subordinate’s felt trust has significant positive effect on subordinate overall psychological empowerment. Based on these findings, we recommend to the management to ensure healthy relationships among supervisors and subordinates through effective communication and leadership practices in order to create a sense of empowerment within employees. However, this study based upon staff workers and executives in one garment manufacturing company in Sri Lanka, which hinder the generalizability of our findingsItem The Impact of Perceived Supervisor Support, Perceived Co-worker Support and Perceived Organizational Support on Organizational Citizenship Behavior: A Study at United Motors Lanka PLC(5th HRM Student Research Symposium 2018, Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka, 2018) Perera, P. W. N. D.; Karunarathne, R. A. I. C.Organizational Citizenship Behavior (OCB) is an important and growing area of every Organization. Prior research on social support extensively have investigated the role of social support on employee success. However, we still know little about how support from distinct sources of support contributes to build OCB of operational level employees. Thus, the main purpose of this study was to assess the impact of 3 important, distinct sources of support, i.e. perceived supervisor support, perceived co-worker support and perceived organizational support on OCB in United Motors Lanka PLC. The study was quantitative and cross-sectional in nature. Using a structured questionnaire, I collected data from 80 operational level employees those who are employed in United Motors Lanka PLC. The data were analyzed using simple linear regression. The results showed that perceived organizational support significantly influence on OCB. However, our findings showed there is no significant impact of perceived supervisor support and perceived co-worker support on organizational citizenship behavior. We recommend management to create sense of OCB through increasing the support of organization by establishing fair reward system that responds to employee needs, builds an environment that will help employees to work smoothly, give training opportunities and intangible rewards to value their contribution to organizationItem The Impact of Non – Financial Rewards on the Attraction of Generation Y Undergraduates towards Organizations(5th HRM Student Research Symposium 2018, Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka, 2018) Perera, K. E. P.; Karunarathne, R. A. I. C.Undergraduates of generation Y have unique characteristics in terms of their expectations and views when selecting organizations to work in. The main objective of this study was to identify the extent to which non –financial rewards attracts the generation Y undergraduates towards business organizations. A quantitative research approach was followed, and data were collected using a questionnaire which contains 2 parts, i.e. part 1 measured non – financial rewarding system and part 2 measured attraction towards organizations. The data were collected from 80 management undergraduates who are currently studying in 3 main Universities in Sri Lanka for management studies. Simple linear regression was used to test the hypotheses and the coefficient of determination to assess the marginal contribution of variables in the research model. The findings of this study showed that non-financial reward have statistically significant effect on undergraduates’ attractiveness of a job offering. It is recommended based on the research that following non – financial rewards are appealing to university undergraduates irrespective of the gender. Opportunities provided, extent to an individual thinks his/her work is valued, having a manageable workload and a reasonable work place, having supportive colleagues and flexible working arrangements. It is recommended that managers in the corporate sector, to focus more on the factor mentioned will enhance the attractiveness of generation Y undergraduates towards organizations