5th Student Symposium - 2018

Permanent URI for this collectionhttp://repository.kln.ac.lk/handle/123456789/20184

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Subject: search.filters.subject.Employee Motivation

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    An Empirical Study on Factors Causing the Less Motivation Behavior of Operational Level Employees in the Apparel Industry of Sri Lanka; With Reference to Embilipitiya Area
    (5th HRM Student Research Symposium 2018, Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka, 2018) Hapuarachchi, D. P.; Padmasiri, M. K. D.
    This study focuses on the factors causing to less motivation behavior of operational level employees in the apparel industry in Embilipitiya, Sri Lanka. Data were collected from 100 lower level employees of garment factory by using structured questionnaires. The applied sampling technique was simple random sampling method. The data were analyzed using descriptive statistics, one way ANOVA test, and Pearson correlation and regression analysis. Findings revealed that salary, working conditions, supervision and organization policies caused to employees motivation. Accordingly, the study suggests to strengthen these factors to enhance motivation of lower level employees.
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    The Impact of Performance Appraisal Qualities on Employee Motivation: A Study of Managerial Level Employees of Polytex Garments Limited at Ja-Ela in Sri Lanka
    (5th HRM Student Research Symposium 2018, Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka, 2018) Karunarathne, K. N. T.; Peiris, M. D. P.
    The relationship between performance appraisal qualities and employee motivation has been well documented. With the insight of the theories such as equity theory, expectancy theory and goal-setting theory the current study aims to investigate the impact of the performance appraisal qualities on employee motivation at Polytex Garments Ltd, Ja-Ela. The study used an explanatory research design in the form of a survey. The population of the study is 171 managerial employees of Polytex Garments Ltd. However, only 120 respondents were selected by using stratified random sampling from the target population and in each stratum. The quantitative data was analyzed by descriptive statistics using statistical package for social sciences (SPSS). A simple linear regression model was used to determine the coefficients of the impact of the performance appraisal qualities on employee motivation. The findings show that a moderate positive significant correlation exits between performance appraisal qualities and employee motivation. It can be concluded that performance appraisal qualities have a significant impact on the employee motivation at Polytex Garments Ltd, Ja-Ela. The research is focused only a one single organization in the apparel industry due to time limitations. However, in a similar vein, the study can be extended to cover more organizations in same industry, well as in different industries in order for generalization of the findings. Further, the study can be extended for finding other factors affecting to the employee motivation than the qualities of performance appraisal. As recommends, it can be concluded that effective feedback and communication, giving training opportunities for employees to acquire skills and encouraging employees’ participation in performance appraisal processes are all essential for effective performance appraisal process in an organization
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    The Impact of X and Y Generation Difference on Employee Motivation
    (5th HRM Student Research Symposium 2018, Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka, 2018) Erangani, M. D. I.; Gamage, P. N.
    The purpose of this research paper is to assess the impact of X and Y generation difference on employee motivation in ABC Private Hospital. In this study, X and Y generation difference was taken as the independent variable and employee motivation was taken as the dependent variable and assess the impact of the generation difference on five motivation factors from the Herzberg Motivation Theory; Growth, Achievements, Job Itself, Recognition and Advancement Motivation. The main objective of the study is to assess the impact of X and Y generation difference on employee motivation. There are five specific objectives and six hypotheses were developed in this study. The data was collected from 50 back office staff members from the hospital by using the convenient sampling technique. A structured questionnaire was distributed to collect primary data and the data was analyzed using the Independent Sample T Test. The study revealed that there is a difference of each generation’s motivation factors. X generation employees prefer Achievement motivation while the Y generation employees prefer Job Itself motivation. It is recommended that the employer should have a sound knowledge on each generation’s preference and should satisfy two distinct generations according to their preference in order to retain them for a long time.