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 Retention Intention

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    The Impact of Person-Environment Congruence on Employee Retention Intention of Machine Operators in Selected Apparel Firms in Gampaha District, 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) Perera, A. A. A. I.; Weerasinghe, T. D.
    This study examined the impact of person-environment congruence (i.e., employee-organization congruence, employee-job congruence and leader-follower congruence) on employee retention intention of machine operators in apparel companies. Data were collected through a structured questionnaire. Convenience sampling technique was applied to select the sample, and the final sample consisted of 88 machine operators from two apparel firms in Gampaha district in Sri Lanka. The data was analyzed using the computer based statistical data analysis package, SPSS (Version 23.0). Findings revealed that there is a significant impact of Employee-organization congruence, Employee-job congruence and Leader-follower congruence on employee retention intention. Furthermore, results indicated that employee-organization congruence was highly impact on employee retention
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    The Influence of Employer Branding on Employee Retention Intention: A Study of Staff and Executive Level Employees in an IT and Finance Shared Service Center of a Multinational Manufacturing Company 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) Ranasinghe, E. R. P. D.; Nishanthi, H. M.
    Today, talent attraction and retention play major role for organizations than ever before. Companies will have to realize the many values in creating strong company cultures and employer brands if they are interested in attracting and retaining this generation's top talent. The prime purpose of this study was to assess the impact of employer branding on employee retention intention. This was a quantitative cross-sectional research study. Data was collected through a structured questionnaire. Simple random sampling technique was applied to select the sample, and the final sample consisted of 99 employees in IT and Finance Shred Service center in in Sri Lanka. The data was analyzed using SPSS, employing the correlation, regression and ANOVA tests. Findings revealed that there is no significant relationship between employer branding and employee retention. But the most important thing is some studies such as Sullivan (2017), Hade and Ahmed (2018), Ahmad and Daud (2016) also observed and experienced that there is no significant relationship between employer branding and employee retention after conducting their studies. Therefore, it suggests that organizational and cultural context can be caused to establish null relationship between employer branding and retention
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    The Impact of Organizational Justice on Employee Retention Intention: Study based on Executive Level Employees of Manufacturing Organization in Biyagama Export Processing Zone
    (5th HRM Student Research Symposium 2018, Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka, 2018) Kumari, W. K. H. N.; Pieris, M. D. P.
    The purpose of this study was to investigate the impact of organizational justice on employee’s retention intention of the executive level employees of rubber products manufacturing organization in Biyagama export processing zone. The main objective of the study was to determine the effect of organizational justice on executive level employees’ intention to retain. This study individually concerned about three main dimensions of organizational justice i.e. distributive justice, procedural justice and interactional justice with employee retention intention. The research continued as a quantitative study and the researcher used 96 sample of executive level employees out of 160 population through random sampling technique. Further, survey strategy with a standard pre tested questionnaire used to gather data for the study. The hypotheses were tested using correlation and regression analysis and the research findings revealed that there is a positive significance between the organizational justice and employee retention intention within the study context making researcher’s all four hypotheses accepted i.e. the distributive justice, procedural justice, interactional justice and overall organizational justice positively impact on employee retention intention. Even though many studies exist in relation to these constructs, limited number of studies have been done considering the Sri Lankan context. Thus present study fulfills the research requirements within Sri Lankan context