11th HRM Student Research Symposium 2024

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24 IMPACT OF THE WORKPLACE DIVERSITY ON EMPLOYEE PERFORMANCE OF MIDDLE-LEVEL EMPLOYEES IN SELECTED CONSTRUCTION COMPANY IN SRI LANKA
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2025) Amarasinghe, A.T.N.; Welmilla, I.
In today’s business world, workplace diversity is considered as one of the much-debated topics. Diversity is viewed as an all-inclusive strategy to enhance employee performance and improve an organization’s reputation. Workplace diversity is a multi-faceted concept that will continue to evolve as more industries move toward a global marketplace. Therefore, the purpose of this research is to study the impact of the workplace diversity on employee performance, conducted in a selected construction company in Sri Lanka. The construction sector is recognized as an emerging sector in Sri Lanka, and this sector is well known as an under-researched area. This study is significant as such research projects have been sparse in the Sri Lankan context and this research aims to fill that gap. The analysis was mainly based on 103 middle level employees from the company selected through convenience sampling. Primary data were collected using a self-administrated questionnaire and analyzed through a deductive approach. The results obtained through regression analysis indicated that workplace diversity has a positive impact on employee performance. The researcher identified few limitations of this research. Time constraint was one of the problems. Respondents tend to be biased in answering the questionnaire provided by the researcher because the respondents were chosen from a single company. In conclusion, when management in the construction sector makes decisions regarding employee performance, they should consider not only the workplace diversity but also, other factors that can affect employees.
AN EMPIRICAL INVESTIGATION OF ARTIFICIAL INTELLIGENCE ADAPTATION ON TALENT ACQUISITION: A FOCUS ON THE IT SECTOR IN SRI LANKA’S WESTERN PROVINCE
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2025) De Silva, J.H.R.K.K.; Janadari, M.P.N.
This study examines the influence of AI adaptation on talent acquisition processes in the IT sector of Sri Lanka, with a focus on organizations like Dialog and Virtusa. While AI is swiftly redefining talent acquisition landscapes worldwide, this research addresses contextual and empirical gaps in understanding the consequences of AI-driven tools on efficiency, candidate engagement, and bias reduction. Informed by the theoretical lenses of the Technology Acceptance Model and Resource-Based View, the study adopts a quantitative research design, utilizing a structured survey to gather insights from HR professionals in the IT sector. The methodology involves a survey-based approach, analyzing AI’s role in optimizing recruitment processes. Data were collected from HR professionals, focusing on AI-driven automation, predictive analytics, and decision-making enhancements in hiring. The study examines how AI streamlines candidate sourcing, shortlisting, and selection while mitigating biases and improving engagement. The analysis highlights that AI significantly improves recruitment efficiency by automating repetitive tasks, enhancing decision accuracy, and enabling personalized candidate interactions. However, challenges such as algorithmic bias, lack of technical expertise among HR professionals, and ethical concerns regarding fairness in AI-driven recruitment were identified. The study emphasizes the need for transparent AI implementation and regulatory oversight to ensure fairness and inclusivity in hiring processes. The conclusion affirms that AI offers transformative potential in talent acquisition but requires a balanced approach that integrates human oversight with automation. Ethical considerations, such as algorithmic bias and data privacy, must be addressed for responsible AI adoption. Organizations should invest in AI literacy, ethical guidelines, and continuous monitoring to maximize AI’s benefits. Future research should explore AI’s impact on workforce diversity, long-term recruitment trends, and cross-industry applications.
APPLICATION OF THE LATEST TECHNOLOGIES IN HUMAN RESOURCE MANAGEMENT IN THE INFORMATION TECHNOLOGY INDUSTRY
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2025) Zuhri, F. R. S.; Devadas, U. M.
As the current corporate world is gradually gravitating towards utilizing technology to expand its potential, past literature has identified the use of different technologies for the HRM functions in global, regional and Sri Lankan context in other industries yet the gap of identifying the successful use of technology for the HRM practices of the IT industry within the Sri Lankan context is an area uncovered. Hence, the prime focus of the study underlines in identifying the gap of, what are the modern technologies applied in HRM practices and how effectively is the IT industry in Sri Lanka embracing and utilizing it, and what are the challenges and opportunities in this process. The research undertook a qualitative, interpretive phenomenological strategy, conducting ten in-depth interviews with HR professionals from leading IT companies across various seniority levels and HR functions to gather and analyze data. The study identified the latest technologies integrated in Human Resource Management practices in the IT industry of Sri Lanka and the factors affecting their feasibility. It also analyzed the impact of these technologies on HR functions, the major challenges faced, and the macro-environmental factors favorably influencing their adoption. The findings highlighted that IT organizations of Sri Lanka are focused on using the latest technologies to enhance human capital management, evidencing that technological integration in HRM is both feasible and beneficial despite the current challenges faced. The study recommends a strategic assessment to identify optimal technological applications for integration, emphasizing data security and privacy. It highlights the need for transparent and accountable processes and maintaining a human touch in HR management. The findings reveal that technological integration in HRM is feasible and beneficial despite challenges, recommending strategic planning and continuous adaptation. This dissertation is significant both academically and practically, highlighting the expansion of technology in HR processes within the IT sector and providing recommendations for updated policy implementation in human capital management.
ASSESSMENT ON THE INFLUENCE OF STRATEGIC COMMUNICATION ON EMPLOYEE ADVOCACY ON SOCIAL MEDIA: A CASE STUDY ON A LEADING CONGLOMERATE IN SRI LANKA
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2025) Peiris, W.S.S.; Rebecca, E.
The drastic changes in business organizations have today challenged relationships of an organization. As former studies have suggested, at present this has led to the problem of lack of proper employee advocacy where with low level of engagement of employees have worsened the practical context. As a result, an existing requirement to assess the need of strategic communication to promote employee advocacy was identified. This growing trend of need for positive word-of-mouth and employee engagement has been researched by different authors. However, an existing evidence gap was identified to identify how strategic communication promotes employee advocacy through an internal focus of the organizational relationships. Hence, the research study was conducted, as the philosophical stance the positivism was selected, taking a deductive approach, to conduct a quantitative study using simple random sampling technique focusing on the cross-sectional time horizon. As a case-study approach was adopted, as the unit of analysis a leading conglomerate of Sri Lanka was selected. Out of a population of 2100 employees, a sample of 386 participants were selected and an online questionnaire-based data collection was undertaken. From such data has been analyzed taking IBM SPSS Software to derive inferential statistics. According to the findings of the study it has been identified that there is a significant relationship between strategic communication and employee advocacy. As r = 0.681 a significant positive relationship was observed. The study provided recommendations for strategic leaders and managers to develop foresight in promoting employee advocacy with a keen focus on strategic communication which allow the successful creation of positive brand image and enhance engagement, which will ultimately help organizations to achieve its strategic intent.
BALANCING ACT: HOW FLEXIBLE WORK SHAPES JOB SATISFACTION IN IT INDUSTRY IN SRI LANKA
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2025) Perera, B.H.W.; Karunarathne, R.A.I.C.
Job satisfaction is important for organizations to achieve success, and work-life balance helps to achieve job satisfaction. It is important to examine the impact of flexible working arrangements on job satisfaction, as it is a major workplace change in the modern business world. Although scholars have already examined the effect of flexible working arrangements and their outcomes, there is less research in the context of Sri Lanka. Thus, this study aims to examine the impact of flexible working arrangements on job satisfaction through the mediation effect of work-life balance. This research study was conducted as a cross-sectional study with a quantitative research design and data collected from 169 executive-level employees in three IT companies in Western Province, Sri Lanka. Hypotheses were tested using linear regression with the aid of Andrew F. Hayes's process for SPSS. The findings of the study revealed that there is a significant impact of flexible working arrangements on job satisfaction. Moreover, work-life balance mediates the relationship between flexible working arrangements and job satisfaction. Their findings inform the literature by emphasizing the importance of work-life balance in enhancing job satisfaction and offering valuable insights for Sri Lankan organizations to effectively implement flexible working arrangements.
CHALLENGES IN THE ADOPTION OF ARTIFICIAL INTELLIGENCE FOR EMPLOYEE TRAINING WITHIN ORGANIZATIONS IN COLOMBO, SRI LANKA
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2025) Weerasuriya N.S.; Weerakkody, W.A.S.
The adoption is artificial intelligence (AI) in the training methods in human resource management (HRM) is changing the way in which business organizations operate presenting multiple innovative solutions to develop the workforce. However, even though the adoption of AI in training would generate a multitude of benefits, organizations face many challenges when integrating AI in employee training modules. Through this research the challenges related to the adoption of AI in employee training will be explored within companies based in Colombo, Sri Lanka. This study mainly focused in a qualitative data collection approach where data was gathered through a mixed methods questionnaire which was distributed to five companies which constituted three large scale and two small-scale companies spanning across multiple industries. Further a quantitative approach was also used in order to gather data which was generated using the Linkert scales from the mixed-methods questionnaire. The findings if this study focus upon four critical challenges organizations encounter when adopting AI in training namely, cost constraints, infrastructure limitations, employee resistance, and knowledge gaps. Smaller companies displayed higher significance with the challenges related costs and infrastructure, whilst larger companies reported moderate significance to issued related to infrastructure and employee resistance. Further differences were also observed regarding the significance of these challenges across different industries. Through generating valuable insights of these critical challenges, the study provides logical and practical data for organizations when adopting AI in their employee training systems. Through this study organizations would be able to understand the various challenges related to the adoption of AI in employee training therefore can use the findings in order to ensure a smoother and successful transition towards AI-driven training methods.
EFFECTIVENESS OF 360 DEGREE PERFORMANCE APPRAISAL SYSTEM ON JOB PERFORMANCE WITH THE MEDIATING EFFECT OF JOB SATISFACTION OF SOFTWARE DEVELOPERS IN ABC COMPANY
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2025) Premarathne, H. D. S.; Devadas, U.M.
A 360-degree performance appraisal system is proposed as a part of the individual or organizational development, and most researchers are still in debate on the impact of 360-degree appraisal system to human resources functions. Therefore, the purpose of the current study was to identify the impact of the effectiveness of the 360-degree performance appraisal system on job performance with the mediation effect of job satisfaction.Therefore, the objectives of the study would be to examine the levels of the effectiveness of the 360-degree performance appraisal system, job performance and job satisfaction; the direct impact of the 360-degree performance appraisal system on job performance; and the indirect impact of the 360-degree performance appraisal system on job performance with the mediating effect of job satisfaction. This was a quantitative and cross-sectional study which was based on an organization in the IT industry in Sri Lanka. Data was collected through a structured questionnaire from 103 software developers of a sampling size using a random sampling method. Descriptive analysis, mediation analysis and simple linear regression analysis were used to test the hypothesis of the study. The study has found that the level of effectiveness of the 360-degree performance appraisal system, job performance and job satisfaction is high and there’s a significant positive impact of effectiveness of 360-degree performance appraisal system on job performance. Further, the study has found that job satisfaction has a significant mediation impact on the relationship between effectiveness of 360-degree performance appraisal system and job performance. These research findings guided the researcher to recommend the company to keep using the 360-degree appraisal system as it has a significant positive impact on job performance while providing sufficient training to all relevant parties on how to effectively use it while minimizing its practical issues.
EMPLOYEE ENGAGEMENT AND TURNOVER INTENTION: THE MODERATING ROLE OF GENDER
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2025) Nirasha, R.S.K.S.; Karunarathne, R. A. I. C.
This study aims to examine the impact of employee engagement on turnover intention exploring gender as a moderator. The purpose of this study is to understand how employee engagement affects turnover intention among executive-level employees in the apparel industry, with a particular focus on the moderating role of gender. The research is deductive research. This research was conducted using a survey research strategy and quantitative research method. Executive-level employees in a leading organization in the apparel industry were chosen as the population of the study. The sample size was 108 and data collection was done through a self-administered questionnaire. Statistical Package for Social Science (SPSS) version 23.0 and moderation analysis Hayes PROCESS Macro SPSS were used as a tool for data analysis and both descriptive and inferential statistics, namely Correlation and regression were used to analyze data. The key findings of this study are that employee engagement has a negative impact on turnover intention and that gender moderates the relationship between employee engagement and turnover intention. The implications of the study suggest that companies in the apparel industry should tailor engagement strategies for different gender groups at the executive level to enhance retention and reduce turnover intention.
EMPLOYEE RIGHTS AND LEGAL RECOURSE AWARENESS IN THE CORPORATE SECTOR IN COLOMBO
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2025) Fernando, K. S. V.; Devadas, U. M.
This study examines the awareness of employee rights and legal recourse mechanisms in the corporate sector of Colombo, addressing the issue of limited knowledge among employees and challenges in accessing justice. The research aimed to assess awareness levels, identify influencing factors, and explore barriers to legal remedies, contributing to improved labor practices. A qualitative research approach was employed, guided by the critical research paradigm, which explores power dynamics and structural inequalities. Purposive sampling was used to select nine participants from diverse sectors, including banking, logistics, technology, and apparel, to ensure a comprehensive understanding of the issue. Data was collected through semi-structured interviews and analyzed using thematic analysis, with a structured coding process to identify key themes and patterns. The research followed the case study protocol outlined by Dul and Hak (2008) to ensure rigorous analysis and consistency across interviews. The findings reveal substantial gaps in awareness of statutory protections and legal mechanisms, varying significantly across sectors and organizational contexts. Employees in highly regulated industries demonstrated higher awareness due to union influence and compliance requirements, while those in less structured environments faced challenges such as inadequate training and poor internal communication. The study concludes that improving labor law dissemination and strengthening grievance mechanisms are crucial for fostering equitable workplaces. Key recommendations include implementing mandatory rights-awareness training, simplifying access to legal recourse, and enhancing institutional frameworks to improve accessibility. This research contributes to policy by advocating effective labor regulations, assists organizations in promoting compliant and inclusive cultures, and enriches academic discourse on employee rights in developing economies.
ENHANCE JOB SEARCH SUCCESS: THE ROLE OF INTERNSHIP PROGRAMS AND SELF-EFFICACY WITHIN THE FRAMEWORK OF SOCIAL COGNITIVE CAREER THEORY
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2025) Amarasooriya, K.M.C.N.; De Alwis, A.C.
This study investigates the impact of internship programs and self-efficacy on job search success among management graduates from state universities in the Western Province of Sri Lanka. Using the Social Cognitive Career Theory (SCCT) as a framework, the research aims to examine how practical experience gained through internships and belief in one’s abilities (self-efficacy) influence job search outcomes. Additionally, the study explores the mediating role of self-efficacy in the relationship between internship programs and job search success. A quantitative research approach was employed, utilizing a cross-sectional study design. Data collection was conducted through a well-structured questionnaire, targeting management graduates who completed their studies in 2024 at state universities in the Western Province. The study adopted a systematic sampling method to ensure a representative sample. Data analysis was conducted using statistical techniques, including correlation and regression analysis, to assess direct relationships, and mediation analysis to examine the indirect impact of self-efficacy. Findings reveal a significant positive relationship between internship programs and job search success, internship programs and self-efficacy, and self-efficacy and job search success. Moreover, the study confirms that self-efficacy mediates the relationship between internship programs and job search success, indicating that internships contribute to graduates’ confidence, which in turn enhances their job search effectiveness.The study also highlights that well-structured internship programs provide not only job-specific skills but also enhance graduates' ability to navigate the job market with confidence. The study underscores the critical role of internship programs and self-efficacy in improving job search success among management graduates. Universities should focus on integrating high-quality and structured internship programs into their curricula while implementing initiatives to enhance students' confidence in job-seeking. Furthermore, collaboration between universities, policymakers, and employers is essential to ensure meaningful internship opportunities that bridge the gap between academia and industry.
EXAMINE THE IMPACT OF PSYCHOLOGICAL CONTRACT BREACH ON TURNOVER INTENTION WITH SPECIAL REFERENCE TO IDEA GROUP LIMITED
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2025) Mathangaweera, A. M.; Weerakkody, W.A.S.
The present study was conducted to examine the impact of psychological contract breach on turnover intention of operational level employees in Sri Lankan manufacturing industry with special reference to Idea Group Limited. Turnover intention is the primary antecedent to the actual action of turnover, which refers to employees leaving the organization. Psychological contract breach defined as the failure the reciprocal obligations between an employer and an employee. The manufacturing industry plays a significant role in Sri Lankan economy. However, the industry faces major challenges, such as a lack of skilled labor and high labor turnover. Giving the nature of the manufacturing industry, the working environment is often stressful, creating enough opportunities for breaches in psychological contract. Researchers have found that psychological contract breaches can result in negative organizational outcomes, including increase turnover intention. A review of the literature reveals contradictory findings regarding the impact of psychological contract breach on turnover intention, depending on the authors, contexts, and industries studied. Therefore, it is crucial to investigate this relationship within the Sri Lankan manufacturing industry. This study employed a quantitative research approach, utilizing both primary and secondary data. To achieve the study’s objectives, the researcher distributed 200 self-developed questionnaires among operational level employees in Idea Group Limited. Of these, 180 questionnaires were received, 179 were deemed valid for analysis. The data were analyzed using tools, including correlation and regression analysis. The findings of the study revealed significant positive relationships between relational, transactional and overall psychological contract breach with turnover intention. Additionally, the results indicated a significant positive impact of psychological contract breach on turnover intention.
EXPLORING THE EFFECT OF TECHNOSTRESS ON CYBER LOAFING, MEDIATING EFFECT OF SELF CONTROL DEFICIENCY
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2025) Jonathan, J.J.J.; Ekanayake, E.M.H.L
Technology plays a vital role in acquiring the attention of society. While seeking attention requires competence, a more skillful workforce is required. That’s where technology comes into play. This possesses pros as well as cons. This research points outs the drawback of technologies. Therefore, this study examines the impact of technostress on cyberloafing among undergraduates in Sri Lanka, with self-control deficiency as a mediating factor. Technostress, caused by excessive dependence on digital technologies, can negatively affect students' focus and academic performance. A quantitative, cross-sectional research design was adopted, and data was collected from 437 undergraduates using a structured questionnaire. The sample was selected through simple random sampling, and data analysis was conducted using correlation and regression analyses in SPSS inserting the sample size of 437. The Sobel test was applied to assess the mediating effect of self-control deficiency. The findings reveal a significant positive relationship between technostress and cyberloafing. The Correlation between Technostress and Cyber Loafing was 0.333 which is statistically significant (0.001) and as per the regression analysis, the R square was 0.11 where the significance value was 0.001, indicating that students experiencing higher levels of technostress are more likely to engage in non-academic online activities. Additionally, Sobel Test was conducted, where the P value was 0.116 which is statistically significant where self-control deficiency was found to be significantly mediating this relationship, suggesting that technostress weakens students’ ability to regulate their online behaviors, leading to increased cyberloafing. The study concludes that managing technostress is essential in reducing cyberloafing among undergraduates. It recommends that universities implement digital well-being programs, self-regulation training, and awareness campaigns to help students manage technostress effectively. Educators should integrate structured digital learning environments and promote time management strategies to reduce the negative impact of excessive technology use. By addressing technostress and enhancing self-control mechanisms, educational institutions can foster a more focused and productive academic environment, ultimately improving students' performance and well-being.
EXPLORING THE RELATIONSHIP BETWEEN CYBERSLACKING AND WORKPLACE STRESS WITH DIGITAL MINDFULNESS: SPECIAL REFERENCE TO IT INDUSTRY IN COLOMBO DISTRICT, SRI LANKA
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2025) Malshani E.I.; Harshani M.D. R.
The study explores the relationship between cyberslacking and workplace stress with digital mindfulness in IT workers in the Colombo district. With the increasing usage of the internet and technology in workplaces, concerns about the effects of cyberslacking on workplace stress have intensified. This research aims to explore how cyberslacking influences workplace stress, along with the role of digital mindfulness, in IT workers in the Colombo district. The research was conducted by distributing a survey questionnaire, and data were collected from 248 participants. The results indicate that higher levels of cyberslacking behaviours are positively correlated with increased levels of workplace stress. Additionally, the findings show that IT workers exhibit digital mindfulness behaviours. These results suggest a significant positive relationship between cyberslacking and workplace stress. The study emphasizes the need for further research to develop strategies to reduce the negative impacts of cyberslacking, particularly by further investigating digital mindfulness behaviours using more robust measurement scales.
EXPLORING THE RELATIONSHIP BETWEEN EMPLOYER BRANDING AND EMPLOYEE RETENTION OF STAFF LEVEL EMPLOYEES: THE MEDIATION EFFECT OF EMPLOYEE ENGAGEMENT IN THE APPAREL SECTOR COMPANIES AT KATUNAYAKE EXPORT PROCESSING ZONE, SRI LANKA
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2025) Karunathilaka M.G.M.U.; Rebecca, E.
Employee retention remains a critical task in Sri Lankan apparel sector, particularly in the Katunayake Export Processing Zone (EPZ). Using employee engagement as a mediator, this study uses a quantitative research design to investigate the link between employer branding and employee retention.126 staff-level employees from three apparel companies in the Katunayake Export Processing Zone (EPZ), Sri Lanka were asked to complete a structured questionnaire with a 5-point Likert scale. Representativeness across subgroups was guaranteed by the stratified random sampling technique.Using SPSS, statistical analyses were conducted to assess the hypotheses, including correlation, regression and mediation analysis. To improve engagement and retention, those findings highlight the necessity of a strong brand and a positive work environment.The examine gives actionable insights for groups to cope with retention challenges, emphasizing the importance of strategic employer branding and fostering engagement. However, the studies are restrained via its attention at the Katunayake EPZ, go-sectional layout, and reliance on self-suggested information.Future studies must explore longitudinal research, extra variables along with management and repayment, and tailor interventions to organizational contexts. The findings function a realistic framework for enhancing employee retention in competitive industries.
EXPLORING THE RELATIONSHIP BETWEEN MENTAL HEALTH INITIATIVES AND ABSENTEEISM IN MANUFACTURING FIRMS IN COLOMBO DISTRICT, SRI LANKA
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2025) Sudharshan, G.; De Alwis, A.C.
Employee absenteeism remains a significant challenge in the Sri Lankan manufacturing sector, with mental health playing a crucial role in workforce stability and productivity. This study examines the relationship between mental health initiatives and absenteeism in manufacturing firms in the Colombo District. A quantitative research approach was adopted, utilizing structured questionnaires to collect data from 400 employees. The study aimed to evaluate the effectiveness of mental health programs in reducing absenteeism and enhancing employee well-being. The findings indicate a positive correlation between mental health initiatives and reduced absenteeism, particularly among younger employees (18–25 years) and those with less than one year of job experience. Operational staff and supervisors exhibited higher absenteeism and stress levels compared to managerial employees, highlighting the need for targeted interventions. Family responsibilities and health challenges were identified as primary causes of absenteeism, while mental health programs had limited impact on addressing broader workplace stressors. Despite improving attendance, the effectiveness of these initiatives in reducing stress was constrained by systemic challenges such as heavy workloads and work-life imbalance. The study concludes that a holistic approach integrating tailored mental health initiatives, improved program accessibility, peer support networks, and flexible work arrangements is essential for minimizing absenteeism and fostering employee well-being. These findings contribute to the discourse on workplace mental health and offer actionable recommendations for improving workforce stability in the Sri Lankan manufacturing sector.
FACTORS AFFECTING EMPLOYEE TURNOVER INTENTION IN SRI LANKA’S HOTEL INDUSTRY WITH REFERENCE TO EXECUTIVE- LEVEL EMPLOYEES IN THE WESTERN PROVINCE
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2025) Madusanka M. J.; De Silva G.H.B.A.
This study investigates the factors influencing employee turnover intention among executive-level employees in Sri Lanka’s hotel industry, with a particular focus on the Western Province. The study aims to identify key determinants of turnover and assess their impact on employees' decisions to leave the industry. A structured online questionnaire was designed and distributed to a randomly selected sample of 127 executive and senior-level employees. The sample comprised respondents with diverse demographic characteristics, including gender, age, education level, and length of service. Data were analyzed using SPSS 25.0, employing correlation and regression techniques to examine the relationship between job characteristics, work environment, human resource management practices, and job stress on turnover intention. The findings indicate that multiple factors contribute significantly to turnover intention among executive-level employees. These factors have a direct influence on employees’ decisions to leave, emphasizing the need for proactive retention strategies. The study underscores the importance of fostering a positive work environment, implementing effective human resource management practices, and mitigating job-related stress to reduce turnover rates in the hotel industry.
FACTORS AFFECTING EMPLOYEE TURNOVER INTENTIONS OF EXECUTIVE LEVEL EMPLOYEES AT ABC APPAREL PVT. LIMITED
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2025) Hewage, C. M.; Devadas, U. M.
Employee turnover has become a greater challenge for companies in a highly competitive business environment. This study has been carried out to understand the factors that affect employee turnover intention of executive level employees of ABC Company with 160 respondents. In this study, work stress, burnout, compensation and benefits, and growth opportunities were considered as the underlying reasons for turnover intentions. This research is carried out according to a quantitative approach with a structured survey, used to collect data from executive level employees of ABC Company. Descriptive statistics, regression, and correlation analysis were used in conducting the data analysis for the current study. The findings indicate that there is a significant relationship between work stress, burnout, compensation & benefits, growth opportunities (independent variables), and employee turnover intention (dependent variable). According to data analysis, employees experience a high level of burnout and moderate level of work stress, while the employees are moderately satisfied with compensation, benefits, and growth opportunities. Further, it was identified that there is a significant impact of work stress, burnout, compensation & benefits, and growth opportunities on employee turnover intention. This study shows the importance of addressing issues related to work stress and burnout through targeted interventions, such as implementing stress management programs, offering career counseling services, and fostering a supportive work environment. It is important to enhance employee growth opportunities and consistently update salaries, wages, and benefits in par with the industry’s benchmark and employees’ needs as well. The research has different limitations as it focuses solely on ABC Company executive level employees. Also, the cross-sectional design does not capture longitudinal changes in turnover intentions or organizational dynamics over time. Hence, further research can be conducted to overcome these limitations and investigate more factors that contribute to employee turnover intention.
FACTORS AFFECTING INTENTION TO MIGRATE OF EXECUTIVES IN THE APPAREL INDUSTRY IN SRI LANKA
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2025) De Silva, H.P.D.T.; Gamage, P. N.
Earnings from exports and the provision of employment opportunities make the apparel industry in Sri Lanka one of the most important industries in terms of its contribution to the nation’s economy. Still, the percentage of executives willing to migrate has been on the rise due to economic, workload and even career-oriented factors. This study aims to investigate the underlying factors that lead to the willingness to migrate among executives in the apparel sector of Sri Lanka. A quantitative and cross-sectional sample survey was used, and a questionnaire was sent to 165 executives of the organizations. The results were analyzed employing SPSS to compute correlation and regression analysis. The analysis revealed that migration intentions had a significant relationship with job satisfaction, organizational culture, organizational support, career development, compensation, economic conditions and political instability. Research results show that attention needs to be paid to intervention measures that prevent migration, including developing a good organization of the political and economic problems and developing more career opportunities. This research can also serve as a useful contribution for policymakers and industry owners on how best to devise policies designed to deal with migration determinants to improve executive retention and ensure the competitiveness and expansion of the sector.
FACTORS AFFECTING ON INTENTION TO MIGRATE OF EXECUTIVES IN MANUFACTURING INDUSTRY IN SRI LANKA: THE MODERATING ROLE OF GENDER
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2025) Gunarathna, I. S.; Janadari, M. P. N.
The purpose of this research is to identify the factors affecting on intention to migrate of executive level employees in manufacturing industry, with a specific emphasis on the moderating influence of gender. The primary focus is on understanding how gender interacts with organizational factors to influence employees' migration intentions. Career growth opportunities, compensation & benefits and workload serve as pivotal organizational determinants that may affect an individual's decision to migrate. A comprehensive literature review forms the foundation of the research, integrating theories and empirical findings from organizational behavior, migration studies, and gender context. This research is deductive (theory–testing) research. This research was conducted using a survey research strategy and quantitative research method. Executive level employees in manufacturing industry in Colombo district were chosen as the population of the study. The sample size was 292, data collection was done through a self-administered questionnaire and Convenience sampling technique. A Google form was created and distributed to collect data. Statistical Package for Social Science (SPSS), version 23.0 was used as a tool for data analysis and both descriptive and inferential statistics, namely correlation and regression were used to analyze data. The findings aim to inform organizational leaders, policymakers, and researchers about the complex dynamics at play, helping them develop targeted strategies to retain skilled talent in the face of organizational challenges, while considering the broader gender context.
FACTORS AFFECTING THE EMPLOYEES’ BEHAVIORAL INTENTION TO USE E- LEARNING PLATFORM IN THE ABC TIRE MANUFACTURING COMPANY
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2025) Abewickrama, D.A.; Devadas, U.M.
Employee development in the tire industry is highly important since it has direct impacts on productivity, innovation, and operational efficiency in general. The tire industry involves specific skills and knowledge that help meet the challenges of the competitive global market. Continuous employee development ensures that the workers are abreast of new technological and process improvements that help improve product quality and safety standards.Accordingly, the main objective of this study was to analyze factors affecting the employees’ behavioral intention to use e-learning platform in the ABC tire manufacturing company. This was a quantitative and cross-sectional study to collect data through a structured questionnaire using simple random sampling technique. A survey was applied to a sample of 152 collaborators who work in ABC Company in the manufacturing industry, and 147 responses were received. Correlation analysis and simple regression analysis were used to measure the relationship and to test the hypotheses of the study by using Statistical Package for Social Sciences (SPSS). The analyzed result shows that there is a positive impact of selected factors; performance expectancy, effort expectancy, social influence, facilitating conditions and perceived enjoyment on employees’ behavioral intention to use E-learning platform in ABC tire manufacturing company. Recommendations include clear communication, investment in easy-to-use platforms, creating social influence, rewarding active users and using gamified elements. Moreover, the findings may be useful for the professionals in the same industry as well as others to get insights from the given recommendation.