11th HRM Student Research Symposium 2024
Permanent URI for this collectionhttp://repository.kln.ac.lk/handle/123456789/29188
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Item IMPACT OF LANGUAGE BARRIERS ON CARRIER PROGRESS OF TOURIST GUIDES IN SRI LANKAN TOURISM INDUSTRY(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2025) Balagalla, H.D.L.H.; De Alwis, A.C.This study examines the role played by language barriers in limiting the career progress of the tourist guides in the tourism in Sri Lanka. The research follows quantitative and cross-sectional design; data was obtained using structured questionnaires from 345 registered tourist guides with the Sri Lanka Tourism Development Authority. The study seeks to determine the effect of three independent variables communication style, training and support and work engagement on career advancement, using correlation and regression analysis through SPSS.The results suggest that there is a significant positive relationship among communication skills, career advancement, and training. Communication style reduces guessing between tourist guides and their clients, training and skills provide the tools to overcome these gaps, with work engagement mopping to be the most predictor. Professional language training, technological tools, and collaboration among tourism stakeholders are practical implications in solving communication problems.The limitations of the study are the reliance on self-reported data, the specific place of research, and the lack of other possible factors such as economic policies. Future research could take a qualitative approach, multi-country or cross considerations, any other aspects such as cultural and technology inclusions are recommended. This study has emphasized the necessity for strategic measures that will boost the career growth of the tourist guides so that the overall experience of tourism is improved.Item OCCUPATIONAL STRESS ON QUALITY OF THE WORK LIFE, THE MODERATING ROLE OF ORGANIZATIONAL SUPPORT AMONG PLANTATION EXECUTIVES IN UP COUNTRY PLANTATIONS SRI LANKA(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2025) Senevirathna, W.K.B.L.; De Alwis, A.C.This research investigates the impact of occupational stress on the quality of work life of executive-level employees in the Sri Lankan tea plantation industry, with a focus on organizational support as a moderating factor. The study explores how the demanding nature of the tea industry, characterized by high workload, remote working conditions, and fluctuating market demands, affects the well-being and productivity of plantation executives.Using a structured quantitative approach, data were collected from 95 plantation executives through surveys measuring occupational stress, Quality of the work life, and organizational support. Analytical methods, including correlation and regression analysis, revealed a significant inverse relationship between occupational stress and Quality of the work life, with organizational support mitigating adverse effects.Key stressors such as role ambiguity, under-participation, and poor peer relations were identified, highlighting areas for intervention. The findings emphasize the necessity for supportive organizational policies, enhanced leadership practices, and stress management programs to improve Quality of the work life.This study contributes to bridging the research gap in employee well-being within the plantation sector and offers actionable recommendations for enhancing productivity and work-life balance in the tea industry.Item THE IMPACT OF REMOTE WORKING ON EMPLOYEE SATISFACTION: THE MEDIATING ROLE OF ORGANIZATIONAL SUPPORT - AN EMPIRICAL STUDY OF EXECUTIVE-LEVEL EMPLOYEES IN A LEADING IT ORGANIZATION(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2025) Abeywickrama, I. T.; De Alwis, A.C.This study examines the relationship between remote working and employee satisfaction, with a specific focus on the mediating role of organizational support. The research aims to assess how organizational policies, procedures, and support mechanisms influence employee satisfaction in remote work settings. A cross-sectional quantitative research approach was adopted to investigate this relationship.The study focused on a leading IT organization, selecting 145 executive-level employees as the sample. Data were collected through a structured questionnaire, employing a simple random sampling technique to ensure representativeness. Statistical analyses, including correlation analysis and regression analysis, were conducted using SPSS to evaluate the direct impact of remote working on employee satisfaction and the mediating effect of organizational support.Findings indicate that remote working has a significant positive impact on employee satisfaction. Additionally, organizational support plays a crucial mediating role, reinforcing the relationship between remote working and employee satisfaction. The results highlight the importance of structured organizational interventions to enhance the effectiveness of remote work arrangements.The study concludes that organizations must develop comprehensive remote work policies and support mechanisms to maximize employee satisfaction and productivity. This research contributes to theory by extending the understanding of remote work and employee satisfaction through the lens of organizational support.In terms of practical implications, the findings provide valuable insights for business leaders, HR professionals, and policymakers in designing policies that enhance remote work experiences while maintaining employee well-being. However, the study is limited to a single IT organization, which may restrict generalizability to other industries or employee levels. Future research could explore a broader range of industries and conduct longitudinal studies to assess the long-term effects of remote work on employee satisfaction and organizational commitment.Item STUDY OF THE IMPACT OF ARTIFICIAL INTELLIGENCE IN HUMAN RESOURCE MANAGEMENT PRACTICES ON ORGANIZATIONAL PERFORMANCE: EVIDENCE FROM WORKING EMPLOYEES IN SRI LANKAN MANUFACTURING FIRMS(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2025) Rahunath, N.; De Alwis, A.C.This study examines the impact of artificial intelligence (AI) on human resource management (HRM) practices and its influence on organizational performance in Sri Lankan manufacturing firms. The study highlights how technological advancements, particularly AI and robotics, are redefining HRM frameworks and reshaping workplace dynamics.A cross-sectional quantitative research design was employed, with data collected from working employees in Sri Lankan manufacturing firms through a structured questionnaire. A random sampling technique was used to ensure representative participation. The collected data were analyzed using statistical methods, including correlation and regression analyses, to evaluate the relationships among AI adoption in HRM, employee performance, and organizational performance.Findings indicate a significant positive impact of AI-driven HRM practices on both employee and organizational performance. AI applications in HRM—such as automated recruitment, workforce analytics, personalized training, and performance monitoring—enhance operational efficiency, employee engagement, and managerial decision-making. The study also confirms that AI contributes to employee satisfaction by streamlining HR processes and improving workplace experiences.The research concludes that AI is a strategic enabler of HRM transformation, offering competitive advantages to manufacturing firms. Organizations must adopt and develop AI-driven HRM strategies to maximize workforce efficiency, optimize talent management, and sustain long-term performance improvements.From a practical perspective, the findings offer insights for business leaders, HR professionals, and policymakers on integrating AI into HRM frameworks to enhance organizational success. However, the study is limited to manufacturing firms in Sri Lanka, restricting its generalizability to other industries and global contexts. Future research could extend the study to diverse sectors and employ longitudinal methodologies to assess the long-term impact of AI-driven HRM on organizational performance.Item 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.Item THE IMPACT OF WORK FAMILY CONFLICT ON JOB PERFORMANCE OF MANAGERIAL EMPLOYEES IN A SELECTED SRI LANKAN MANUFACTURING FIRM(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2025) Chathuranga, B.D.S.P.; De Alwis, A.C.The main purpose of this study is to assess the impact of work family conflicts on job performance of managerial level employees selected manufacturing firms in Sri Lanka. The independent variables are work overloaded, family involvement, job flexibility and co-worker support. And the dependent variable is job performance. The study explored the relationship and impact of those variable among managerial level employees in selected manufacturing firms, Sri Lanka. The conceptual framework of the study is developed by the researcher based on previous literatures. The sample of this study is managerial level employees in selected manufacturing firms and the sample size was 129 employees. Data collection is done by using standard questionnaires via Google Forms from 129 managerial professionals. The researcher used probability sampling technique to select sample. Correlation and multiple liner regression analysis was used to accessing the impact and to test the study hypotheses.Analysed results indicated that 60.1% of the variation in job performance of managerial level employees can be explained by the independent variables. Also, correlation results suggest that all the independent variables have strong correlation with dependent variable.According to regression analysis it suggests that work overload, family involvement have negative impact on job performance and job flexibility and co-worker support have positive impact on job performance. Also, the sig values of all the independent variables except co-worker support are higher than 0.05 and suggest that they are not significantly impact on job performance managerial level employees.Item IMPACT OF ORGANIZATIONAL ROLE STRESS AND WORK FAMILY CONFLICT ON JOB SATISFACTION AMONG FEMALE IT PROFESSIONALS IN SRI LANKA(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2025) Nanayakkara, N.W.W.G.N.D.; De Alwis, A.C.The study investigates the impact of organizational role stress and work-family conflict on job satisfaction among female IT professionals in Sri Lanka. As the IT sector continues to grow, female professionals face unique challenges, including high levels of organizational role stress and difficulties in balancing work and family responsibilities. These factors can significantly affect their job satisfaction, which is critical for employee retention and organizational success.The research aims to explore the relationships between these variables and provide actionable insights for organizations to improve workplace conditions. A quantitative approach was adopted, using a structured questionnaire to collect data from 207 female IT professionals working in Colombo district IT companies. The questionnaire was designed to measure organizational role stress, work-family conflict, and job satisfaction, drawing on established scales. The data were analyzed to examine the relationships between these variables and to test the mediating role of work-family conflict in the relationship between organizational role stress and job satisfaction.The findings revealed a negative relationship between organizational role stress and job satisfaction, indicating that higher stress levels lead to lower job satisfaction. Additionally, organizational role stress was found to positively influence work-family conflict, as employees struggled to manage competing demands. Work-family conflict, in turn, had a negative impact on job satisfaction, highlighting its mediating role.These results emphasize the need for organizations to address both organizational role stress and work-family conflict to enhance job satisfaction among female IT professionals. The study concludes with practical recommendations, such as implementing flexible work arrangements, providing stress management programs, and fostering a supportive workplace culture. These measures can help reduce stress and work-family conflict, ultimately improving job satisfaction and employee retention.The research also contributes to the theoretical understanding of these relationships, particularly in the context of female professionals in developing countries. However, the study is limited by its focus on Colombo district and reliance on self-reported data, suggesting the need for broader, longitudinal research in the future.Item FACTORS INFLUENCING THE ADOPTION OF AI AND ML TOOLS IN RECRUITMENT: PERCEPTIONS OF USEFULNESS AND EASE OF USE: EVIDENCE FROM HR PROFESSIONALS IN SRI LANKA(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2025) Liyanapathirana L.P.B.T.; De Alwis, A.C.Artificial Intelligence and Machine Learning have lately become an important element of most recruitment processes. Artificial intelligence in human resource management has developed very fast in recent times, especially in Sri Lanka. This research study identifies various factors that will lead to the adoption of AI and ML tools for recruitment by an organization, which particularly looks at perceived usefulness and ease of use as concerns of HR professionals. By framing TAM as a research framework, these perceptions were reviewed for how they impact the willingness to adopt AI and ML technologies in recruitment practices. Using a quantitative method, this paper collects data from different organizational HR practitioners in Sri Lanka who have initiated applying AI and ML tools in their practices. The results indicate that perceived usefulness significantly improves the chances of the adoption of these technologies, while perceived ease of use is also important in facilitating the acceptance of such technologies. Some of the major hindrances to adoption are resistance to change and a feeling of unfamiliarity with the AI and ML tools on the part of the HR professionals. This research highlights the various perceptions that act as an enabler or inhibitor in the adoption of AI and ML in recruitment, hence becoming highly valued for organizations in developing their recruitment strategies. It underlines the need to address both technological capabilities and human factors to successfully integrate AI and ML tools into HR practices. Ultimately, this study has implications for decision-makers on various ways of leveraging AI and ML technologies to improve the efficiency and effectiveness of recruitment in a changing job market in Sri Lanka.Item 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.