7th HRM Student Research Symposium 2020

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Moderating Effect of Team Tenure on Team Trust – Team Performance Relationship: With Relevance to Sri Lankan Tyre Manufacturing Industry
(Department of of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2020) Rajapaksha, B.P.; Nishanthi, H.M.
Even though there are many determinants of team performance found in extend literature, team trust and team tenure's moderating effect is little investigated in the Sri Lankan context, and it has not been studied yet. Bridging the gap in the context, the current study assessed team tenure's moderating impact on team trust and team performance relationship in Sri Lankan tyre manufacturing industry. The current study was conducted as a cross-sectional study among a sample of one hundred and ninety-two executive-level employees selected from four major tyre manufacturing organizations following the stratified simple random sampling technique. Primary data were collected through a standard questionnaire distributed via Google form. The collected data were analyzed with the support the SPSS employing correlation, regression, descriptive statistics and process matrix. It is found that team tenure does not moderate the relationship between team trust and team performance, and also found that strong positive relationship between team trust and team performance. Moreover, team trust positively impacts team performance, and team tenure does not impact team trust and team performance separately. It is recommended to tyre manufacturing organizations to facilitate more open communication and information sharing to improve executive-level employees' trust within teams, which will affect their team performance.
Impact of Work-Life Balance on Employee Psychological Well-Being
(Department of of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2020) Weeraman, A.S.D.; Mahalekamge, W.G.S.
Work-life balance is one of the challenges facing many business organizations today. For many organizations, work-life balance has become a concern because the WorkLife Balance hits positively in various ways for the company. This study aimed to identify the impact of work-life balance on psychological well-being in a leading apparel organization in Sri Lanka. Simple random sampling was used to select the sample from the population. The Standard questionnaire was used to collect data from a sample of 118 to executive and above level employees in a leading apparel organization in Sri Lanka. Regression and Correlation analysis was performed using SPSS version 23.0 to test the research hypothesis of the study. The findings revealed that a significant positive impact of work-life balance, work interference with personal life, personal life interference with work and work/personal life enhancement on the psychological well-being of executive and above level employees in a leading apparel organization in Sri Lanka. This study also helped expand the understanding of the impact of work-life balance on psychological well-being in the apparel sector. Further, it is expected that the current study model will benefit several other apparel organizations in designing their work-life balance.
Impact of ‘Big Five’ Personality Dimensions on Telecommuting Attitude of Generation Y and Z Executive Grade employees in Finance Companies, Gampaha District
(Department of of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2020) Ranasinghe, S.P.; Thisera, T.J.R.
The main objective of this study is to explore the impact of the ‘Big Five’ personality dimensions on telecommuting attitude of generation Y and Z in executive grade employees in Finance companies, Gampaha district in Sri Lanka. This quantitative, explanatory, cross sectional study is followed by the deductive approach and survey strategy is used to collect data. Data were collected from a standard questionnaire using the convenience sampling technique from a sample of hundred. Simple regression was used to test the hypotheses by using Statistical Package for Social Sciences (SPSS). The findings revealed that, extraversion and conscientiousness have a negative impact on telecommuting attitude. The remaining three variables (agreeableness, neuroticism and openness) did not showed any impact on telecommuting attitude. This concludes that it is better to consider open and neurotic employees for telecommuting arrangements as they reflected a positive significant relationship. Moreover, the study has many implications towards the theory and practice.
Impact of Employer Brand on Employer Attractiveness as Perceived by Employees in Insurance Industry
(Department of of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2020) Madhurangi, R.P.S.; Devadas, U.M.
There is a war for attracting the best employees toward the organizations, so managers have to pay attention to attracting employees. Employer brand is grounded in the resource-based view and human resource theory and focuses on developing organizations’ brands' potential employers (Backhaus & Tikoo, 2004). The current research initiated to assess the impact of employer brand on employer attractiveness. According to the literature, the researcher found a gap in identifying the relationship between the employer brand and employer attractiveness. Therefore this study assesses employer brand level, access the level of employer attractiveness, and identifies the impact and relationship between employer brand and employer attractiveness. The study is limited to the identification of the results of employees in a selected insurance company. The research is carried out as an exploratory crosssectional study, and a self-completion questionnaire is administered to gather relevant data from the participants. The size of the sample is 123, and only 123 students responded effectively. Simple random sampling methods were used to design the sample from the total number of employees in a leading insurance company. Frequency descriptive statistical analysis, correlation analysis, and regression analysis were used to achieve the study's objectives. The current study concludes by declaring that high employer attractiveness is made through the employer brand. Further researcher identifies that there is a significant and moderate relationship between employer brand and employer attractiveness. To be competitive within the market place and to achieve organizational strategic goals, it is recommended that organizations must have a specific concern over the organizational brand identified through this study, which will permit to attract the best breed towards the particular employer.
Difference of the Influence of Demographic Factors on Work-Life Balance: A Study of Banking Staff in the XYZ Bank of Sri Lanka
(Department of Finance, University of Kelaniya, 2020) Jayaweera, M.M.W.; Welmilla, I.
The inconsistency of previous empirical findings and the prevailing contextual gap in the Sri Lankan banking context lead to examine the demographic differences in worklife balance. This study was carried out as quantitative explanatory research work. Further, the sample was selected randomly and used a simple random sampling technique. The study was cross-sectional, descriptive and a standard questionnaire was used to collect primary data through a survey. Questionnaires were distributed to a sample of 152 banking employees who are currently working in banks. Descriptive statistical techniques, independent sample t-test, one-way ANOVA, and post hoc test were used to analyze data. It was found to be that there is no significant difference in work-life balance between males and females. Moreover, it was found that there is a significant difference in work-life balance between married and unmarried groups and a significant difference in work-life balance among age groups. The study's findings emphasize the prime importance of keeping a work-life balance and designing a worklife friendly environment within the XYZ Bank to ensure a high-level employee worklife balance. Further, it is expected that the current study model will benefit several other private and public banks in designing their work-life balance initiatives. Crossvalidation of this study's findings to be done in different contexts, comparatively among a more significant sample, and using qualitative research design will add more insights to the current study's substance.
Determinants of Interns’ Satisfaction: Study with Special Reference to Faculty of Commerce and Management Studies, University of Kelaniya
(Department of of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2020) Samendra, L.P. J.R.; Weerasinghe, T.D.
Internship training has become an integral part of degree programs in many state and private universities. While much of the world is focused on internship training, little attention has been paid to interns’ satisfaction. However, interns’ satisfaction is an integral part to achieve the desired results from an internship program. Therefore, the current study attempts to examine, the determinants of interns’ satisfaction of Commerce and Management undergraduates in University of Kelaniya. In addition to that, this study intends to contribute to fill the literature gap by investigating into the associations between the determinants; university support, job characteristics, working environment, contextual factors and interns’ satisfaction. Hence, this was a quantitative, cross-sectional study in which primary data were collected through Google Forms by using probability sampling technique. Correlation and simple regression analysis were used to test the hypotheses. Findings reveal a significant positive impact of university support, job characteristics, working environment and contextual factors on interns’ satisfaction and it is found that there is a significant relationship between university support, job characteristics, working environment, contextual factors and the interns’ satisfaction respectively. Accordingly, it is concluded that, if there is satisfaction in any of these four factors (university support, job characteristics, working environment, and contextual factors) the interns will be retained in that organization. The study results clearly underlined that, if the right and preferred methodologies are being adopted in internships, interns will be able to obtain a greater level of satisfaction from the internship. Furthermore, this study raises the need for stakeholders to look at the determinants on interns’ satisfaction in a more serious and holistic approach.
Comparative Study of Work-Life Enrichment of Freelancers and Permanent Employees in IT Industry
(Department of of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2020) Kumari, M.R.M.U.; Welmilla, I.
With the present situation of the world, there is more concern about the work familyrelated concepts. Most of the researches are tend to research this area. Most of the previous studies focus on the negative side of the work-family concept that is workfamily conflict. This study primarily focused on work to family enrichment and family to work enrichment, which is the positive side of the work-family concept. This study aimed to investigate the difference in work-life enrichment between freelancer employees and permanent employees in the IT industry. It was hypothesized that the two employment types of freelancer employees and permanent employees differ in their work-family enrichment. This study covered employees working in the IT industry in the Colombo area in Sri Lanka with a sample size of 208, and data were collected through a structured online questionnaire. The hypotheses were tested by using the independent sample T-test. Findings revealed that there is a significant difference between the freelancers' and permanent employees' work-family enrichment. This study concluded that the practitioners are encouraged to implement the freelance working culture to gain more advantages to get better outcomes for the work and family domains. Further, this study is a key attempt to identify the freelancers and their present perspectives.
Impact of Students' Politics on Academic Performance Evidence from Undergraduates of National Universities in Sri Lanka
(Department of of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2020) Dushmantha, P.H.P.; Gamage, P.N.
In the higher education context in Sri Lanka, government universities have a greater responsibility to produce more productive and effective undergraduates to society. The higher education system's quality disruption is caused by the student's engagement with student union activities. In that case, the government, university administration, and society suffer from poor knowledgeable, and unskilled undergraduates arriving from government universities. In this research study, the researcher investigates four major factors, the family background of the undergraduates, the university environment, difficulties faced by the undergraduates, and undergraduate sports involvement in university, which significantly cause student union engagement in national universities. It was found that family background, university environment, difficulties faced by the undergraduates, and sports participation of the undergraduate influence students' involvement in university politics. Ultimately, union involvement significantly impacts the undergraduate's academic performance, which was confirmed by results generated through the omnibus model of the test. This study's findings provide insights for university administration, parents, and primary and secondary school teachers to develop more productive and effective undergraduate through national universities in Sri Lanka.
Impact of Factors Affecting the Motivation to Transfer of Training: A Study of a Leading Commercial Bank in Sri Lanka
(Department of of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2020) Prabodha, P.K.S.; Nishanthi, H.M.
Motivation to transfer training is a crucial determinant of the effectiveness of training programs. The purpose of this study is to assess the impact of factors affecting motivation to transfer training. This study examines the impact of supervisor support, career commitment, instrumentality and peer support on motivation to transfer training. The researcher identified the gap in a selected commercial bank as well as in the banking industry. This study carried out as a deductive, quantitative and a crosssectional study. Primary data were collected from one hundred and eleven staff assistant grade employees of a selected commercial bank using a refined questionnaire through an online questionnaire survey, designed as a google form. The sample will pick up by using a simple random sampling method. Hypotheses were developed based on the reviewed literature. SPSS software used to analyze collected data. The findings showed that supervisor support, career commitment, instrumentality, and peer support significantly impact motivation to transfer training and a significant relationship between them.
Impact of Personality Traits on Employee Job Performance
(Department of of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2020) Yasodhara, T.L.; Mahalekamge, W.G.S.
The purpose of this study was to assess the impact of personality traits on employee job performance of the selected leading bank in Sri Lanka. This study is carried out as a quantitative explanatory research work. Further, the sample was selected using simple random sampling technique. This was a cross sectional study and standard questionnaire was used to collect primary data through a survey. Questionnaires were distributed to a sample of 152 of bank staff who are currently working in a leading bank in Sri Lanka. To analyze received questionnaires data, SPSS (Statistical Package for the Social Science) was used. To interpret data analyzed and to obtain the results graphical charts, descriptive statistical techniques such as mean, standard deviation, skewness, kurtosis and also histograms, correlation and coefficient, simple regression analysis and residual analysis were used. To test the relationship between variables, Pearson correlation analysis was used. Simple regression analysis was used to identify the degree of the impact of the independent variable on dependent variable. Further, results revealed that extraversion, conscientiousness, agreeableness and openness to experience has positive and significant impact on job performance of employees while neuroticism statistically proved that there is no significant impact on employee job performance. The present study would provide the directions for theoretically and practically for the relevant parties in banking industry. Moreover, this study would provide the direction to HR policy makers, managers, supervisors and to future researchers.
Impact of Voluntary Retirement Scheme on Employee Loyalty
(Department of of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2020) Basnayake, B.M.A.I.; Janadari, M.P.N.
Although the direct effect of voluntary retirement scheme on employee loyalty is well documented, previous theoretical explanations and empirical findings of these two variables' relationship have been inconsistent. Thereby, the current study examines the impact of voluntary retirement scheme (VRS) on employee loyalty. This study was a quantitative and cross-sectional study. Data collected through a structured questionnaire. The probability sampling technique was applied to select the sample, and the final sample consisted of 86 employees who opted for VRS from a garment manufacturing company in Sri Lanka. The data were analyzed using regression and correlation test with the aid of SPSS. The findings revealed that voluntary retirement scheme significantly impacts on employee loyalty. Thus, it was concluded that VRS negatively impacts employee loyalty and damages the company's reputation. Moreover, this study suggested that managers and practitioners should attempt to help the downsized employees for controlling the impact of VRS on employee loyalty. Accordingly, cross-validation of the study's findings to be done in different industries comparatively among a more significant sample in subsequent studies is recommended, which will add more insights to the present study's substance.
Factors Influencing the Innovation Capability of SMEs in Hambantota District
(Department of of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2020) Ramanayake, G.P.; Darshani, R.K.N.D.
Small and medium-sized enterprises play a vital role in the economies of every developing country. Innovation capability is a key in achieving success of Small and medium-sized enterprises in a competitive environment. However, factors which determine the innovation capability are yet to be inconclusive. This study investigates the factors that influence the innovation capability of Small and medium-sized enterprises in the Hambantota district. The study primarily investigated the effect of Organizational culture and Intellectual capital on the Small and medium-sized enterprises' innovation capabilities. The deductive and quantitative research approach was applied. The sample was selected using snowball sampling. Primary data were collected from 98 Small and medium-sized enterprises in the Hambantota district using a structured questionnaire. Descriptive statistics and inferential statistical techniques such as correlation analysis and regression analysis were used in the data analysis. The result reveals that there is a significant moderate positive relationship between organizational culture and innovation capability, and there is a strong positive relationship between intellectual capital and innovation capability. It was also found to be that there is a significant impact on organizational culture and Intellectual capital on innovation capability. Thus, Small and medium-sized enterprises should have a well-focused strategic plan enriched with the intellectual capital to enrich their innovation capabilities and, owners and employees must increase the knowledge of the Organizational culture in their organizations. The present study would provide small and medium businesses, Management practitioners, government, small and medium enterprise development policy makers, and future researchers.
Key Determinants of Entrepreneurial Intention of Non-Undergraduate School Leavers in Sri Lanka
(Department of of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2020) De Silva, H.L.P.; Weerasinghe, T.D.
Entrepreneurs are more important for Sri Lanka as a developing country. The main objective of the study was to identify the key determinants of the entrepreneurial intention of non-undergraduate school leavers in Sri Lanka. There has been a lack of concern about the future of school leavers who will not enter the higher education system. Therefore, this study will facilitate identifying the key determinants of non-undergraduate school leavers in Sri Lanka. This was carried out as a cross-sectional field study among a sample of 132 non-undergraduate school leavers in Sri Lanka. Further, the researcher interviewed 27 respondents out of those 132. Convenience sampling was applied to select the sample. Data were collected via a standard questionnaire that met accepted standards of validity and reliability. Descriptive statistics, simple ranking, thematic analysis were used to analyze data. It is found that the economic condition of the country, preference to the field from childhood, being independent, and job dissatisfaction stimulates the entrepreneurial intention while the intention of going forward in career life reduces the entrepreneurial intention. Analysis of factors which were found through previous literature reveals that familyrelated factors are more influential on entrepreneurial intention than person-related factors. As most of the respondents don’t implement their entrepreneurial ideas even they have the intention, the researcher recommends establishing a mechanism with the aid of the key research findings to capture the entrepreneurial intention of school leavers before leaving the school. Further, data gathered through the mechanism can be linked with business units, financial institutions, and government. Therefore, non-undergraduate school leavers can gain external support to become an entrepreneur. As some individuals are interested in being an entrepreneur while engaging in a job, most importantly, it is recommended to prepare and implement relevant policies to promote parallel entrepreneurship in the country.
Impact of Workplace Mentoring on Employees' Career Development: Study of Executive Level Employees in Sanken Construction (PVT) Limited
(Department of of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2020) Sanjeewanie, B.V.S.; Weerasinghe, T.D.
Mentoring is a major determinant of career development of employees. Executive level employees of a construction company are facing career limitations in Sri Lanka. However, the extant literature does not represent consistent evidence regarding the relationships between mentoring and employees’ career development. Hence, the purpose of this study is to assess the direct effect of workplace mentoring on the individuals’ career development. Current study is quantitative and conducted as a cross-sectional field study. Standard questionnaire was distributed for the target sample as a Google form-online. According to the convenience sampling technique, final sample remains at 104 observations of executives in Sanken Constructions (Pvt) Ltd. The sample data set was analyzed through validity and reliability analysis, normality and linearity analysis and correlation and regression analysis with the aid of the Statistical Package for Social Sciences (SPSS). It is found that there is a moderate positive correlation in between the mentoring and career development of employees. Further, findings present that mentoring significantly impacts on the individuals’ career development. It validate the concept of mentoring has greater involvement in career development of employees. Organizations can survive and attain business success with embedded mentoring programs into their organizational culture. Career shocks and career stagnations of employees can be overcome through the mentoring. Other than that employees can be promoted, offered higher salaries. Having considering whole study, it is recommended for future researchers to enrich this study by using the probability sampling technique for selecting the bigger sample than the existing one. Further, they can conduct their new construct through longitudinal study across the industries and organizations for better results.
Impact of Role Demands on Work-Life Balance: A Study of Executive Level Employees in Apparel Industry, Sri Lanka
(Department of of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2020) Kaushalya, K.D.P.; Welmilla, I.
This study was done to assess the relationship and impact of role demands (work demand and family demand) on work-life balance by mediating the role of inter role conflicts in executive-level employees in the apparel industry, Sri Lanka. The study was an explanatory quantitative study conducted as a cross-sectional field study that applied a hypothetical deductive approach. The convenience sampling method was used to select sample units, and an online-based questionnaire (google form) was used to collect data. The analysis was done by using descriptive statistics, correlation, and linear regression analysis. Results revealed that work demand is significantly related to inter role conflicts, which impacts work-life balance. Similarly, family demands also significantly related to inter-role conflicts, which has an impact on work-life balance. Further, inter role conflicts is found to be a full mediator for both relationships. It concluded that work demand and family demand create inter-role conflicts, which hinders executive-level employees' work-life balance in the apparel industry, Sri Lanka.
Impact of Employee Well-being on Employee Job Engagement: A Study of Managerial Level Employees in Civi-tech Engineering and Construction (Pvt) Ltd
(Department of of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2020) Abeykoon, S.M.; Sangarandeniya, Y.M.S.W.V.
The purpose of the study was to assess the impact of employee well-being on employee job engagement in the Civi-tech engineering and construction (Pvt) Ltd company. This study is carried out as quantitative explanatory research work. Further, it was conducted as a cross-sectional field study. The sample of the study comprised of 46 managerial employees of Civi-tech engineering and construction (Pvt) Ltd. Data were collected regarding the two variables through structured questionnaires. The collected data were analyzed using descriptive statistics, correlation analysis, and regression analysis. Descriptive statistics illustrate that perceived employee wellbeing of the samples at lower level and perceived employee job engagement of the samples is at lower level. As per the results of the correlation, it was found that there is a strong positive relationship between well-being and employee job engagement. Further, the results of the regression analysis illustrate that there is a significant impact of employee well-being on employee job engagement. Hence, it is recommended to establish properly planned employee well-being practices that will facilitate to make the employee fully engaged with their job. Current researcher encourages the future researchers to test the proposed research model within different organizational and cultural context to improve the generalizability of the study results. This study would raise the level of interest regarding the impact of employee well-being on employee engagement.
Impact of Open Office Work Environment on Employee Psychological Well-being: Study with Special Reference to the Banking Industry of Sri Lanka
(Department of of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2020) Senanayake, R.N.; Weerasinghe, T.D.
Optimizing employee psychological well-being is a must for an organization, so that it is a practice gaining more importance in organizational disciplines nowadays. However, a gap is found as per the extant literature, between the ideal condition and practical level of the employee’s workplace well-being. As the open office work environment is a novel concept to Sri Lankan banking industry, and its effects on employee psychological well-being is not well addressed yet. Hence, the current study attempts to assess the effect of open office work environment on employee psychological well-being with special reference to the banking industry in Sri Lanka. The study was quantitative and cross-sectional survey design was followed. Data was collected through a standard questionnaire. Simple random sampling technique was applied to select the sample, and the final sample consisted of 316 executive level employees selected from three main licensed commercial banks in Sri Lanka. Primary data were analyzed using correlation and regression with the aid of SPSS and Excel. Findings revealed that the more significantly, psychological well-being is perceived by the banking sector employees to be impacted by the open office work environment, and there is a strong positive relationship between open office work environment and psychological well-being. Thus, it is concluded that open office work environment improves overall psychological well-being of employees due to advantages like allowing them to easily communicate with each other and leads to reduce the stress level for employee encountered. It is suggested that to maximize the effectiveness of open office further, organizations can take more initiatives to enhance the level of collaboration, manage the noise level, and to increase the level of privacy in the work environment. Cross-validation of the findings can be done in different industries, using quite a bigger sample in future studies.
Impact of Leadership Styles on Employee Performance: A Study of Staff Level Employees in ABC Private Limited
(Department of of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2020) Gajaweera, I.S.; Dhammika, K.A.S.
Although the direct effect of leadership styles on employee performance is well documented, the relationship's historical, theoretical explanations and empirical findings were not consistent. Thus, drawing upon the theory of authentic leadership, servant leadership, and theory of ethical leadership, the current study examined the impact of leadership styles such as authentic, servant, and ethical leadership on employee performance. The study was quantitative, and a cross-sectional survey design was followed. The data were collected through a structured questionnaire. The convenience sampling technique was applied to select the sample, and the final sample consisted of 152 staff-level employees in ABC Private Limited. The data were analyzed using Descriptive, Multicollinearity, Correlation, and Regression analysis with the aid of SPSS. It is found that leadership styles such as authentic, servant, and ethical leadership significantly impact employee performance. In addition, there is a moderate positive correlation between employee performance and such leadership styles. Finally, it is concluded that through authentic, servant, and ethical leadership, employees would be able to achieve high performance. Not only was that it suggested that managers and supervisors could adopt a positive leadership style to improve employee performance. It is recommended that the results of this study be cross-validated in different industries and leadership styles compared with a larger sample in subsequent studies.
Impact of Workplace Harassment on Employee Turnover Intention: Study of Employees in Sri Lankan Army
(Department of of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2020) Aberathna, H.P.D.T.S.; Janadari, M.P.N.
A main existing challenge for the most organization is to retain employees within their organization. In the current scenario, Sexual and Racial harassment have been significant factors that affect employee turnover. Therefore, considering sexual harassment and racial harassment as independent variables and employee turnover intention as the dependent variable, this study is being conducted to determine, “How workplace harassment impact employee turnover intention in Sri Lanka Army?” The data for the research was collected from the soldiers of the Sri Lanka Army. The total population is whole soldiers in Sri Lanka Army. Among them, chosen sample is one hundred and sixteen soldiers. When selecting the specific sample from the population, the simple random sampling method was used. Primary data for the current study was gathered through a Likert scale questionnaire, whereas secondary data collected through a literature review of previous studies. This research study is intended to identify whether Workplace harassment can impact employee turnover intention of soldiers in the Sri Lanka Army. Therefore, to determine the relationship between the independent and dependent variable, Pearson Correlation and Regression Analysis methods were employed. The findings revealed a weak positive relationship between sexual and racial harassment with turnover intention. Accordingly, essential rules and regulations should be implemented to ensure security within the workforce.
Impact of Perceived Organizational Politics on Emotional Exhaustion with the Mediating Effect of Workplace Incivility: Middle Level Employees in the Apparel Industry at the Western Province
(Department of of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2020) Senarathna, W.A.N.M.; Jayarathna, S.M.D.Y.
The main purpose of this study was to identify the impact of perceived organizational politics on emotional exhaustion in the apparel industry of the middle level employees at the western province. Further, the current study was designed to identify the mediating effect of workplace incivility for the impact of perceived organizational politics on emotional exhaustion. This is a cross sectional descriptive research in nature. A standard questionnaire was used to collect primary data through a google form. The respondents were the professionals those who are working in the apparel industry, selected from few private sector organizations in Sri Lanka. Descriptive statistics, simple regression analysis was used to analyze the data and make conclusions. Findings revealed that perceived organizational politics was a reason to the emotional exhaustion of the middle level employees in the apparel industry and also this impact increased by the mediator, workplace incivility. However, the findings revealed that the perceived organizational politics and workplace incivility is highly affected to emotional exhaustion of the employees. It will be a critical problem in the future.