7th HRM Student Research Symposium 2020

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Assessment of the Factors Affecting Students' Satisfaction towards E-Learning: A Study of University Students in University of Kelaniya, Sri Lanka
(Department of of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2020) Livera, R.T.B.; Peiris, M.D.P.
This study was conducted to assess the factors affecting students' satisfaction towards E-learning. Quantitative and deductive approaches were used for this study, and the study population was university students at the University of Kelaniya Sri Lanka. Further, the sample was selected using the simple random sampling technique. This study's independent variables were participants' interaction, e-learning flexibility, elearning quality, students' learning style, and digital literacy. The primary data were collected from 121 respondents through a questionnaire distributed in a Google form. To analyze primary data, SPSS was used. It was found that the independent variables, participants' interaction, e-learning flexibility, e-learning quality, and digital literacy, are factors that significantly influence the students' satisfaction towards e-learning. Further, this study found that there is no significant relationship between the learning style of students and students' satisfaction towards e-learning. The present study would provide direction to the policymakers, university administrators, university academic staff, system designers, and future researchers.
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.
Determinants of Freelancing Intention of Undergraduates: Evidence from Universities in Western Province of Sri Lanka
(Department of of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2020) Viduranga, J.G.L.S.; Jayarathna, S.M.D.Y.
Freelance career model is considered one of the most trending careers worldwide in the 21st century. Freelancing is a more viable option for the country like Sri Lanka because it generates more jobs and have a potential to eliminate the youth generation's unemployment rate. However, there are not enough studies that were conducted on this model in the Sri Lankan context. Thus, the present study focuses on identifying the impact of critical determinates for freelancing on the freelance intention of undergraduates in Sri Lanka. A questionnaire was developed from standard measures and distributed using a google form. Data were collected from 139 undergraduates from eight universities in Sri Lanka. The study revealed that income level, the flexible time factor, ability to outsource has a positive impact on freelance intention while government support and soft skill development has a negative impact on freelance intention. The finding of the study serves as a guideline for policymakers of the country. It is recommended that they have taken the necessary action to motivate freelancing and amend laws and regulations that can generate positive stimulate for the freelancing in the country.
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.
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.
Effect of Followership on Transformational Leadership: Study of Non-Executive Level Employees in Central Bank of Sri Lanka
(Department of of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2020) Sanjeewani, W.N.; Janadari, M.P.N.
Leadership is the art of encouraging a group of people to achieving a common goal. Transformational leadership is a very important leadership style. Because they create a vision for their followers and guide the change through inspiration and motivation. Followership is a critical role of achieving common goals of the organization. Leadership and followership is supportive bond. Without followers there are no leaders. The prime purpose of this paper is to investigate the effect of followership on transformational leadership in Central Bank of Sri Lanka. The current study was adopted a quantitative research approach and to collect data a self-administrated questionnaire was used. Final sample included of 108 non-executive level employees in Central Bank of Sri Lanka. This study was found that there is a moderate positive correlation between followership and transformational leadership. Furthermore, it shows that there is a significant impact of followership on transformational leadership. Based on the findings of the study emphasizes the prime importance of followership plays in shaping transformational leadership behavior. Banking sector need to pay more attention to follower’s development to provide better followership outcomes and it leads to build strong relationship between followers and leaders.
Effect of Gender Discrimination on Employee Performance: Mediating Role of Occupational Stress: A Study of Executive Level Employees in the Banking Sector of Sri Lanka
(Dilrukshi, U.N., Ranasinghe, V. R. (2020). Effect of Gender Discrimination on Employee Performance: Mediating Role of Occupational Stress: A Study of Executive Level Employees in the Banking Sector of Sri Lanka. In : 7th HRM Student Research Symposium, 2020. Department of of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka, p.63., 2020) Dilrukshi, U.N.; Ranasinghe, V. R.
Even though there are many determinants of the employee performance mentioned in the extend literature, gender discrimination effects on employee performance has not been studied in the Sri Lankan banking sector yet. Discrimination among employees has become an important issue in the current organizations. Bridging this gap in the context, the current study assessed the impact of gender discrimination on employee performance and assessed the mediating role of the occupational stress in the branches of people's bank in Rathnapura district. The current study was conducted as a crosssectional, field study among a sample of eighty executives in the bank following the simple random sampling technique. Primary data was collected through a standard questionnaire distributed via the online platform. The collected data were analyzed with the support of the SPSS employing correlation, regression, and descriptive statistics. It is found that there is a negative impact of gender discrimination on employee performance with mediating occupational stress. According to the results of the study there was a positive relationships between hiring, promotion and wage gender discriminations with occupational stress, as well as a negative relationship between occupational stress and employee performance. Hence it is recommended to all HR managers in the organizations to maintain gender equality within the organization, which in turn, will affect their performance.
Factors Affecting the Effectiveness of Work from Home among the Middle-Level Employees of Manufacturing Industry
(Department of of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2020) Thirimanna, T.H.B.M.; Devadas, U.M.
Work from Home (WFH) concept gained much popularity and importance than earlier with the quarantine period during global pandemic COVID 19 as many countries applied physical distancing strategy to avoid the pandemic. The current study was initiated to identify the factors affecting work effectiveness from home among middlelevel employees in the manufacturing industry using individual-level data from 136 middle-level employees randomly selected from three (03) manufacturing companies. In studying that, four main research objectives; identifying the level of effectiveness of WFH, identifying the factors that affect the effectiveness of WFH, identifying the relationship between factors and effectiveness of WFH, and identifying the impact of factors on WFH, were raised. Hence, this was conducted as a cross-sectional, quantitative field study. Primary data were collected via a standard questionnaire that met the acceptable level of validity and reliability. The data were then analyzed using descriptive statistics to assess the level of effectiveness, Pearson correlation coefficient analyses to assess the relationship among variables, regression analyses to assess the degree of impact, and independent sample T-Test. The study results revealed a high level of effectiveness of WFH among middle-level employees of selected manufacturing companies and management support, technical support, employee training, task identity, feedback, and job autonomy significantly correlates with the effectiveness of WFH and significantly impact the effectiveness of WFH. According to the results, all four research objectives were achieved. Hence it is recommended for practicing managers to pay much attention to these factors that affect the effectiveness of WFH when allowing employees to WFH.
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.
How Flex-work Impacts on Work Engagement in Sri Lankan Context? A Study of Employees in IT Industry
(Department of of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2020) Samanmali, R.A.S.T.; Thisera, T.J.R.
The purpose of this study is to assess the impact of flex-work on work engagement of employees in IT industry in Sri Lanka. This study is quantitative and explanatory research work. This is a cross-sectional descriptive research and the standard questionnaire was used to collect data through an online survey. The final sample of the study was 110 employees who are currently working in IT industry. Statistical Package for the Social Science (SPSS) was used to analyze collected data. Simple regression analysis was used to test the impact of flex-work on work engagement. The present study revealed that there is a significant positive impact of flex-work on work engagement. The present study provides the directions for HR policymakers, employees, supervisors, and future researchers.
Impact of ‘Adoption to Shift-work’ on Work-Life Balance of Operational Level Employees of Glove Manufacturing Industry in Sri Lanka
(Department of of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2020) Maddumage, M.O.K.; Peiris, M.D.P.
This study was initiated with the primary objective of assessing the impact of adoption to shift work on the work-life balance of operational level employees of the glove manufacturing industry in Sri Lanka. The researcher attempted to answer a problem that is concerned with filling a contextual gap in empirical knowledge and theoretical comprehension. The deductive approach was predominantly applied for the study, which is mainly an explanatory one. Therefore, the study was carried out as a crosssectional and quantitative field study. Data was collected through a standard questionnaire using the convenience sampling technique due to the population is unknown. The sample consisted of 101 operational level employees from two glove manufacturing companies located in Kaluthara and Gampaha Districts, Sri Lanka. It is found that adoption to shift work has a significant positive relationship and impact with the work-life balance of operational level employees. Hence, adoption to shift work can be identified as a significant factor in the work-life balance of operational level employees. Therefore, it is recommended that employee adoption levels be encouraged and improved through shift work lifestyle training. Further, arranging shift work, considering shift life balance model will cause to increase their levels of adoption to shift work and work-life balance. Additionally, cross-validation of the findings of this study can be undertaken in different industries. It is recommended to use a bigger study sample for future research studies, as it will hopefully add more insights to the present study's substance.
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 ‘Individual Political Ideology Diversification’ of Generations on the Interpersonal Conflict in Public Sector Banks, Sri Lanka
(Department of of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2020) Liyanaarachchi, B.L.A.L.S.; Peiris, M.D.P.
This study focused on investigating the impact of individual political ideology diversification on interpersonal conflicts at work. The study results will help employees identify how the employees` interpersonal conflicts arisen due to diversified political ideology can be reduced. The study also highlights the most significant factors of political ideology. This study will guide society to follow a new career path, leading to creating multi-skilled and calm employees. This study has been carried out as a cross-sectional field study, predominantly applying the hypotheticalquantitative deductive approach, in which the researchers’ interference on the study sample was minimal. The population of the current study comprised of the executive level employees of public sector banks in the Colombo region. Therefore, the unit of analysis is at the individual level. As the total number of observations in the population is known, the simple random sampling method was applied to select the sample. The target population of this study was 322 respondents. Out of 300 questionnaires distributed, 235 responses were received. The author successfully determined that individual political ideology influences interpersonal conflicts at work. Further, this study makes a major theoretical contribution by addressing the political theory and generation’s theory to the literature also. It is suggested that managers and practitioners establish such a culture and calm environment by improving teamwork in the workplace. Cross-validation of the findings of the study can be undertaken in different industries and cultures using a more significant sample, which will add more insights to the substance of the study.
Impact of ‘Shift-work Effects’ on Employee Performance: A Study of Non-Executive Level Employees in ABC Company
(Department of of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2020) Jeewanthi, P.D.J.; Welmilla, I.
The prime purpose of this study was to assess the impact of shift work effects on employee performance at non-executive level employees in ABC Company. According to the extant literature, there were three types of shift work effects; Physical Health effects, Mental Health Effects, and Family and Social Lives Effects. Shift work has been an integral part of society. A shift worker is someone who does not regularly work a standard daytime schedule. The study was quantitative, and a cross-sectional survey design was followed. Data was collected through a structured questionnaire. A simple random sampling technique was applied to select the sample, and the final sample consisted of 116 non-executive level employees from a Private sector Company in Sri Lanka. Regression and correlation analyses have been used to examine the impact of shift work effects on employee performance. It is found that physical health effects did not significantly affect employee performance. However, mental health effects and family and social lives effects have a significant impact on employee performance. Finally, it is concluded that mainly mental health and family and social lives effects impact on employees' performance. It is suggested that management in the organization should ensure the proper procedure to identify whether employees are in a good situation with the shift work system and are there any concerns that they need to consider in relating to that system. Moreover, shift work often requires a great deal of flexibility with a worker's schedule.
Impact of Effectiveness of Online Learning on Students’ Satisfaction towards the Online Learning
(Department of of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2020) Minosha, A.S.S.; Sangarandeniya, Y.M.S.W.V.
This study aimed to assess the impact of the effectiveness of online learning on students’ satisfaction with online learning. This is an explanatory study on the quantitative approach. The population was five hundred and sixty-eight (568), final year undergraduates, in the Faculty of Commerce and Management Studies and 230 undergraduates among them were selected as the sample of the study through stratified sampling technique. The primary data collection was done through a standard questionnaire using google forms in online mode. The researcher conducted the preliminary analysis to ensure the reliability, validity, normality, and linearity of the data gathered. Further, the level of effectiveness of online learning and students’ satisfaction towards online learning was initially measured through descriptive statistics, and both measures were at a moderate level among these undergraduates. Then the strength of association was measured through correlation statistics using the Pearson correlation method and the results illustrate a significant moderate relationship (R = 0.630, Sig. = 0.000) between the effectiveness of online learning and students’ satisfaction. Moreover, the regression analysis results reveal a significant impact on the effectiveness of online learning on students’ satisfaction (R2 = 0.397, Sig. = 0.000). Furthermore, the students can use self-engagement, active participation and other tactics to improve their online learning satisfaction. The educational institutions can improve online learning effectiveness using tactics such as a userfriendly interface for LMS or website, maintaining a contact centre, etc. Further, the future researchers can study regarding the online learning field using the qualitative approach.
Impact of Emotional Labor on Employee Performance: Mediating Effect of Employee Well-Being
(Department of of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2020) Padmasiri, H.R.D.S.; Karunarathne, R.A.I.C.
Although, the prior research extensively examined the antecedents of employee performance, a little is known about the effect of emotional labor on employee performance, particularly in the Sri Lankan context. Hence, bridging the gap in the context, the current study examined the impact of emotional labor on employee performance. Based on extant literature, the researcher developed a conceptual model which explains the effect of emotional labor on employee performance through employee well-being. Data were collected from 117 front line employees from 4 leading commercial banks in Sri Lanka to test the model. Data were analyzed employing correlation, regression and descriptive statistics with the support of the SPSS. The results show a significant impact of emotional labor on employee performance, where employee performance increases by 22.6%. Further, mediating analysis results show that employee well-being partially mediates the effect between emotional labor and employee performance. Overall, this study highlights the importance of emotional labor to improve employee performance, in particular service sector organizations. The study’s data are cross-sectional. Thus, future studies are encouraged to use a longitudinal research design with different samples. It is recommended that banks and other service organizations take necessary action to develop individual employees’ emotional regulation appropriately.
Impact of Employee Commitment to Change on Success of the Change: A Study of Staff and above Level Employees in ABC Company
(Department of of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2020) Gunawardhana, D.H.A.; Dhammika, K.A.S.
The global business environment is changing rapidly, and companies must change their strategies, structures, plans in line with the change. Otherwise, organizations cannot survive in the rapidly changing commercial environment. As a result, organizations are attempting to make changes to the organization. However, the success of implementing change continues to be challenging. The extant literature shows that most change implementations were unsuccessful while the small number of change implementations was successful. Employee commitment to change is one of the leading factors that lead to successful change. Even though there has been considerable research to examine the impact of employee engagement with change on the success of change in the Western context, there is a limited understanding of research on this issue in the Sri Lankan context. Thus, this study aims to identify the impact of employee commitment to change on the success of change in one of the leading manufacturing firms in Sri Lanka. In this study, the researcher conducted quantitative research, and a cross-sectional survey comprises 113 staff and above level employees in ABC Company using a convenience sampling technique. The data were analyzed using descriptive statistics, correlation, and regression statistics with the aid of SPSS. It was noted that employee commitment to change is significantly related to successful change and that there is an impact on employee commitment to change on successful change. It was concluded that in determining the success of an implemented change, commitment to change plays an important role. The study provides a significant theoretical contribution in addressing the Herscovitch and Meyer three-component theory of commitment to change. It is suggested that when implementing a change, managers and practitioners should be concerned with employee perspectives as well. However, cross-validation of this study is recommended in different industries and cultures compared with a larger sample in subsequent studies.
Impact of Employee Meaningfulness of Work on Employee Engagement: A Study of Non - Executive Level Employees in Private Banks in Gampaha District, Sri Lanka
(Department of of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2020) Shashiprabha, H.W.P.U.; Jayarathna, S.M.D.Y.
Human Resource is the life-blood of any organization, thus employee engagement has become a major concern in current organizational context. Therefore the current study focused on exploring the impact of employee meaningfulness of work on employee engagement with special reference to non- executive level employees of private banks in Gampaha district, Sri Lanka. Data were collected from 167 non-executive level employees through a standard questionnaire and distributed via google forms and printed questionnaires. The researcher analyzed data through SPSS (Statistical Package for the Social Science) and simple regression analysis was used to test the impact of employee meaningfulness of work on employee engagement. Accordingly, findings of the current study revealed that employee meaningfulness of work positively impacts on employee engagement among non-executive level employees in private banks. Further, the study findings contribute to the knowledge of Human Resource Management and Organizational Behavior and it adds value to the Sri Lankan research knowledge.
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 Employee Work-Life Balance on Employee Job Retention: A Study of a Leading Apparel Company in Sri Lanka
(Department of of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2020) Bandara, E.M.S.C.; Ranasinghe, V.R.
The study examined the relationship between the work-life balance on employee retention in Hirdaramani Mihila Agalawaththa (PVT) Ltd. Employee work-life balance is the dependent variable in this study and employee retention is the independent variable of this study. Accordingly, the main objective of this study was to identify the relationship between employee work-life balance and employee job retention. 179 operational level employees were selected as a sample based on the simple random sampling method. The researcher used primary data for the data collection. The collected quantitative data were analyzed through SPSS using descriptive analysis techniques. The study suggested that; there is a positive relationship between employee work-life balance and employee job retention. A moderate positive correlation is found between the work-life balance and employee job retention (r=0.443) which is statically significant (Sig. 0.000) is less than the level of significance (0.01). According to the results, 19.6% (R Square = 0.196) of the variation of employee work-life balance could be significantly (Sig. = 0.000 which is less than 0.05) explained by the independent construct in the research model in employee job retention. Further, the marginal contribution of employee retention (0.595) in determining the effect on work-life balance is to be considered statically significant (Sig. = 0.000) in the regression equation. According to the regression results, there is a significant impact of work-life balance on employee job retention. The results of this study can be used by various parties such as apparel companies, apparel sector employees and future researchers.