ICBI 2019

Permanent URI for this collectionhttp://repository.kln.ac.lk/handle/123456789/21310

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Author: search.filters.author.Gamage, P.N.

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    The Impact of Work Values on Turnover Intention of Generation Y Employees in Office Automation Industry of Sri Lanka
    (, International Conference on Business and Information (ICBI – 2019), [Human Resource Management], Faculty of Commerce and Management Studies, University of Kelaniya Sri Lanka, 2019) Jayamanna, D.A.C.M.; Gamage, P.N.
    Managing employee turnover is a matter of critical importance to any organization in the contemporary business arena. This situation becomes even stringent as organizations are continuously pressurized by greying of the workforce and the constant need to replace them with suitable employees from the emerging generations. In this context, managing generation Y becomes a matter of absolute importance as they are the generation who dominates the contemporary workplace and who will take up responsibility as the leaders in the near future. However, when it comes to generation Y, dealing with employee turnover becomes another critical matter as they report the highest number of employee turnover rates when compared to other generations in the workplace. Conversely, when analyzing the reasons for such turnover, work values play a significant role, as generational differences occur mainly due to the differences in the values they uphold. Therefore, studying the impact of work values on turnover intention of generation Y employees becomes a matter of significance in any industry. However, when it comes to the local office automation industry this situation becomes ever more critical as the average employee turnover rate among millennials skyrockets to 23%. Accordingly, the thesis findings confirmed that work values indeed had a significant impact on turnover intention of generation Y employees. However, results also suggested that intrinsic values such as cognitive and altruistic work values had the strongest impact on turnover intention. On the other hand, traditional extrinsic values such as instrumental and prestige work values had no significant impact on turnover intention of the millennials. The findings thereby indicated that in order to retain generation Y employees, modern organizations should be more interactive and engaging, thereby creating a conducive and free environment for employees to learn and excel themselves professionally. Therefore, it compels managers to think past providing mere financial benefits and traditional welfare measures in order to retain employees. Hence, this research provides a novel contribution to the existing body of knowledge regarding generation Y employees in the Sri Lankan office automation industry.
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    Factors Affecting the Adoption of Human Resource Information System of Clerical Employees at Ceylon Electricity Board
    (Information (ICBI – 2019), [Human Resource Management], Faculty of Commerce and Management Studies, University of Kelaniya Sri Lanka, 2019) Peiris, P.K.S.; Gamage, P.N.
    The study investigated the impacts of factors which affect the adoption of Human Resources Information System of clerical employees at Ceylon Electricity Board with three specific objectives; (1) measuring the level of adoption (2) identifying the most prominent factor which affects to the adoption decisions, and (3) providing suggestions to encourage the adoption of Human Resources Information System among clerical employees at Ceylon Electricity Board. Technology, Organization, and Environment context model (TOE model) was exercised as the analytical tool. This survey utilized cluster sampling method to select 70 of clerical employees who have been working at Personnel and HR branches in Colombo district. A selfadministrated questionnaire was used to gather information. Results of multiple regression analysis presented that only organization context factors; Management Commitment and Human Capability can establish significant impact where technology context factor (User Friendliness) and environment context factor (Regulatory Compliance) cannot make significant impacts on the adoption. Management Commitment was the prominent factor.