Kelaniya Journal of Human Resources Management

Permanent URI for this communityhttp://repository.kln.ac.lk/handle/123456789/13907

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Author: search.filters.author.Mahalekamge, W.G.S.Start date: 2010

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    Impact of Individualism and Collectivism on Managing Conflicts at Work: Evidence from Public Sector Banks in Sri Lanka
    (Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka, 2014) Rukshan, W.I.U.K.; Nishanthi, H.M.; Mahalekamge, W.G.S.
    Conflict management is the process of planning to avoid conflict where possible and organizing to resolve conflict where it does happen, as rapidly and smoothly as possible. The ability to manage conflict is probably one of the most important social skills. The aim of this research is to identify the influence of individualism and collectivism on managing conflicts at work place. Hence, it is necessary to identify the factors that influence on individual’s conflict management styles for improving work place relations and productivity of individuals, but very few attempts have been made to find out the factors influencing managing conflicts in the Sri Lankan context. Current study employs 86 respondents who were randomly selected from the two public sector banks. The data obtained from the structured questionnaire were analysed using descriptive statistics, correlation, and regression analysis. Through results it was found that there is a positive moderate relationship between individualism and conflict management styles. Further, it is noted that there is a positive moderate relationship between collectivism and conflict management style, and also researcher found out that out of 86 employees, 23% prefer collaborating. And also 21% of employees prefer accommodating. Two set of 20% employees prefer avoiding and compromising. The least number of employees prefer competing.
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    The Relationship between Performance Appraisal Satisfaction and Employee Outcomes: With Special Reference of Bank of Ceylon Head Office
    (Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka, 2013) Weerakkody, W.A.S.; Mahalekamge, W.G.S.
    The HR practice of Performance appraisal positively influences employee behavior and performance. The purpose of the present study is to examine the relationship between performance appraisal satisfaction and employee outcomes, in the form of employees’ motivation, work performance and employees’ commitment. Base on that purpose BOC Head office was selected to conduct this research. The research framework consists of independent variables, and a dependent variable. The independent variable of the study is PA satisfaction and dependent variable is employee outcomes. Dependent variable divided in to three sub variables; employees’ motivation, work performance and employees’ commitment. Three hypotheses were formulated to be tested under this study. To collect data a structured questionnaire was used and distributed among the 110 sample by using the simple random sampling method. The data was analyzed through correlations of variables and regression in order to answer for the Hypothesis of the study. The results indicate that there is a weak but positive relationship between performance appraisal satisfaction and employee outcomes. And also there is an impact of performance appraisal satisfaction on employee outcomes.According to the analysis, 10% impact of Performance Appraisal satisfaction on employees’ motivation, 14% impact of Performance Appraisal satisfaction on work performance and 5% impact of Performance Appraisal satisfaction on employees’ commitment. Thus, in order to obtain positive outcomes, organization should provide a performance appraisal platform where employees must create satisfaction with performance appraisal.