Annual Research Symposium (ARS)

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    Factors influencing employee job satisfaction leading to organizational effectiveness(with special reference to polymer based manufacturing industry in the western
    (Research Symposium 2009 - Faculty of Graduate Studies, University of Kelaniya, 2009) Douglas, M.H.; Abeysekera, R.
    During the recent past, organizations in the Polymer Based Manufacturing Industry (PBMI) in the Western Province (WP) experienced a setback in the Organizational Effectiveness (OE) due to higher labour turnover, absenteeism and lower job satisfaction. It was found that end variables of OE such as production, cost, sales, and earning and management-union relationships were at low ebb. The literature suggested that Employee Job Satisfaction (EJS) has an impact on OE. Therefore, the objectives of this research were (1) to identify the factors influencing EJS leading to OE. (2) to design effective conceptual framework to test the data empirically. (3) to critically analyze the data using statistical techniques and methods (4) to offer possible conclusion and recommendations toward enhancing EJS leading to OE in the PBMI in the WP. The researchers selected eighty employees in the senior, middle and non managerial levels from three companies in this industry and they were served with a questionnaire designed under likert method. The results were analyzed using multivariate analysis, ANOVA, likert mean and standard deviation. The key conclusion arising from the analysis was that pay and promotion had a greater impact on the level of EJS leading to OE. The Researchers believe that other important variables which were not accounted for the unexplained variation in the OE may be leadership, organizational culture, people management, and management style and total quality management. It is recommended to introduce effective strategic human resource management with good corporate planning process and management of change, giving more weightage to pay and promotion to achieve OE for long term sustainability of this industry.
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    Identifying Retention Strategies for Marketing Executives Working for Leasing Companies in Sri Lanka
    (University of Kelaniya, 2008) Abeysekera, R.
    Existing literature reveals a gap in the empirical knowledge in respect of factors that affect marketing executive turnover at the firm level. The present study empirically evaluated seven voluntary job related reasons for turnover of marketing executives of leasing companies in Sri Lanka. The job related reasons are realistic job information, lack of fit to job, work family balance, career development, compensation, general work environment and supervisor support. The study involved 70 marketing executives who were selected randomly from 10 leasing companies. The results indicated the realistic job information, lack of fit to job, career development, compensation, general work environment and supervisor support were negatively and significantly correlated to the turnover. The work family balance was not negatively correlated with turnover. Results of the regressing the job related reasons on turnover showed that career development, compensation and lack of fit to the job are strong predictors of turnover. The independent variables accounted 54 % of the variance in the turnover. The key finding of this study is that the career development is the str-ongest predictor of turnover. These are the areas that leasing companies should address mostly in their retention strategies.