11th HRM Student Research Symposium 2024

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IMPACT OF ORGANIZATIONAL JUSTICE & TASK VISIBILITY ON COWORKER SOCIAL LOAFING: A STUDY OF EXECUTIVE LEVEL EMPLOYEES IN ALL THE OUTLETS UNDER LEADING TEXTILE MANUFACTURING COMPANY
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2025) Fonseka W.H.H.; Ranasinghe, V.R.
This study examines the influence of organizational justice and task visibility on peer social loafing in the Apparel sector. Social loafing, where effort is reduced in groups, affects teamwork performance and organizational performance. This is a quantitative and cross-sectional study that was conducted with 304 executive employees of a large textile manufacturing company. 170 sample size is selected through Simple random sampling technique. The data was analyzed with SPSS, which used correlation, regression, and descriptive statistics to assess the associations between the variables. The findings of this research, therefore, advocate for the reduction of social loafing among coworkers in organized settings; that is, by enhancing organizational justice and increasing the visibility of tasks in the workplace to increase the necessary engagement and accountability in the team settings. The results emphasize the significance of fairness and transparency in improving team performance and reducing counterproductive work behaviors. Organizations can enhance cooperation through fair resource allocation, transparent task assignment, and efficient performance monitoring. This research adds to the knowledge of group dynamics and provides practical recommendations for enhancing workplace cooperation.
EXPLORING THE EFFECT OF TECHNOSTRESS ON CYBER LOAFING, MEDIATING EFFECT OF SELF CONTROL DEFICIENCY
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2025) Jonathan, J.J.J.; Ekanayake, E.M.H.L
Technology plays a vital role in acquiring the attention of society. While seeking attention requires competence, a more skillful workforce is required. That’s where technology comes into play. This possesses pros as well as cons. This research points outs the drawback of technologies. Therefore, this study examines the impact of technostress on cyberloafing among undergraduates in Sri Lanka, with self-control deficiency as a mediating factor. Technostress, caused by excessive dependence on digital technologies, can negatively affect students' focus and academic performance. A quantitative, cross-sectional research design was adopted, and data was collected from 437 undergraduates using a structured questionnaire. The sample was selected through simple random sampling, and data analysis was conducted using correlation and regression analyses in SPSS inserting the sample size of 437. The Sobel test was applied to assess the mediating effect of self-control deficiency. The findings reveal a significant positive relationship between technostress and cyberloafing. The Correlation between Technostress and Cyber Loafing was 0.333 which is statistically significant (0.001) and as per the regression analysis, the R square was 0.11 where the significance value was 0.001, indicating that students experiencing higher levels of technostress are more likely to engage in non-academic online activities. Additionally, Sobel Test was conducted, where the P value was 0.116 which is statistically significant where self-control deficiency was found to be significantly mediating this relationship, suggesting that technostress weakens students’ ability to regulate their online behaviors, leading to increased cyberloafing. The study concludes that managing technostress is essential in reducing cyberloafing among undergraduates. It recommends that universities implement digital well-being programs, self-regulation training, and awareness campaigns to help students manage technostress effectively. Educators should integrate structured digital learning environments and promote time management strategies to reduce the negative impact of excessive technology use. By addressing technostress and enhancing self-control mechanisms, educational institutions can foster a more focused and productive academic environment, ultimately improving students' performance and well-being.
IMPACT OF THE PERCEIVED ORGANIZATIONAL CULTURE ON ORGANIZATIONAL COMMITMENT WITH MEDIATING EFFECT OF PERSON-ORGANIZATION FIT: A STUDY OF EXECUTIVE LEVEL EMPLOYEES IN TEA EXPORTING INDUSTRY
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2025) Dilanka, K.G.M.; Wijewantha P.
Organizational culture plays a crucial role in shaping employee behavior, fostering commitment, and influencing overall job satisfaction. As a result, organizational culture and commitment have become increasingly valuable concepts in both theoretical and empirical research in organizational behavior. A strong cultural alignment enhances employees’ sense of belonging, whereas a mismatch between organizational culture and individual values can negatively impact their commitment and intention to stay. Given the competitive business environment, organizations must understand the interplay between culture and commitment to design effective retention strategies. This study explores the relationship between perceived organizational culture and organizational commitment, emphasizing the mediating role of person-organization fit. A cross-sectional research design was employed, focusing on a leading tea export company in Sri Lanka. Data was collected from 143 executive-level employees across multiple departments using a standardized questionnaire. By analyzing the data through SPSS version 23 and Andrew F. Hayes’ Process Macro (v.4.3), the study aims to uncover key insights into how cultural perceptions influence employee commitment. Findings from this study are expected to highlight the significance of aligning individual values with organizational culture to enhance commitment and job satisfaction. By identifying person-organization fit as a crucial factor in this relationship, the research provides valuable insights for management in designing strategies to strengthen cultural alignment and foster long-term employee engagement. However, since the study focuses on a single tea export company, its findings may have limited generalizability, suggesting the need for further research across diverse industries.
THE IMPACT OF REMOTE WORKING ON MENTAL WELLBEING WITH MEDIATION ROLE OF WORK LIFE BALANCE OF IT PROFESSIONALS IN WESTERN PROVINCE
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2025) Ranwala, R.M.S.P.; Janadari, M.P.N.
The purpose of this research is to identify the impact of remote working on the mental wellbeing of IT professionals in the Western Province of Sri Lanka with the mediation role of work life balance. In addition to that, this study intends to contribute to filling the knowledge gap by looking into the relationship between remote working and mental wellbeing of IT professionals. Although there is enough literature on remote working and mental wellbeing, the literature context focusing the IT industry and Sri Lankan context is less. This research is deductive (theory testing) research. This research was conducted using a survey research strategy and quantitative research method. The employees of the IT companies within the Western Province which are registered in SLASSCOM were chosen as the population of the study. The sample size was 375, data collection was done through a self-administered questionnaire and simple random sampling technique. A Google Form was created and distributed to collect data. The number of employees who responded was 393 and 375 were considered for conducting the research further and 18 responses were discarded due to incompletion. Both descriptive and inferential statistics, namely correlation and regression, were used to analyze data. In addition, process macro was used to find the mediation effect of work life balance. The results indicate that remote working has a positive impact on the mental wellbeing of IT professionals while work life balance does not specifically mediate the relationship between remote working and mental wellbeing.
THE IMPACT OF STRATEGIC HUMAN RESOURCE PRACTICES ON EMPLOYEE RETENTION: EXAMINING THE MODERATING ROLE OF EMPLOYEE ENGAGEMENT AMONG NON – EXECUTIVE EMPLOYEES IN THE GLOVE MANUFACTURING INDUSTRY OF SRI LANKA’S WESTERN PROVINCE
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2025) Nuwandara, I.P.T.; Ekanayake, E.M.H.L.
Employee retention is one of the significant topic in today business landscape, as organizations strive to identify the key factors contributing to employee turnover and have to implement effective policies to retain their work pool. These challenges are particularly significant in the glow manufacturing companies in Sri Lanka’s Western Province. Therefore, the intention of this research is to study the impact of the effectiveness of perceived Strategic Human Resource Management practices on employee retention and moderating effect on employee engagement Conducted on the non-executive employees in few glow manufacturing companies in Sri Lanka. In this analysis, 337 considered out of 2600 number of non-executive employees from the few manufacturing companies were taken as a sample. Primary data were collected using a self-administrated questionnaire and analyzed through deductive approach. Correlation analysis indicates strong positive relationships between the variables. The findings reveals that there is positive impact of SHRM practices on employee retention and significantly moderated by the Job engagement because Strategic HRM Practices are significantly correlated with Employee Retention (r=0.633) and Employee Engagement (r=0.852) and Employee Engagement is also strongly associated with Employee Retention (r=0.649). All the correlations are significant at 0.01 level. According to the results obtained through regression and showing higher Strategic HRM Practices with a higher retention level (R=0.633, R 2=0.401, F=223.225). In order to examine the moderating effect of employee engagement, shows a strong positive effect of Employee Engagement on Employee Retention (R=0.649, R2=0.421, F=242.623), with β=0.649. According to the results, model has an even stronger relationship between Employee Engagement and Strategic HRM Practices, R=0.852, R2=0.726, F=882.809, with β=0.852, which also indicates a high contribution. As a conclusion when management of Glove manufacturing industry should have to formulate the performance base pay and incentives for increase their employee retention. Moreover, other the current study found all other independent and moderating variables effect on positively.
THE IMPACT OF CAREER DEVELOPMENT OPPORTUNITIES ON EMPLOYEE RETENTION AMONG NON-EXECUTIVE EMPLOYEES OF THE ABC COMPANY IN WESTERN PROVINCE
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2025) Wijesinghe, W.M.N.; Devadas, U.M.
The purpose of this research is to identify the impact of career development opportunities on employee retention among non-executive employees of the ABC company in the Western province of Sri Lanka. Currently, the employees are interested in something more than the remuneration package. The availability of enhancing their competencies by career development is a debatable topic at present. Concern about career development opportunities is high in most western countries. But when it comes to the Sri Lankan context, it has been observed that only a few companies do follow these practices. The study was cross-sectional, and the data was collected from 139 non-executive employees of a selected company in Western province using a random sampling method. Primary data collection was done through a questionnaire. The data collected was analyzed using univariate and bivariate methods through Statistical Package for Social Science (SPSS), version 20.0. This study found that career development opportunities have a significant impact on employee retention among non-executive employees of selected company in the Western province of Sri Lanka. In accordance with the regression analysis, it was proved that there is a positive impact of the dimensions of career development opportunities on employee retention. It is concluded that career development opportunities have a positive effect on employee retention among non-executive employees in the Western province of Sri Lanka. Further, this study supports filling the existing theoretical and practical gap and is helpful to the top management of organizations to understand the importance of career development opportunities and employee retention.
IMPACT OF WORKPLACE BULLYING ON JOB ATTITUDES IN SELECTED COMPANY IN APPAREL INDUSTRY
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2025) Thakshila J.P.D.; Rebecca, E.
Employee turnover and negative attitudes towards the workplace have become a major problem in the current apparel industry. This research investigates the impact of workplace bullying on job attitudes, namely workplace deviance, organizational citizenship behavior, and turnover intention, within the apparel industry in Sri Lanka. In this quantitative, cross-sectional study, data from 140 machine operators were collected using a structured questionnaire and analyzed with the use of SPSS. The results showed significant relationships where workplace bullying positively influenced workplace deviance and turnover intention, while negatively affecting organizational citizenship behavior. This study therefore calls for proactive anti-bullying policies and workplace training to realize respectful and supportive work cultures. Limitations include reliance on self-report data, however, this study provides actionable findings for policy makers and HR professionals. Future research should investigate other leadership styles, other mediating factors, and contexts from different industries to better understand the dynamics of workplace bullying and job attitudes.
IMPACT OF TRANSFORMATIONAL LEADERSHIP ON EMPLOYEE TASK PERFORMANCE IN SELECTED AUTOMOBILE COMPANY IN SRI LANKA
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2025) Madushani, A.P.K.K.; Rebecca, E.
This research investigates the impact of transformational leadership on employee task performance within the context of a selected automobile company. In today's competitive and globalized information culture, maintaining a competitive edge requires organizations to attract and retain talented workers, inspiring them to reach their full potential. The study explores the dynamics of employee task performance in the automobile sector, emphasizing the role of transformational leadership in fostering a positive work environment. The automobile sector in Sri Lanka, a significant contributor to the country's economy, faces challenges related to employee disengagement factors, including negative perceptions of the industry and poor working attitudes. Against this backdrop, the study aims to fill a crucial research gap by examining the impact of transformational leadership on employee task performance in the selected automobile company. Data were collected through a standard questionnaire from 144 non-executive level employees working at the selected automobile company. Simple regression analysis was used to test the study hypotheses, and SPSS version 23 was employed to analyze the collected data. In conclusion, the study sheds light on the transformative leadership practices that can significantly influence employee task performance in the Sri Lankan automobile industry. The findings hold practical significance for selected company and other industry stakeholders, guiding efforts to enhance employee satisfaction, productivity, and overall organizational success. Future research avenues include expanding the study to enhance employee satisfaction, productivity, and overall organizational performance.
FACTORS AFFECTING TO RETENTION OF OPERATIONAL LEVEL EMPLOYEES IN APPAREL INDUSTRY IN SRI LANKA
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2025) Jayamanna M. K. T.; Gunasekara V. M.
Employee retention is a critical concern in Sri Lanka's apparel industry, particularly for operational-level employees who play a vital role in production processes. This study investigates factors influencing employee retention at Hirdaramani Knit-Eheliyagoda, focusing on five key variables co-worker relationships, work environment, remuneration, job satisfaction, and supervisor support. A quantitative research method was used, involving 100 respondents chosen from 585 employees working at the operational level. Data were gathered using a standard questionnaire and analyzed with SPSS software, using simple statistics, looking for relationships, and testing ideas. The results show that the work environment, support from supervisors, and job satisfaction have a significant impact on employee retention. On the other hand, pay and relationships with co-workers matter less. These points show that having a supportive workplace, good leaders, and chances for job satisfaction are important for employee retention. The study suggests practical implications for clothing companies to keep their employees from leaving, which helps create a more reliable team and better overall performance for the company.
THE IMPACT OF SUPERVISOR SUPPORT ON PSYCHOLOGICAL SAFETY OF DIFFERENTLY ABLED EMPLOYEES IN SRI LANKA’S QUICK SERVICE RESTAURANT (QSR) INDUSTRY IN COLOMBO DISTRICT, SRI LANKA
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2025) Senavirathna, I.M.K.R.; Harshani, M.D.R.
This research aims to examine the impact of supervisor support on the psychological safety of differently abled employees in Sri Lanka’s Quick Service Restaurant (QSR) industry, with a specific focus on the mediating role of employee trust. This study aims to contribute to the existing knowledge by exploring how supervisor support influences psychological safety and the extent to which employee trust serves as a mediator in this relationship. While psychological safety has been widely studied in various organizational settings, there is limited research on this subject concerning differently abled employees in Sri Lanka’s QSR sector. This research follows a deductive (theory-testing) approach and employs a quantitative research method using a survey strategy. The population of the study comprises differently abled employees working in quick service restaurants in the Colombo district. A stratified sampling technique was used to select 73 respondents, and data were collected through a self-administered structured questionnaire. Statistical Package for Social Science (SPSS) was used for data analysis, employing both descriptive and inferential statistics, including correlation and regression analysis. The findings indicate that supervisor support has a positive impact on employee psychological safety, and employee trust mediates this relationship. These results highlight the importance of fostering supportive supervisor-employee relationships to enhance psychological safety, which in turn contributes to employee retention and job satisfaction in the QSR industry.
THE IMPACT OF ORGANIZATIONAL CULTURE ON EMPLOYEE TURNOVER INTENTION: EVIDENCE FROM A RUBBER PRODUCT MANUFACTURING COMPANY IN SRI LANKA
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2025) Jayasiri, K.A.H.I.; De Silva, G.H.B.A.
This study examines the relationship between organizational culture and employee turnover intention, with a particular focus on the mediating role of job satisfaction among executive employees in a rubber product manufacturing company in Sri Lanka. A quantitative research design was employed, collecting data from 124 executive employees through a structured questionnaire. Regression and mediation analyses were conducted to assess the direct and indirect effects of organizational culture on turnover intention. The findings indicate that clan and adhocracy cultures significantly reduce turnover intention by fostering collaboration, trust, and innovation in the workplace. In contrast, market culture has a moderate negative impact on turnover intention due to its competitive nature, while hierarchy culture exerts the least influence, as its rigid structure may hinder employee satisfaction. The results confirm that organizational culture significantly impacts job satisfaction and turnover intention, with job satisfaction acting as a mediator. The study suggests that fostering supportive and innovation-driven organizational cultures enhances job satisfaction and reduces turnover intention. Practical recommendations include promoting participative decision-making, balancing performance orientation with employee well-being, and incorporating flexibility within structured systems. However, the study's focus on a single organization and its cross-sectional design limit generalizability, highlighting the need for longitudinal and multi-industry research to validate these findings further.
IMPACT OF SUPERVISOR ASSISTANCE, WORK LIFE BALANCE AND TRAINING ON EMPLOYEES' TURNOVER INTENTION: EVIDENCE FROM NON-EXECUTIVE EMPLOYEES OF ABC AUTOMOBILE COMPANY IN SRI LANKA
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2025) Dilruk, M.W.A.; Welmilla, I.
The purpose of this research study is to determine the impact of supervisor assistance, work life balance, and training on employee turnover intention. Additionally, this study aims to fill the gap in literature by investigating the impact of supervisor assistance, work life balance, training on employee turnover intention. While there is a wealth of established global literature on the selected variables, there is limited research specifically focused on the automobile industry. This study explores of the impact of supervisor assistance, work life balance, and training on employee turnover intention of non-executive employees at ABC automobile company in Sri Lanka.This is a deductive, quantitative and cross-sectional research study. The data were collected using a self-administered standard questionnaire in an online format. Simple random sampling technique was employed, and simple regression analysis was used to test hypotheses. The analyzed results reveal that supervisor assistance, work life balance, and training have a positive impact on turnover intention of non-executive employees at ABC automobile company in Sri Lanka.In the case of non-executive employees at ABC Company, this research offers critical insights to policymakers and HR practitioners in Sri Lanka's automotive industry. In addition, It emphasizes the need for an integrated supervisor support strategy, career development-focused work-life balance activities, and targeted training programs to enhance staff retention. However, there are some limitations in the exclusion of other possible influential factors like peer behaviors and leadership, limitation to a single firm, and quantitative measures that cannot capture the perceptions of the employees. Future studies can include extension to more firms and inclusion of more variables including mediating and moderating variables.
IMPACT OF EMPLOYEE WORK-LIFE BALANCE ON EMPLOYEE TURNOVER INTENTION: THE STUDY OF ABC TEA MANUFACTURING COMPANY IN SRI LANKA
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2025) Millewa, M.S.L.; Wanigasekara, W.M.S.K.
The purpose of this study is to investigate the impact of Work-Life Balance on Turnover Intention of employees who work in a well-reputed tea manufacturing sector organization in Sri Lanka. The results of the study provide empirical evidence that the work-life balance has a significantly negative impact on Employee turnover intention. This was conducted as a quantitative and cross-sectional study. Data was collected through a structured questionnaire using a simple random sampling technique. Correlation analysis and simple regression analysis were used to measure the relationship and to test the advanced hypothesis of the study by using Statistical Package for Social Sciences (SPSS). The analyzed results show there is a significant negative relationship between overall independent and dependent variables. The results indicate that the work-life balance is critical in reducing employees’ turnover intentions. Therefore, managers should pay close attention to implementing and promoting work-life balance policies, as employees' satisfaction with their work-life balance will directly influence their decision to stay with the organization.
THE IMPACT OF TALENT ACQUISITION ON EMPLOYEE PERFORMANCE: A STUDY OF EXECUTIVE-LEVEL EMPLOYEES IN HOSPITALITY INDUSTRY
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2025) Sankalpa, U.W.S.; Gamage P.N.
The study empirically investigates the impact of Talent Acquisition on Employee performance of selected five-star city hotels located in Colombo, Sri Lanka. The study's specific objectives are to identify the impact of talent acquisition on employee performance, to analyze the relationship between talent acquisition and employee performance, to analyze the relationship between dimensional perspectives of talent acquisition and to recommend suggestions to enhance talent acquisition practices and employee performance. The data was collected using a simple random sampling method, and the sample size was 150 executive-level employees in five-star city hotels. Out of 190 employees, 150 respondents were selected to analyze the data. A structured questionnaire was administered to collect the data and analyzed using SPSS version 25.0. Descriptive statistics, Pearson correlation coefficient and regression analysis were used to analyze the data. Talent Acquisition practices were evaluated using the three dimensions recruitment, selection and hiring, onboarding and integration. The study's findings revealed that talent acquisition has a positive, strong, significant relationship with employee performance. Moreover, the findings indicated that recruitment strategies, selection and hiring process, onboarding and integration have a positive significant relationship with talent acquisition and employee performance. Therefore, the study concluded that talent acquisition positively impacts employee performance. According to the findings, city hotels should implement strategic human resource practices to enhance the level of talent acquisition practices of the companies to motivate employees and attract and retain top talents to achieve higher performance levels.
EXPLORING THE RELATIONSHIP BETWEEN CYBERSLACKING AND WORKPLACE STRESS WITH DIGITAL MINDFULNESS: SPECIAL REFERENCE TO IT INDUSTRY IN COLOMBO DISTRICT, SRI LANKA
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2025) Malshani E.I.; Harshani M.D. R.
The study explores the relationship between cyberslacking and workplace stress with digital mindfulness in IT workers in the Colombo district. With the increasing usage of the internet and technology in workplaces, concerns about the effects of cyberslacking on workplace stress have intensified. This research aims to explore how cyberslacking influences workplace stress, along with the role of digital mindfulness, in IT workers in the Colombo district. The research was conducted by distributing a survey questionnaire, and data were collected from 248 participants. The results indicate that higher levels of cyberslacking behaviours are positively correlated with increased levels of workplace stress. Additionally, the findings show that IT workers exhibit digital mindfulness behaviours. These results suggest a significant positive relationship between cyberslacking and workplace stress. The study emphasizes the need for further research to develop strategies to reduce the negative impacts of cyberslacking, particularly by further investigating digital mindfulness behaviours using more robust measurement scales.
24 IMPACT OF THE WORKPLACE DIVERSITY ON EMPLOYEE PERFORMANCE OF MIDDLE-LEVEL EMPLOYEES IN SELECTED CONSTRUCTION COMPANY IN SRI LANKA
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2025) Amarasinghe, A.T.N.; Welmilla, I.
In today’s business world, workplace diversity is considered as one of the much-debated topics. Diversity is viewed as an all-inclusive strategy to enhance employee performance and improve an organization’s reputation. Workplace diversity is a multi-faceted concept that will continue to evolve as more industries move toward a global marketplace. Therefore, the purpose of this research is to study the impact of the workplace diversity on employee performance, conducted in a selected construction company in Sri Lanka. The construction sector is recognized as an emerging sector in Sri Lanka, and this sector is well known as an under-researched area. This study is significant as such research projects have been sparse in the Sri Lankan context and this research aims to fill that gap. The analysis was mainly based on 103 middle level employees from the company selected through convenience sampling. Primary data were collected using a self-administrated questionnaire and analyzed through a deductive approach. The results obtained through regression analysis indicated that workplace diversity has a positive impact on employee performance. The researcher identified few limitations of this research. Time constraint was one of the problems. Respondents tend to be biased in answering the questionnaire provided by the researcher because the respondents were chosen from a single company. In conclusion, when management in the construction sector makes decisions regarding employee performance, they should consider not only the workplace diversity but also, other factors that can affect employees.
IMPACT OF PERCEIVED MANAGERIAL COACHING BEHAVIOR ON EMPLOYEES' JOB PERFORMANCE WITH THE MEDIATING EFFECT OF JOB SATISFACTION OF STAFF EMPLOYEES AT ABC COMPANY
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2025) Fernando, B. E. I.; Devadas, U.M.
Employee performance is a core factor that determines the competitiveness of an organization. Identifying the key factors that influence performance can be very beneficial. Therefore, the aim of this study was to examine the impact of managerial coaching behavior on job performance with the mediating effect of job satisfaction of staff employees in the ABC Cable manufacturing company in Sri Lanka. Accordingly, this study achieved six research objectives; to assess the level of perceived managerial coaching behavior; to assess the level of job performance; to assess the level of job satisfaction; to assess the relationship between managerial coaching behavior and job performance; to assess the impact of managerial coaching behavior on employee job performance; and finally, to assess the mediating effect of job satisfaction on the relationship between managerial coaching behavior and job performance. This study followed the post positivistic research paradigm and considered all the staff employees of the ABC Company as the population. The sample was selected using simple random sampling techniques. Data was collected using a self-reported questionnaire from 136 staff employees of ABC Company. Correlation analysis, regression analysis, and the Sobel test were used to test hypotheses. The results of the survey revealed that managerial coaching behaviors have a significant effect on job performance. The researcher concluded that there is a strong positive correlation between managerial coaching behavior and job performance and that managerial coaching behaviors have a significant positive effect on job performance. Furthermore, it was concluded that job satisfaction partially mediates the relationship between managerial coaching behavior and job performance. It was further concluded that managerial coaching practices in the company are at a low level, and as a result, employee performance and job satisfaction are at a low level. These research findings guided the researcher to recommend that awareness programs and continuous training should be organized to update and improve managers' knowledge and skills regarding coaching and to implement a coaching-based performance management system in the organization.
IMPACT OF WORK LIFE BALANCE ON EMPLOYEE JOB PERFORMANCE OF GENERATION Z IN ABC COMPANY SRI LANKA
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2025) Rajapaksha, R.M.M.M.; Gunasekara, V.M.
The Job performance of employees is an important determinant of the success of any company. Many of the determinants of job performance have been investigated in the extensive literature, job performance has been under-investigated and its impact on job performance in the logistics industry has not yet been studied significantly in the Sri Lankan context. Bridging the gap in the context, the current study assessed the impact of work-life balance on the job performance of Gen Z employees of ABC Company in the Logistics industry in Sri Lanka. Work-life balance is measured by three dimensions, namely schedule flexibility, manager support and job autonomy. In this research, the focus was only on the job performance of Gen Z employees of ABC Company. For this, a cross-sectional study was conducted among a sample of 115 employees in the organization. Primary data were collected through a standard questionnaire. The collected data was analyzed using correlation, regression and descriptive statistics using SPSS. Finally, it was found that there is a positive relationship between manager support and employee job performance, a positive relationship between job autonomy employee and job performance, and a positive relationship between schedule flexibility and employee job performance. Overall, it was revealed that there is a positive relationship between work-life balance and employee job performance.
THE RELATIONSHIP BETWEEN ORGANIZATIONAL CYNICISM AND JOB PERFORMANCE OF OPERATIONAL LEVEL EMPLOYEES IN RUBBER MANUFACTURING INDUSTRY IN SEETHAWAKA BOI ZONE
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2025) Keerthirathne, T.M.S.U.; Gunasekara, V.M.
Negative attitudes and mistrust of the organization are hallmarks of organizational cynicism, a common problem in the workplace. With an emphasis on the particular circumstances of Seethawaka BOI Zone, this study attempts to investigate how organizational cynicism relate the work performance of operational-level workers in the rubber manufacturing sector. The relationship between organizational cynicism and work performance in the Sri Lankan setting is not well understood, both empirically and theoretically. Thus, the study's research question is: Does organizational cynicism affect operational level workers' job performance in the Seethawaka Zone rubber manufacturing industry? 170 operational level workers in the Seethawaka Zone rubber manufacturing sector make up the research sample. Here, the deductive method is used to formulate four hypotheses. 170 operational level personnel will make up the sample for this study, which will be conducted using a simple random sampling approach. The Morgen table is used to determine the population and sample sizes. Data was gathered using questionnaires and the SPSS 25 software package — which includes univariate and bivariate analyses — will be utilized to evaluate the data. The evaluation of the literature summarizes the body of knowledge about work performance and organizational cynicism, providing a basis for comprehending these concepts in the context of the rubber manufacturing industry. The characteristics of organizational cynicism that have the most effects on the work performance of operational-level employees — who are essential to the manufacturing process — are investigated. The results of this study provide managers and organizational leaders with useful information on what causes or lessens organizational cynicism in operational-level staff members. Furthermore, the study advances scholarly knowledge of the relationship between work performance and organizational attitudes in the context of the rubber manufacturing sector. The ultimate goal of this research is to provide guidance for tactics aimed at enhancing workplace culture, employee engagement, and, ultimately, job performance in the Seethawaka Zone rubber manufacturing industry. Organizations can improve employee productivity and general well-being by addressing the effects of organizational cynicism.
IMPACT OF LANGUAGE BARRIERS ON CARRIER PROGRESS OF TOURIST GUIDES IN SRI LANKAN TOURISM INDUSTRY
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2025) Balagalla, H.D.L.H.; De Alwis, A.C.
This study examines the role played by language barriers in limiting the career progress of the tourist guides in the tourism in Sri Lanka. The research follows quantitative and cross-sectional design; data was obtained using structured questionnaires from 345 registered tourist guides with the Sri Lanka Tourism Development Authority. The study seeks to determine the effect of three independent variables communication style, training and support and work engagement on career advancement, using correlation and regression analysis through SPSS.The results suggest that there is a significant positive relationship among communication skills, career advancement, and training. Communication style reduces guessing between tourist guides and their clients, training and skills provide the tools to overcome these gaps, with work engagement mopping to be the most predictor. Professional language training, technological tools, and collaboration among tourism stakeholders are practical implications in solving communication problems.The limitations of the study are the reliance on self-reported data, the specific place of research, and the lack of other possible factors such as economic policies. Future research could take a qualitative approach, multi-country or cross considerations, any other aspects such as cultural and technology inclusions are recommended. This study has emphasized the necessity for strategic measures that will boost the career growth of the tourist guides so that the overall experience of tourism is improved.