Commerce and Management
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Item Impact of Perceived Supervisor and Organizational Support on Employee Engagement(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, 2019) Mendis, W.W.N.S.,; Wijewantha, P.The purpose of this study is to examine the impact of perceived organizational and supervisor support on employee engagement. Although the associations between antecedents and employee engagement are well established in western literature, very few studies have examined the antecedents such as perceived organizational support and perceived supervisor support with employee engagement in the Sri Lankan setting, especially focusing the manufacturing industry. Thus, this study explored the influence of those two main support variables on employee engagement. The research was undertaken among employees working in Lalan Rubbers Glove Manufacturing Company in Sri Lanka. This was a quantitative and cross-sectional research study. The data were collected with the help of a self-administered, structured questionnaire via both personal visits to the organizations and using an internet-based form using probability sampling technique. Simple regression analysis was used to test the study’s hypotheses. Analyzed results showed a positive impact of perceived organizational support and perceived supervisor support on employee engagement. The study results clearly confirmed the potential of firm’s involvements in influencing the level of engagement of employees at work. Thus, this study raises the need for companies to look at providing support for employees as a source of employee engagement with a serious emphasis.Item The Impact of Perceived Organizational Support and Incentives & Advancement Opportunities on Employee Career Satisfaction: A Study of Executive Level Employees(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, 2019) Malsha, W.K.,; Wijewantha, P.Career satisfaction is a vital variable in career development research and other areas of inquiry that deal with occupations, job dynamics, and individual adaptation. The purpose of this study is to examine the impact of perceived organizational support and ‘incentives & advancement opportunities’ on the career satisfaction of employees. The sample of the study consists of 95 executives working in a reputed manufacturing company in Sri Lanka. Data were collected via a self-administrated, structured questionnaire developed using pre-validated, standard measures which thereby ensured the reliability and validity of each scale. Simple regression analysis was carried out on the sample data for hypothesis testing. The study results indicated that perceived organizational support has a significant positive impact on the career satisfaction of employees. At the same time, incentives and advancement opportunities also have a significant positive impact on the career satisfaction of employees. Based on the results, it is recommended to ensure career satisfaction among employees in an organization by increasing the positive perceptions among employees regarding organizational support and by providing employees with incentives & advancement opportunities.Item The Impact of Work Schedules, Schedule Control, and Perceived Supervisory Support on Employees’ Work-Family Conflict(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, 2019) Madusanka, H.D.C.,; Wijewantha, P.Due to an increase in work-family conflict among operational level employees, the management of the ABC Manufacturing Company faces many difficulties. As such, this study attempts to investigate the impact of work schedules, work schedule control, and perceived supervisory support on work-family conflict among operational level employees in the ABC Manufacturing Company. The sample of the study is 103 operational level employees and the respondents were selected using the simple random sampling technique using the company employee database. In order to collect primary data from the sample, a self-administrated, structured questionnaire was used. Work schedules and work schedule control was measured using two single-item scales developed by Beutell (2010). Perceived supervisory support was measured using the 08-item scale developed by Eisenberger and Huntington (1986). Work-family conflict was measured using the 10-items scale developed by Netemeyer, Boles, and McMurrian (1996). It comprised of two dimensions as work to family conflict and family to work conflict. The study’s hypotheses were analyzed and tested by using the Statistical Package for Social Science (SPSS) 23.0 version. The findings of the research revealed that there is no significant impact of work schedules on work-family conflict, whereas work schedule control is a significant determinant of work-family conflict. Further, there is a significant negative impact of perceived supervisory support on work-family conflict of operational level employees in the ABC Manufacturing Company. Further, this study also supported the view that the selected company should take strategic steps to provide more control to employees to manage their work schedules and increase supervisory support and thereby reduce workfamily conflict among the operational level employees.Item Work Family Conflict as a Mediator in the Relationship between Supervisor & Spousal Support and Intention to Quit(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, 2019) Madhuwanthi, L.A.T.,; Wijewantha, P.Due to high level of intention to quit among operational level employees, currently Sri Lankan apparel industry is facing many difficulties. This study attempts to investigate the impact of Perceived Supervisor Support (PSS) and Spousal Support (SS) on Intention to Quit (IQ) and the mediation effect of Work Family Conflict (WFC) on the above relationship of married operational level employees in a leading apparel firm in Sri Lanka. The sample of the study comprises of 105 married operational level employees in the selected organization and the respondents were selected using the convenience sampling technique. In order to collect primary data, a self-administered, structured questionnaire was used. Perceived supervisory support was measured using the 08-items scale developed by Eisenberger and Huntington (1986). Spousal support was measured using the 06-items scale developed by Galymore et al. (2006). Intention to quit was measured using the 10-item scale developed by Kyndt, Dochy, Michielsen, and Bastia (2009). Work family conflict was measured using the10-items scale developed by Netemeyer (1966). The study’s hypotheses were tested by using the Statistical Package for Social Science (SPSS) 23.0 version. The findings of the research revealed that there is a negative impact of perceived supervisor support and spousal support on intention to quit. Both of the above relationships were partially mediated by work family conflict.Item The Impact of Psychological Contract Fulfillment on Organizational Citizenship Behavior(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, 2019) Lokuthambugala, L.D.M.,; Wijewantha, P.The main objective of this study was to identify the impact of psychological contract fulfillment on organizational citizenship behavior of employees along with the mediating effect of perceived organizational support at Lalan Rubbers (Pvt) Limited, Biyagama. It is the leading rubber manufacturer in Sri Lanka. The study followed the survey strategy. Primary data was used to achieve the research objectives and to test the research hypotheses. Data were collected through a questionnaire from 105 managerial and executive level employees using the simple random sampling method out of the population of 180. Data were statistically analyzed using correlation and regression analysis. The mediation effect was tested using the four steps – three regressions approach by Baron and Kenny (1986). The findings of the research revealed that there is a significant positive impact of psychological contract fulfillment on organizational citizenship behavior of employees. Further, it was found that the positive relationship between psychological contract fulfillment and organizational citizenship behavior was mediated by perceived organizational support. According to the findings, a psychological contract fulfillment was found to be a strong predictor of organizational citizenship behavior. Further, it was recommended to Lalan Rubbers (Pvt) Limited to pay attention towards psychological contract fulfillment of employees and providing organizational support to employees to enhance the organizational citizenship behavior of employees.Item Impact of Organizational Justice and Job Satisfaction on Organizational Citizenship Behavior: A Study of Executive Level Employees in Sadaharitha Plantations Limited(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, 2019) Liyanage, B.K.,; Wijewantha, P.Organizational citizenship behavior of employees is essential for organizations to face rigorous competition in the industry. Accordingly, the main objective of this study was to investigate the impact of organizational justice on organizational citizenship behavior and further investigate the mediating effect of job satisfaction on the above relationship. This study is undertaken among executive-level employees at Sadaharitha Plantations Limited in Sri Lanka. To address the research problem, four hypotheses were formulated using the deductive approach. Data collected for the research were primary data. Primary data were collected through a structured questionnaire developed using well-accepted, standard measures. Data were collected using the simple random sampling technique by accessing the employee database of the Sadaharitha Plantation Limited. Results confirmed that there is a significant positive impact of organizational justice on organizational citizenship behavior. The results of the study also confirmed the mediation effect of job satisfaction on the relationship between organizational justice and organizational citizenship behavior.Item Empathic Listening in Organizational Communication: Putting oneself in the other person’s shoe(Communication. Relations. Management, Volumina. Szczecin. pp. 31-38, 2018) Wijewantha, P.A common cause associated with most of the organizational problems are linked to listening issues of managers. If leaders or managers actively question and listen to their employees, it encourages dialogue and debate within the organization and thereby the employees will be encouraged to perform (Garvin, Edmondson and Gino, 2008). But what happens within the organizations is, when employees take their problems to the managers, the managers only tend to listen briefly to what is said by the employees, where as they are very quick in proposing their own solutions. But sometimes these solutions proposed do not pertain to the actual problems encountered by the employees, and thereby make the problems worse.Item National Culture and Transfer of HRM Practices in Multinational Corporations (MNCs)(International Journal of Scientific & Technology Research. 8(9), 2019) Wijewantha, P.This paper provides a review on the role of national culture in transferring the Human Resource Management (HRM) practices of the headqua rters of a Multinational Corporation (MNC) to its subsidiaries in other parts of the world. This challenging concern over tra nsfer of HRM practices has created a huge development and a series of novel insights in the field of International Human Resource M anagement (IHRM).Item Lunchroom Discussion at Fontel (A teaching case)(Journal of the International Academy of Case Studies, 24(3)., 2018) Wijewantha, P.The primary subject matter of this case falls in to the discipline of Human Resource Management (HRM). Secondary issues examined in the case study belong to the highly interrelated discipline to HRM, Organizational Behavior (OB). The case study is written keeping the undergraduate (Bachelors) and postgraduate (e.g., postgraduate diploma, MBA, M.Sc. and M.Phil.) students following courses related to Business Management/Administration, HRM, and OB. The case is designed to be taught in one lecture session of 2 h (120 min) duration. Students need to be taught about the basic functions of HRM before they are given the case. It would be beneficial if the case study is shared with the students after a lecture on functions of HRM. The students should be asked to engage in reading the case and outside preparation for at least 3 h. The case may be then discussed in the class room by the students in groups for 60 min before the group presentations are madeItem Developing Global Leadership Bench Strength through Transformational Leaders(Asian Journal of Empirical Research. Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka, 2018) Wijewantha, P.Developing the global leadership bench strength by advancing the global leadership competencies of high potential employees is a critical concern for Multinational Corporations (MNCs), to achieve sustainable competitive advantage. Accordingly, the main purpose of this paper is to emphasize the role of line managers transformational leadership in developing the global leadership competencies of their respective subordinates, with the theoretical support of the transformational leadership theory. For the above purpose, data were collected from line manager-high potential dyads, using a structured questionnaire developed using well accepted, standard measures. Upon completion of preliminary analyses, the hypothesis was tested. From the regression analyses, it was found that there is a major impact of line manager's transformational leadership in the development of global leadership competencies of high potential subordinates. This finding is consistent with the transformational leadership theory and other empirical studies in the area and suggests the development of line manager's transformational leadership competencies for the purpose of developing the global leadership bench strength in MNCs.