Commerce and Management
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Item 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.; Mahalakamge, W. G. S.The HR practice of Performance appraisal (PA) 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.Item Impact of Employees’ Perceptions of Organizational Downsizing Practices on Their Commitment(Faculty of Commerce and Management Studies, University of Kelaniya., 2024) Erandika, M. D. K.; Ranasinghe, V. R.Sri Lanka is presently facing with its most severe financial crisis in decades, with the building and construction sector being significantly affected. This study aims to investigate whether employees’ perceptions of organizational downsizing practices influence their commitment. It was conducted as a cross-sectional study among a sample of 204 employees from three downsized construction firms in the Colombo District. The sample was selected using a simple random sampling technique, and data were collected through the distribution of an online standard questionnaire. The data were analyzed using SPSS version 23.0, employing descriptive statistics, correlation, and simple regression. The analysis revealed that employees’ perceptions of their organizations’ downsizing practices have a significant positive impact on their levels of affective, continuance, and normative commitment. Effective communication throughout the downsizing process, including before, during, and after, is recommended as a means to mitigate the adverse effects of downsizing on employee commitment.Item The Impact of Corporate Social Responsibility on Employee Commitment: Mediating role of Meaningful Work and Positive Affect(Faculty of Commerce and Management Studies, University of Kelaniya., 2020) Weerasekara, N.; Ajward, R.This paper aims to theoretically explain the relationships between Corporate Social Responsibility (CSR) and employee commitment using both Social Identity Theory (SIT) and Social Exchange Theory (SET) by developing a conceptual model which incorporates mediation effects of meaningful work and positive affect. Further, this paper highlights the importance of examining employees’ perception of CSR activities in the licensed commercial banking sector. A structured questionnaire that was developed based on a comprehensive review of literature and refined using both expert opinions and a pilot survey was used for data collection. Sample comprised of 410 respondents, and a convenience sampling strategy was used to secure these responses from 13 local licensed commercial banks in Sri Lanka. Structural equation modelling was utilized to test the proposed relationships. The findings indicate that there are significant (p<0.05) positive relationships between CSR perceptions and employee commitment. Furthermore, meaningful work and positive affect were found to partially mediate the relationship between CSR and employee commitment. In terms of theoretical significance this study filled a gap by utilizing both SIT and SET in explaining relationships between CSR perceptions and employee commitment. Findings also contribute to the extant empirical literature on CSR perceptions and employee commitment particularly in the banking sector. Moreover, this study adds new insights on mediating capability of psychologically related variables.Item The impact of employer-employee relations on employee commitment: a case from Sri Lanka(Kelaniya Journal of Human Resource Management, 2017) Sawithri, L.D.; Nishanthi, H.M.; Amarasinghe, K.G.Many factors influence the employee commitment in an organizational setting, where the employer-employee relationships play a significant role. There have been a considerable amount of research conducted to identify the impact of supervisor relationship on employee commitment. In this paper, the researchers specifically analyzes the impact of line manager relationship and trust with senior management on employee commitment with reference to Ceylon Electricity Board (CEB) in Sri Lanka. The study is of deductive in nature. Primary data have been collected through a structured questionnaire using a random sample of CEB including 86 assistant level employees where data were obtained from 54 respondents. According to the results of the study, it shows a high positive impact of the line manager relationship and trust in senior management on employee commitment at CEB which directly relates with productivity. Hence, it is recommended to grow and uplift the employer-employee relationships through greater coordination and building a climate of trust.