Commerce and Management
Permanent URI for this communityhttp://repository.kln.ac.lk/handle/123456789/140
Browse
21 results
Search Results
Item Assessing the Influence of Perceived Usefulness and Ease of Use of HRIS on Employee Attitude and Turnover Intention: An Empirical Investigation in a Sri Lankan Tiles Manufacturing Enterprise(Department of Human Resource Management, Faculty of Management Studies and Commerce, University of Sri Jayewardenepura, Sri Lanka., 2023) Opatha , P. J.; Dooradarshani, N.This research delves into an exploration of employees' perceived beliefs and attitudes towards Human Resource Information Systems (HRIS) to gain deeper insights into its influence on employee turnover intention. The study constructs a conceptual framework primarily drawing from the Technology Acceptance Model and Reasoned Action Theory, and subsequently puts it to the test. Data was gathered from a tile manufacturing company situated in Sri Lanka. The primary objective of this study was to assess whether employees' beliefs and attitudes regarding HRIS significantly affect their turnover intention. To achieve this, we considered perceived usefulness and perceived ease of use as independent variables, with turnover intention serving as the dependent variable. Additionally, we examined employees' attitude towards HRIS, considering it as a mediator between the independent variables and the dependent variable. Our sample comprised 148 respondents selected from the aforementioned tile manufacturing company. Our analysis aimed to uncover whether the implementation of HRIS would impact employees' attitudes and subsequently their intention to leave the organization, specifically within ABC Tiles PLC. The results of our study demonstrate that both the perceived usefulness and ease of use of HRIS exert a significant influence on employee turnover intention. Furthermore, we concluded that employees' attitude towards HRIS plays a mediating role between perceived usefulness and turnover intention. These findings provide valuable insights for top management and system administrators, shedding light on the prevailing beliefs concerning HRIS within the company. Such insights can help identify perspectives that either enhance or hinder individual and organizational performance.Item Factors Affecting Employee Turnover Intention among Non- Managerial Employees in Selected Financial Companies in Colombo District(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka, 2019) Wijebandara, H. M. M. A.; Malalage, G. S.; Fernando, W. R. P. K.Human capital is a dominant element of today's’ business world. Nowadays, Employee turnover is one of those who are one of the problematic issues in business. The intention to leave has received tremendous attention and significance from top management, human resource professionals and other industrial psychologists. It has proven to be one of the most costly and difficult human resource challenges faced globally by different organizations. The main purpose of this research was to discover the real causes behind the turnover and its harmful effects on the productivity of many industries, especially financial companies. The study had studied many sources related to the non-banking financial company sector in Sri Lanka and observed the causes for turnover. This study aimed to discover the reasons for turnover and factors affecting turnover intention among non-managerial employees. Using simple random sampling technique, the sample of the study was 150 non-managerial employees who are working in those financial companies located in Colombo district. Sample collected represent 50% of the total population. Findings showed that the employee turnover intention has a significant relationship with the variables of job satisfaction & supervisor support, but it had an insignificant relationship with salary and the other benefits and organizational culture. Whereas, the major contributor to turnover intention was job satisfaction.Item Nexus between Work Stress and Employee Turnover Intention: Study of Non-Managerial Female Employees in Apparel Industry of Sri Lanka(Faculty of Commerce and Management Studies, University of Kelaniya., 2021) Lakshani K. M. G. S.; Weerasinghe T. D.Current study examines the nexus between work stress and turnover intention of non-managerial female employees in apparel industry, Sri Lanka to bridge the lacuna in up-to-date body of knowledge with more precise empirical evidence from the context. Five companies representing the whole industry, were selected from Katunayake Free Trade Zone, Sri Lanka from which the primary data were collected via a questionnaire survey. A standard questionnaire was distributed to a sample of 320 non-managerial female employees. Random sampling technique was used to select a representative sample. Correlation, independent sample t-test and One-way ANOVA were applied to analyse the collected data and to test the advanced hypotheses. In the analysis demographic differences do not come out as significant in predicting for turnover intention, except the education level and level of work experience. However, it is found that, non-managerial females in the apparel industry experiencing higher job demands and negative work relationships are more likely to leave. Further, a greater extent of work control, clarity of job role, management support & colleagues support will increase the chances of employees staying. Thus, non-managerial females who are open to higher work stress are at a higher risk of leaving than other employees. Findings revealed that less experienced and less educated employees are more likely to leave than other females. Moreover, practical and theoretical implications are emphasized in the present study.Item Emotional Works and Turnover Intention of Sri Lankan Nurses(Faculty of Commerce and Management Studies, University of Kelaniya., 2017) Padmasiri, M. K. D.; Lakmali, A. M. T.In the quest for the concept of emotional work, it is apparent that comparing to the international context there are much less research done in Sri Lanka. Thus, by filling the existing gap this study analyses the relationship between emotional works and turnover intention of nurses. The problem of the study was to find out whether there is a relationship exists between emotional works and turnover intention of nurses in Sri Lanka. This study applied quantitative and a cross-sectional survey design where data was collected through a structured questionnaire. Random sampling technique was applied to select the sample of 170 nurses in a selected district. Findings revealed that emotional works; surface acting and deep acting are significantly positively related to turnover intention. Meanwhile, findings verified that as a whole there is a significant positive relationship between emotional works and turnover intention of nurses in Sri Lanka. The present study updates the current literature in the arena of emotional works.Item THE IMPACT ON JOB DEMAND AND JOB STRESS ON TURNOVER INTENTION OF EXECUTIVE LEVEL EMPLOYEES IN THE APPAREL INDUSTRY(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2025) Jayaruwani B. I.; De Silva G.H.B.A.The apparel industry is the backbone of the Sri Lankan economy, contributing considerably to employment and export earnings. Despite its economic importance, little research has been conducted to date on how job demands, job stress, and turnover intention among executive-level employees are related in this industry. Most of the studies so far have focused on operational-level challenges, which leaves a big gap in the pressures faced by executives. This study aims to investigate the impact of job demands and job stress on turnover intention among executives in Sri Lanka’s apparel industry. Drawing on theoretical frameworks such as the Job Demands-Resources (JD-R) model, this research examines the factors contributing to stress and turnover intention while identifying strategies for retention and stress management. The current study is quantitative and conducted as a cross-sectional field study. A comprehensive theoretical framework was formulated, giving job demand and job stress as an independent variable and turnover intention as the dependent variable. A standard questionnaire was distributed for the target sample as a Google form online. According to the convenience simple random sampling technique, the final sample remains at 169 observations of the executive Employee apparel industry. The sample data set was analyzed through reliability analysis, normality and linearity analysis, and correlation and regression analysis using the Statistical Package for Social Sciences (SPSS). Building on the findings of this study, it is concluded that job demand and job stress statistically positively impact the turnover intention. A strong relationship was found between the three variables, and all three hypotheses offered were accepted. The qualitative or mixed methodology can be used to conduct further studies to arrive at more diverse findings regarding factors that impact the turnover intention of the employees who are in job demand and job stress.Item 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.Item FACTORS AFFECTING EMPLOYEE TURNOVER INTENTION IN SRI LANKA’S HOTEL INDUSTRY WITH REFERENCE TO EXECUTIVE- LEVEL EMPLOYEES IN THE WESTERN PROVINCE(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2025) Madusanka M. J.; De Silva G.H.B.A.This study investigates the factors influencing employee turnover intention among executive-level employees in Sri Lanka’s hotel industry, with a particular focus on the Western Province. The study aims to identify key determinants of turnover and assess their impact on employees' decisions to leave the industry. A structured online questionnaire was designed and distributed to a randomly selected sample of 127 executive and senior-level employees. The sample comprised respondents with diverse demographic characteristics, including gender, age, education level, and length of service. Data were analyzed using SPSS 25.0, employing correlation and regression techniques to examine the relationship between job characteristics, work environment, human resource management practices, and job stress on turnover intention. The findings indicate that multiple factors contribute significantly to turnover intention among executive-level employees. These factors have a direct influence on employees’ decisions to leave, emphasizing the need for proactive retention strategies. The study underscores the importance of fostering a positive work environment, implementing effective human resource management practices, and mitigating job-related stress to reduce turnover rates in the hotel industry.Item THE IMPACT OF PAY TRANSPARENCY ON TURNOVER INTENTION. THE MEDIATING ROLE OF PERCEIVED ORGANIZATIONAL TRUST: A STUDY OF TOP AND MIDDLE LEVEL EMPLOYEES IN SELECTED GLOVE MANUFACTURING ORGANIZATION IN COLOMBO DISTRICT, SRI LANKA(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2025) Deshapriya. D.C.; Jayasinghe, C.Building a transparent organizational culture is critical to an organization's success in a rapidly changing business environment. Building such a culture within an organization is a challenge for organizations. Therefore, it is important to consider how organizations can increase organizational transparency with existing employees. Implementing Pay transparency is considered as a one of the significant aspects in modern business context in order to build a transparent culture within the organization. Moreover, given the current situation in Sri Lanka, employee turnover has become a major concern for organizations in the business community. Therefore, the primary aim of this study was to examine the impact of pay transparency on turnover intention with the mediating role of perceived organizational trust. The study population consisted of top and middle level employees working for a specific Glove manufacturing company in the Colombo district of Sri Lanka. The population consisted of 135 top and middle level employees and the sample consisted of 100 respondents from those selected for the sample based on a stratified random sampling method. Additionally, data for the study were collected using a self-administered questionnaire. Statistical Package for Social Science (SPSS), version 23.0 was used as a tool for data analysis and both descriptive and inferential statistics, namely correlation and regression were used to analyze data. Regression analysis results showed a significant impact of pay transparency on turnover intention of top and middle level employees. Consistently, the study found that perceived organizational trust mediates this relationship. Moreover, it can be recommended that future research can be conducted in the same field as the quantitative research and replicate the research in different industry and cross-cultural contexts. In addition, future research can examine new and innovative practices that ensure transparent pay practices and reducing turnover intention among employees.Item EXAMINE THE IMPACT OF PSYCHOLOGICAL CONTRACT BREACH ON TURNOVER INTENTION WITH SPECIAL REFERENCE TO IDEA GROUP LIMITED(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2025) Mathangaweera, A. M.; Weerakkody, W.A.S.The present study was conducted to examine the impact of psychological contract breach on turnover intention of operational level employees in Sri Lankan manufacturing industry with special reference to Idea Group Limited. Turnover intention is the primary antecedent to the actual action of turnover, which refers to employees leaving the organization. Psychological contract breach defined as the failure the reciprocal obligations between an employer and an employee. The manufacturing industry plays a significant role in Sri Lankan economy. However, the industry faces major challenges, such as a lack of skilled labor and high labor turnover. Giving the nature of the manufacturing industry, the working environment is often stressful, creating enough opportunities for breaches in psychological contract. Researchers have found that psychological contract breaches can result in negative organizational outcomes, including increase turnover intention. A review of the literature reveals contradictory findings regarding the impact of psychological contract breach on turnover intention, depending on the authors, contexts, and industries studied. Therefore, it is crucial to investigate this relationship within the Sri Lankan manufacturing industry. This study employed a quantitative research approach, utilizing both primary and secondary data. To achieve the study’s objectives, the researcher distributed 200 self-developed questionnaires among operational level employees in Idea Group Limited. Of these, 180 questionnaires were received, 179 were deemed valid for analysis. The data were analyzed using tools, including correlation and regression analysis. The findings of the study revealed significant positive relationships between relational, transactional and overall psychological contract breach with turnover intention. Additionally, the results indicated a significant positive impact of psychological contract breach on turnover intention.Item IMPACT OF WORKPLACE HARASSMENT ON EMPLOYEE TURNOVER INTENTION WITH MEDIATION EFFECT ON MENTAL STRESS; A STUDY OF PRODUCTION LEVEL EMPLOYEES IN ABC COMPANY IN SRI LANKA(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2025) Sewwandi, W. M.; Welmilla, I.This research examines the relationship between workplace harassment and employee turnover intention with mental stress as a moderate variable. In quantitative cross-sectional study, the current study investigates how different types of workplace harassment that include verbal abuse, bullying, sexual and racial harassment and discrimination affect employees’ turnover intention. Quantitative data gathered from 107 respondents in the production-line of a bakery firm in Sri Lanka were subjected to descriptive analysis, correlation, regression, and mediation tests. The research evidence shows that workplace harassment influences mental stress and turnover intention, with mental stress serving as a moderation factor. The study emphasizes the need for intervention programs that focus on minimizing workplace harassment and fostering a healthy organizational climate to increase employee retention and promote positive health. The research provides insightful findings, yet it contains specific limitations in its analysis. The study examines only one firm within a specific industry sector which restricts how well its results transfer between different industrial settings. The study utilizes a cross-sectional design as its approach thus it prevents researchers from creating connections between variables across different time periods. Research needs to conduct long-term investigations through time-spanning studies to better grasp harassment effects on employees in their workplace environment. Enhancing the study by including workers from different industries along with diverse groups of employees would increase their overall reliability. A thorough investigation of workplace harassment requires exploring extra moderating factors and mediating variables that include organizational culture and leadership styles alongside employee coping methods to understand better these effects on outcomes.
- «
- 1 (current)
- 2
- 3
- »