Junior Research Symposia
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Item Determinants of Employee Job Satisfaction: A Case of ABC (Pvt) Limited(5th HRM Student Research Symposium 2018, Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka, 2018) Wanaguruge, H. D.; Padmasiri, M. K. D.This study focused on investigating factors affecting job satisfaction of non-executive employees in ABC (Pvt) Limited. The study used quantitative methods and survey strategy was followed. Data were collected using a standard questionnaire from 101 non-executive level employees. Findings revealed that there is a strong relationship between salary and job satisfaction and poor relationship between supervisor support and employee job satisfaction. Findings suggest to provide a reasonable salary for employees in order to enhance their job satisfaction and improve management practices to train supervisors, obtain frequent employee feedback to ensure supervisor support while removing communication barriersItem Impact of Job Satisfaction on Organizational Citizenship Behavior(5th HRM Student Research Symposium 2018, Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka, 2018) Madhushanki, P. A. S.; Jayarathana, S. M. D. Y.Although a vast amount of researches have been done on the relations of job satisfaction and Organizational Citizenship Behaviours (OCB) in western or foreign context, there is a little empirical evidence in domestic context. Further, researchers argue that OCB can be diverse in different cultures. Thus, this study was conducted to identify the impact of job satisfaction on OCB in Sri Lankan context. Sample of the study was 70 managerial level employees in Hirdaramani Knit Apparel Wathurugama and Kiridiwela clusters and used personally administered questionnaire developed using standard measures. Multiple linear regression was used to test the developed hypotheses while percentage and graphs were employed for the purpose of descriptive analysis. The findings showed that job satisfaction significantly impact on OCB. Furthermore, the study examined the impact of dimensions of job satisfaction both extrinsic and intrinsic on OCB and revealed intrinsic job satisfaction explains more on OCB than extrinsic job satisfaction. Therefore, this study highlights the significant of maintaining employees’ job satisfaction and specially providing intrinsic motivational factors to enhance OCBItem The Impact of Mentoring on Job Satisfaction: A Study of Operative Level Employees in ABC Company Limited(5th HRM Student Research Symposium 2018, Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka, 2018) Ranaweera, P. P. P. V.; Nishanthi, H. M.The current study assesses the impact of mentoring on job satisfaction of operative employees in ABC Company of Sri Lanka. For this study, the questionnaire survey was administrated to collect primary data. The results show that there is a positive relationship between two dimensions of career mentoring on employee job satisfaction. Such dimensions are formal mentoring and informal mentoring. Those effects were tested using data collected from a sample of 83 operative employees from ABC Company of Sri Lanka, and Morgon Sample Calculator was used to determine the sample size. Descriptive analytical method was used for analyzing data by using SPSS analyzing software. This study has helped to establish a foundation for the study of job satisfaction and mentoring. This study contributes to the literature on the relationship between mentoring and job satisfaction. Considering the potential cascading effect that a good relationship can have on job satisfaction, the paper shows that previous researches may have underestimated the impact of mentoring on job satisfaction.Item The Impact of Internal Communication on Job Satisfaction: A Study of Executive Level Employees in Apparel Industry(5th HRM Student Research Symposium 2018, Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka, 2018) Madushani, K. D.; Sangarandeniya, Y. M. S. W. V.The purpose of this study was to examine the impact of internal communication on job satisfaction of the executive level employees in a company operates in the apparel sector in Sri Lanka. Further it was focused to identify which internal communication method has the higher impact on job satisfaction. For this study, researcher randomly selected 70 the executive employees from a company operates in the apparel sector in Sri Lanka. To analyze the collected data, different analytical methods used such as descriptive statistics, correlation analysis and regression analysis. The correlation analysis was performed to examine the relationship of internal communication as well as the sub-variables of internal communication with job satisfaction. Regression analysis was used to identify the impact of internal communication on the job satisfaction and to further analysis to identify the most significant sub-variables of internal communication which impact on the job satisfaction. Correlation results shows that there is a positive strong relationship between internal communication and job satisfaction. Moreover, the regression results indicates that internal communication significantly influencing job satisfactionItem The Impact of Employee Non-Financial Incentives on Employee Turnover in Apparel Industry: With Special Reference to Operational Level Employees of Apparel Firms in Biyagama Export Processing Zone(5th HRM Student Research Symposium 2018, Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka, 2018) Jeewadhayan, J. S.; Welmilla, I.The main objective of this study is to examine the impact of non-financial incentives on turnover intention through job satisfaction. For this purpose, this study empirically evaluated the three dimensions of non-financial incentives (Job Enrichment, Worker’s Participation in Management and Employee Recognition), job satisfaction and impact on the turnover intention. The sample consisted of 100 operational level employees working in apparel firms in Biyagama Export Processing Zone in Sri Lanka. Data were gathered by using a convenience sampling technique through self-administering questionnaires. Descriptive Statistical Analysis were used to analysis the existing situation of three dimensions. The strength of the linear relationship between two variables were measured by the Pearson’s Correlation Coefficient and the mediation effect of job satisfaction was assessed through Baron and Kenny mediation assessment technique. The analysis exposes that there is a strong negative relationship between employee non-financial incentives and turnover intention. Further it evident that job satisfaction partially mediates the relationship between non-financial incentives and turnover intention. Researcher discussed and suggested that the apparel sector companies should be taken the appropriate strategies to develop the competitive advantage and employee work life improvementItem The Impact of Job Satisfaction and Organizational Commitment on Employee Turnover Intention: With Special Reference to Corrugated Box Manufacturing Industries in Sri Lanka(Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka, 2016) Batagoda, S.D.; Karunarathne, W.V.A.D.During the past decade employee turnover has become a very serious issue for many organizations in the business world and it has negatively impacted on the growth of the manufacturing sector as well as service sector. Managing retention of employees and keeping the turnover rate below the industry level is one of the most challenging issues for any organization. Recent studies reveal that 81% of current employees are interested in changing their jobs within next 12 months. The purpose of this study is to examine and find out the influences of job satisfaction and organizational commitment on employee turnover intention in a corrugated box manufacturing industries in Sri Lanka. Questionnaire method was used to collect data from 240 employees in five main corrugated box manufacturing companies in Sri Lanka. Both descriptive and inferential statistical techniques were applied to analyze the data. Percentage analysis was used to explain data. Kolmorogov-Sminar test and Shapiro-Wilk test used to test the normality of turnover intention. It was revealed that the distribution of that data is non-normal. Hence the Spearman rank Correlation Coefficient was applied to measure the relationship between independent variables and dependent variable in this study. The results of the research highlighted that there is a weak negative relationship between job satisfaction and employee turnover intention and it is statistically significant at 0.05 level. The relationship between organizational commitment and employee turnover intention is also weak negative and it is statistically significant at 0.05 level. This finding can be applied to prepare a strategy for retaining employees within the organization.Item The Nexus between Employee Induction and Job Satisfaction: A Case of Executive Level Employees in Ceylon Tea Services PLC(Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka, 2016) Rebecca, E.; Bandara, M.M.M.; Weeresinghe, T.D.; de Alwis, A.C.Induction is an important Human Resource Management (HRM) function which organizations should engage in with the overall aim of increasing organizational productivity and employee motivation. According to the extant literatures there is a significance relationship between induction program and job satisfaction of employees. Thus, induction has an important part to add value to the employee commitment through its effectiveness. The primary objective of the current study was to explore the relationship between current induction programs of the selected company and employees' job satisfaction. Consequently, this study investigates how each component of induction affect to the employee satisfaction. Seventy four (74) executives those who have completed a continuous service period of 3 years in the company and have participated for the company induction were selected as the sample. Convenience sampling was applied to select the aforementioned sample. Data were collected through a standard questionnaire. Descriptive statistics and the correlation test were used to derive the conclusions. Findings reveal that 71% of the respondents are either dissatisfied or strongly dissatisfied about the current induction that they have. Further, it is found that there is a positive, but insignificant correlation between current induction programs (including the policy) and job satisfaction of executives in the company. Hence, having assessed the correlation it is recommended to give the program at the beginning of the recruitment and it is suggested to get the participation of senior management, concern on human side when design the program, gradually give introduction on the company and give relevant information gradually. Through following above process can make satisfied employees with the induction program.Item The Impact of Employee Job Stress on Job Satisfaction of Non- Executive Employees at MAS Holding(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, 2015) Tennakoon, T.M.K.I.; Sangarandeniya, Y.M.S.W.V.Job stress is considered as a condition which arises when realizes the pressure on them or requirements of situations are wider than they can handle, and if these requirements are huge and continue for a long period of time. The study intended to identify the impact of job stress on job satisfaction of the studied sample. Satisfaction can be defined as the positive emotional reactions and attitude an individual has towards his job. A random sample of sixty non-executives are given a questionnaire to ascertain the impact of job stress on their job satisfaction. The Sample was selected from a garment manufacturing factory belonging to Mas Holdings (Casual Line). Job stress of these employees was measured on six dimensions such as heavy workload, role ambiguity, time pressure, shift work, supervisory style and social support. The job satisfaction was measured on five dimensions such as work itself, pay, promotion, supervision, co-workers, working condition. Questionnaire was analyzed using SPSS (Statistic Package for the Social Science) method. According to the correlation analysis, correlation coefficient between independent variable and dependent variable is - 0.396 (p = 0.002) and it was revealed that there is a negative relationship between employee job stress and satisfaction. According to the regression analysis, there is a 13.9% impact of job stress on job satisfaction and it indicates that there is a significant negative impact of employee job stress on job satisfaction.Item Impact of Work-family Conflict and Perceived Supervisory Support on Job Satisfaction: A Study in a Leading Public Bank in Sri Lanka(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, 2015) Perera, O.S.M.J.; Wijewantha, P.This study addressed the problem, ‘why executive level employees at the selected Public bank in Sri Lanka are not satisfied with their jobs?’ In order to explain the research problem this research used Perceived Supervisory Support (PSS) and Work Family Conflict (WFC) as independent variables. When concerning about the past few years, the concepts of work-family conflict, perceived supervisory support and job satisfaction have taken considerable attention among researchers. Accordingly based on literature, it is examined, what is the impact of work-family conflict and perceived supervisory support on job satisfaction. As such two hypotheses are tested in this study. This quantitative study follows the deductive approach. Here, the researcher used a survey method where a self-administered anonymous questionnaire developed using standard measures available for both independent and dependent variables was used. It was in English language. The measure for job satisfaction was adopted from the validated Minnesota Job Satisfaction Questionnaire developed by Weiss, Dawis, England and Lofquist, (1967). The measure used for Work-family Conflict was developed by Netemeyer et al., (1996), and the measure used for perceived supervisory support was developed by Kottke et al., (1988). There were four items in this uni-dimensional measure for perceived supervisory support. Work-family conflict measure had five items covering three dimensions as general demand, time based, and strain based. Job satisfaction measure had 20 items with three dimensions as intrinsic satisfaction, extrinsic satisfaction, and general satisfaction. The population of the study was 445 of executive level employees in the selected public bank and from this population a sample of 76 was selected using the convenience sampling technique. Finally the researcher found through the results that there is negative impact of work-family conflict on job satisfaction while perceived supervisory support has a positive impact on job satisfaction.Item Impact of Leadership Style on Employees’ Job Satisfaction: A Case of Bank of Ceylon - Head Office(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, 2015) Wickramasinghe, P.N.N.; Padmasiri, M.K.D.Acquiring and preserving talent is the most vital challenge facing the banking industry. In order to gain the competitive advantage through those employees their performance should be efficient and effective. Accordingly, for that purpose they should be well satisfied. Leadership style is a major determinant of employees’ job satisfaction. Therefore the purpose of this study was to examine the relationship and the impact between leadership styles and job satisfaction among junior executive officers in Bank of Ceylon Head Office, Sri Lanka. A sample of 65 junior executive officers working in Bank of Ceylon Head Office was obtained to participate in this study. The studied leadership styles are transactional and transformational leadership while job satisfaction includes extrinsic and intrinsic job satisfaction. The findings of the study shows that there is a positive and moderate relationship of 40.4% between leadership style and job satisfaction, and transformational leadership and job satisfaction also had a 48.5% of positive and moderate relationship, while transactional leadership and job satisfaction had a strong negative relationship. But the overall impact of leadership and job satisfaction had only 16%, a small impact. And transformational leadership had 24% impact on job satisfaction. Therefore from this study Bank of Ceylon can maximize their profits upon choosing the transformational leadership style as the appropriate leadership style.