Symposia & Conferences
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Item THE IMPACT OF JOB SATISFACTION AND KNOWLEDGE SHARING BEHAVIOR ON EMPLOYEE PERFORMANCE(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2025) Prasadika, S.K.S.; De Silva G.H.B.A.This study examines the impact of job satisfaction and knowledge sharing behaviors on employee performance in organizations. Job satisfaction, characterized by employees’ overall feelings of satisfaction with their jobs and the fulfillment of their roles, plays a critical role in increasing productivity and commitment. When employees are satisfied, they are more likely to engage in positive behaviors that contribute to their performance, including collaboration and innovation. Knowledge sharing behavior, on the other hand, is defined as the willingness to share expertise, skills, and information with colleagues, fostering a collaborative work environment, and promoting collective problem-solving. This research shows that high levels of job satisfaction led to increased knowledge sharing behavior, which in turn improves individual and team performance. By analysing data from a variety of organizational settings, the study aims to provide insights into how fostering job satisfaction can create a culture of knowledge sharing, ultimately leading to improved employee performance. These findings are expected to provide valuable implications for managers seeking to enhance organizational effectiveness by prioritizing employee satisfaction and encouraging open communication and collaboration among team members. This research contributes to the existing literature by linking two critical factors – job satisfaction and knowledge sharing – thereby highlighting their combined impact on enhancing employee performance and organizational success.Item IMPACT OF JOB STRESS ON NON-MANAGERIAL EMPLOYEES’ JOB PERFORMANCE IN LOGISTIC INDUSTRY IN COLOMBO DISTRICT, SRI LANKA(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2025) Pramodya, K.M.G.T.; De Silva G.H.B.A.In the modern-day world, job stress has become the prevalent discussion in many countries and organizations due to a variety of factors such as globalization, technological development, economic and political problems, work demands and societal pressures. Employees in the Logistic industry, especially non-managerial employees, experience high levels of job stress and it significantly influences employee performance and organizational success. In this research study, a systematic empirical study was conducted to fill out the contextual gap with the objective of examining the impact of job stress, including dimensions of work overload, role ambiguity, and time pressure, on the non-managerial employees’ job performance in the Logistic industry in Colombo district, Sri Lanka. Through a quantitative research approach, researchers aimed to answer the research questions by using a survey method in this study. Time horizon of the study was cross sectional and unit of analysis was individual. A sample of 166 individual non-managerial employees who are working in the banking industry in Colombo district was selected using the simple random sampling method. Using a self-administrated online questionnaire, including 29 question statements, data was gathered from respondents. The data gathered from the questionnaire was analyzed using the computer-based statistical data analysis package SPSS. The reliability and validity of the instruments were assured. The empirical findings of the study revealed that work overload, role ambiguity, and time pressure have a significant negative impact on non-managerial employees’ job performance in the Logistic industry in Colombo district. Ultimately, the findings of this research study concluded that job stress has a significant negative impact on non-managerial employee performance in the Logistic industry in Colombo district, Sri Lanka.Item INVESTIGATING THE MODERATING ROLE OF HR PRACTICES IN THE RELATIONSHIP BETWEEN EMPLOYEE CREATIVITY AND READINESS DURING THE PRE-OPENING PHASE IN SRI LANKA’S HOSPITALITY INDUSTRY(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2025) Maheshika M.G.H.; De Silva G.H.B.A.This study examines the moderating effect of human resource (HR) practices on the relationship between employee creativity and readiness during the pre-opening phase of Sri Lanka’s hospitality sector. The research addresses a critical gap by analyzing how HR practices - specifically training, communication, feedback, and role clarity - enhance employee creativity and facilitate readiness in the high-pressure pre-opening context. A quantitative research design was employed, utilizing a structured questionnaire distributed among employees with prior pre-opening experience at leading hotels, including Cinnamon Life Integrated Resort, Shangri-La, and ITC Ratnadipa. A total of 346 valid responses were subjected to descriptive statistics, correlation analysis, and moderation analysis using SPSS. The findings reveal a significant positive correlation between employee creativity and readiness, further strengthened by HR practices. Training and communication emerged as the primary enablers of creativity, whereas feedback and role clarity were the strongest determinants of employee readiness. These insights underscore the strategic importance of HR interventions in fostering a workforce capable of navigating the complexities of hotel pre-openings. The study contributes to the broader literature on HR management in hospitality and offers empirical evidence to inform HR strategies aimed at enhancing employee adaptability and performance. Future research should explore industry-specific best practices and the longitudinal effects of HR policies on workforce preparedness.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 INFLUENCE OF TOXIC STRESS ON ACADEMIC BURNOUT AMONG UNDERGRADUATES IN MANAGEMENT FACULTIES OF STATE UNIVERSITIES IN THE WESTERN PROVINCE(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2025) Dilrukshi A.G.M.; De Silva G.H.B.A.Academic burnout is a growing concern among undergraduates, particularly within the Management Faculties of state universities in Sri Lanka’s Western Province. This study examines the relationship between toxic stress and academic burnout, identifying key contributing factors and proposing effective interventions. A cross-sectional survey was conducted with a sample of 350 undergraduates from Management Faculties in the Western Province. Participants completed standardized questionnaires measuring levels of toxic stress and academic burnout. The collected data were analyzed using descriptive statistics, correlation analysis, and multiple regression to assess the impact of toxic stress on academic burnout. The findings confirm that toxic stress is a significant predictor of academic burnout. Higher levels of toxic stress were associated with increased emotional exhaustion, detachment, and diminished personal achievement. These results underscore the necessity for universities to implement targeted interventions such as counseling services, stress management workshops, and enhanced social support systems to safeguard students’ mental well-being and academic success.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.