Symposia & Conferences
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Item Determinants of Knowledge Sharing through social media: Evidence from Management Undergraduates of University of Kelaniya, Sri Lanka(Faculty of Humanities, University of Kelaniya, 2021) Nuwanthi, D. A. N.; Nishanthi, H. M.The current study was initiated to bridge the gap in the extant literature on a major trending arena in the world of the twenty-first century. The fact that knowledge attrition has culminated in an era where knowledge becomes golden is ironic. This study examines the determinants of knowledge sharing through social media of management undergraduates of university of Kelaniya. Further, the current study was designed to identify the impact of determinants such as trust, altruism, reputation and self-efficacy which persuades knowledge sharing. This is a cross sectional research study in nature. A standard questionnaire was prepared and was used to collect primary data through a survey. A simple random sampling technique was applied to select the sample, and the final sample consisted of 210 final year undergraduate in Faculty of Commerce and Management Studies in University of Kelaniya, Sri Lanka. The data was analyzed through regression and correlation analysis with the aid of SPSS 26.0. The results show that trust, altruism, reputation and self-efficacy has significance impact between students to knowledge sharing through social media. The determinants of undergraduate’s knowledge sharing can differ between different people and contexts; therefore, future research could examine the differences in social media participation based on gender, age, connection level, or department of the faculty. Based on the findings, recommendations are offered for using social media in knowledge sharing.Item Impact of Realistic Job Information on Turnover Intention: A Study of Operational Level Employees in MAS Holdings(Department of of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka, 2021) Nimeshika, H. M. S.; Nishanthi, H. M.The purpose of this study was to examine the impact of realistic job information on turnover intention: a study of operational level employees in MAS Holdings. This study is carried out as a quantitative explanatory research work. Further, the sample is selected randomly and used simple random sampling technique. This is a cross-sectional descriptive research & standard questionnaire was used to collect primary data through a survey. Questionnaires are distributed to a sample of 313 of operational level employees who are currently working in MAS Holdings. To analyze received questionnaires data, SPSS (Statistical Package for the Social Science) was used. To interpret data analyzed and to obtain the result graphical charts, descriptive statistical techniques such as mean, mode, standard deviation and also histograms, correlation and coefficient, simple regression analysis and residual analysis were used. To test the relationship between variables Pearson correlation technique analysis was used. Simple regression analysis was used to identify the degree of the impact of the independent variable on dependent variable was analyzed by using R square value. And also, it was found to be that there is a significant positive relationship between three independent variables which are Volume if the information, Depth of the information and Accuracy of the information and turnover intention. And Personal relevance of information of the model is insignificant. The present study would provide the direction to HR policy makers, employees, supervisors and to future researchers.Item Impact of Teleworking on Occupational Stress during COVID-19 Pandemic(Department of of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka, 2021) Navanjana, G. A. D.; Nishanthi, H. M.The objective of this study was to explore “the impact of teleworking on occupational stress during covid-19 pandemic”. There was lack of sufficient empirical evidence regarding the impact of teleworking on occupational stress during covid-19. Therefore, this study contributes to minimizing this gap in the literature. Data for the research has been collected through secondary and primary sources. That questionnaire was consisted of various questions relevant to the IT infrastructure, working isolation, workload, and occupational stress. The study population was executive and above carder level employees who were employed at, Brandix Apparel Solutions Ltd (BLSC) - Biyagama. The sample of 132 executive and above carder level employees have selected based on simple random sample technique. To interpret data and to obtain the result graphical charts, descriptive statistical techniques such as mean, mode, standard deviation and histograms, correlation and coefficient and simple regression analysis were used. To test the relationship between variables Pearson correlation technique analysis was used while simple regression analysis was used to identify the degree of the impact of the independent variable on dependent variable was analyzed by using R square value. And it was found to be that the factors such as IT infrastructure, working isolation and workload have a significant impact on occupational stress. The present study would help to implement this teleworking concept more efficiently in future.Item Moderating Role of Organizational Identification on the Relationship Between Career Growth and Employee Turnover Intention(Department of of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka, 2021) Munagamage, M. D. B. N.; Nishanthi, H. M.Lack of well-structured career development and employee retention programmes is the most persistent challenge in most organizations today. This has increased the need for career growth opportunities in most organizations to achieve employee retention. According to the available literature, career growth opportunities is seen as a predictor of intention to leave, and organizational identification is thought to be superior in predicting employees' turnover intentions. As a result, the purpose of this study is to investigate the impact of organizational career growth on turnover intention as well as the moderating impact of organizational identification on this relationship. The study was carried out as a cross sectional field study among a sample of 156 permanent banking employees in the public sector commercial license bank in Western province, Sri Lanka. Snowball sampling technique was used to select the sample and primary data were collected using a standard questionnaire. Descriptive statistics, inferential statistics, regression, and correlation analysis were analyzed using Statistical Package for Social Sciences (SPSS). According to the findings, career growth was negatively related to intention to leave. It was also discovered that organizational identification acted as a moderator in the relationship between career growth and turnover intention. Thus, the findings indicate that the effect of employees' career growth on their intention to leave varies depending on how much they identify with their organizations.Item Mediation Impact of Employee Engagement on the Relationship between Workplace Spirituality and Employee Mental Health: Study of Banking Sector Employees in Sri Lanka(Department of of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka, 2021) Mapanawathura, M. G. S. M.; Nishanthi, H. M.The purpose of this study was to assess the mediation impact of employee engagement on the relationship between workplace spirituality and employee mental health in the banking sector in Sri Lanka. This study is carried out as a quantitative explanatory research work. Further, the sample is selected randomly and used simple random sampling technique. This is a cross-sectional descriptive research & standard questionnaire was used to collect primary data through a survey. Questionnaires are distributed to a sample of 206 of employees who are currently working in state licensed commercial banks in Kandy district. To analyze received questionnaires data, SPSS (Statistical Package for the Social Science) was used. To interpret data analyzed and to obtain the result graphical charts, descriptive statistical techniques such as mean, mode, standard deviation and histograms, correlation and coefficient, simple regression analysis and residual analysis were used. To test the relationship between variables Pearson correlation technique analysis was used. Simple regression analysis was used to identify the degree of the impact of the independent variable on dependent variable was analyzed by using R square value. It was found that workplace spirituality significantly positively impacts on employee mental health and employee engagement significantly partially mediate on the relationship between workplace spirituality and employee mental health. Research result guide HR professional, employee mental health concern can be addressed by promoting workplace spirituality. This study makes significant contribution to extant literature regarding mental health issues in the banking sector. The current study fills gap in the extant literature by investing employee engagement intervening mechanism between workplace spirituality and employee mental health.Item Impact of Self-Efficacy and Self-Regulation on Entrepreneurial Intention: Study of Final Year Management Undergraduates of University of Kelaniya, Sri Lanka(Department of of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka, 2021) Madushani, W. P. G.; Nishanthi, H. M.The purpose of this study was to assess the impact of self-efficacy and self-regulation on entrepreneurial intention of final year management undergraduates of University of Kelaniya. This study is a quantitative explanatory study. Further, the sample is selected randomly and used simple random sampling technique. This is descriptive research and used a standard questionnaire to collect primary data through online. Questionnaires are distributed to a sample of 246 of final year management undergraduates in University of Kelaniya. SPSS (Statistical Package for the Social Science) was used to analyze received data. To interpret analyzed data and obtain the results graphical charts, descriptive statistical techniques such as mean, mode, standard deviation, histograms, correlation and simple regression were used. Pearson correlation used to test the relationship between variables and to identify the degree of impact of self-efficacy and self-regulation on entrepreneurial intention was analyzed by using simple regression. It was found that there is a significant positive relationship between self-efficacy and entrepreneurial intention. The present study would provide the direction to university authority, government policy makers and undergraduates and to future researchers.Item Mediating Impact of Career Adaptability on the Relationship between Emotional Intelligence and Affective Commitment(Department of of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka, 2021) Madushani, W. M. R. K.; Nishanthi, H. M.The purpose of this study was to identify the mediating impact of career adaptability on emotional intelligence and affective commitment in the AB Automotive Group in Sri Lanka. The study was carried out as quantitative explanatory research. The study is cross-sectional in nature, and a standard questionnaire was used to collect primary data through a survey using the simple random sampling technique. Questionnaires were distributed to a sample of 145 executive-level employees who are currently working in the AB automotive group of companies. SPSS (Statistical Package for the Social Science) Version 23 was used to analyze primary data. The results indicated that emotional intelligence has a significant positive effect on affective commitment. In addition, career adaptability has a significant impact on the affective commitment and emotional intelligence of the executive-level employees at the AB automotive group. Furthermore, career adaptability has partially mediated the relationship between emotional intelligence and affective commitment. Therefore, it is concluded that career adaptability has a significant impact on improving the relationship between emotional intelligence and affective commitment of the employees in the automotive industry. The present study would provide direction to HR policymakers, employees, and supervisors to implement emotional intelligence more efficiently to increase employees’ affective commitment.Item Affective Commitment: The Role of Work-life Balance and Organizational Pride (with special reference to XYZ Glove Manufacturing Company in Sri Lanka) 25(Faculty of Commerce and Management Studies University of Kelaniya, Sri Lanka, 2020) Nadeeshani, M. H. C. S.; Nishanthi, H. M.For any organization, ensuring the employment of a committed work force is detrimental for their future success. Of which creating an affectively committed employee is even harder. Even though many determinants of affective commitment and work-life balance (WLB) have been extensively researched, the impact of organizational pride on these main variables were not significantly visible especially in the Sri Lankan context. Hence, the major purpose of this study was to identify the impact of WLB on affective commitment by exploring the mediation of organizational pride. The current study is a cross sectional study comprising a sample of 134, junior executive and above level, employees in XYZ Company. The data was gathered using the simple random sampling technique through a standard questionnaire that was distributed via google doc. and paper – pencil surveys. The hypotheses were tested using the Pearson correlation coefficient, linear regression analysis. Findings revealed that WLB has a significant positive impact on affective commitment as well as organizational pride. Further, it was revealed that organizational pride has a significant impact on the affective commitment of junior executive and above level employees in XYZ company. Apart from that, organizational pride partially mediated the relationship between WLB and affective commitment. Hence, it is concluded that organizational pride has a considerable impact on enhancing the relationship between WLB and affective commitment.Item 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 HR Metrics on Return on Human Capital Investment: A Study of HR Professionals Employed in Manufacturing Industry of Sri Lanka(5th HRM Student Research Symposium 2018, Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka, 2018) Ranasinghe, R. A. K. T.; Nishanthi, H. M.The purpose of this study was to assess the effect of HR metrics on return on investment of human capital. The study was deductive in nature. The target population for this study had been HR professionals from leading manufacturing companies in Western Province, Sri Lanka. Based on the non-probability sampling technique, the researcher has taken convenience sampling, having a sample size of 100 HR professionals. The final sample consisted of 89 effective responses. Selected hypothesis were HR Metrics (H1), Cost per Hire (H1a), Revenue per Employee (H1b), Turnover Ratio (H1c). The data were analyzed using statistical techniques such as correlation coefficient and regression to identify relationship and impact of the variables using SPSS 21.0 version. The findings show that HR metrics have a significant positive influence on return on human capital investment. Overall, these findings support previous claims that the adaptation and correct use of HR metrics contributes to organizational ROI. It also confirms the vital role of HR Metrics in improving positive influence on human capital decisions, thus contributes to the organizational success