Symposia & Conferences

Permanent URI for this communityhttp://repository.kln.ac.lk/handle/123456789/10216

Browse

Start date: 2020Subject: search.filters.subject.Employee Satisfaction

Search Results

Now showing 1 - 3 of 3
  • Thumbnail Image
    Item
    THE IMPACT OF REMOTE WORKING ON EMPLOYEE SATISFACTION: THE MEDIATING ROLE OF ORGANIZATIONAL SUPPORT - AN EMPIRICAL STUDY OF EXECUTIVE-LEVEL EMPLOYEES IN A LEADING IT ORGANIZATION
    (Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2025) Abeywickrama, I. T.; De Alwis, A.C.
    This study examines the relationship between remote working and employee satisfaction, with a specific focus on the mediating role of organizational support. The research aims to assess how organizational policies, procedures, and support mechanisms influence employee satisfaction in remote work settings. A cross-sectional quantitative research approach was adopted to investigate this relationship.The study focused on a leading IT organization, selecting 145 executive-level employees as the sample. Data were collected through a structured questionnaire, employing a simple random sampling technique to ensure representativeness. Statistical analyses, including correlation analysis and regression analysis, were conducted using SPSS to evaluate the direct impact of remote working on employee satisfaction and the mediating effect of organizational support.Findings indicate that remote working has a significant positive impact on employee satisfaction. Additionally, organizational support plays a crucial mediating role, reinforcing the relationship between remote working and employee satisfaction. The results highlight the importance of structured organizational interventions to enhance the effectiveness of remote work arrangements.The study concludes that organizations must develop comprehensive remote work policies and support mechanisms to maximize employee satisfaction and productivity. This research contributes to theory by extending the understanding of remote work and employee satisfaction through the lens of organizational support.In terms of practical implications, the findings provide valuable insights for business leaders, HR professionals, and policymakers in designing policies that enhance remote work experiences while maintaining employee well-being. However, the study is limited to a single IT organization, which may restrict generalizability to other industries or employee levels. Future research could explore a broader range of industries and conduct longitudinal studies to assess the long-term effects of remote work on employee satisfaction and organizational commitment.
  • Thumbnail Image
    Item
    STUDY OF THE IMPACT OF ARTIFICIAL INTELLIGENCE IN HUMAN RESOURCE MANAGEMENT PRACTICES ON ORGANIZATIONAL PERFORMANCE: EVIDENCE FROM WORKING EMPLOYEES IN SRI LANKAN MANUFACTURING FIRMS
    (Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2025) Rahunath, N.; De Alwis, A.C.
    This study examines the impact of artificial intelligence (AI) on human resource management (HRM) practices and its influence on organizational performance in Sri Lankan manufacturing firms. The study highlights how technological advancements, particularly AI and robotics, are redefining HRM frameworks and reshaping workplace dynamics.A cross-sectional quantitative research design was employed, with data collected from working employees in Sri Lankan manufacturing firms through a structured questionnaire. A random sampling technique was used to ensure representative participation. The collected data were analyzed using statistical methods, including correlation and regression analyses, to evaluate the relationships among AI adoption in HRM, employee performance, and organizational performance.Findings indicate a significant positive impact of AI-driven HRM practices on both employee and organizational performance. AI applications in HRM—such as automated recruitment, workforce analytics, personalized training, and performance monitoring—enhance operational efficiency, employee engagement, and managerial decision-making. The study also confirms that AI contributes to employee satisfaction by streamlining HR processes and improving workplace experiences.The research concludes that AI is a strategic enabler of HRM transformation, offering competitive advantages to manufacturing firms. Organizations must adopt and develop AI-driven HRM strategies to maximize workforce efficiency, optimize talent management, and sustain long-term performance improvements.From a practical perspective, the findings offer insights for business leaders, HR professionals, and policymakers on integrating AI into HRM frameworks to enhance organizational success. However, the study is limited to manufacturing firms in Sri Lanka, restricting its generalizability to other industries and global contexts. Future research could extend the study to diverse sectors and employ longitudinal methodologies to assess the long-term impact of AI-driven HRM on organizational performance.
  • Thumbnail Image
    Item
    RELATIONSHIP OF JOB SATISFACATION AND ORGANIZATIONAL COMMITMENT: A FIELD STUDY OF INSURANCE
    (Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2025) Wijesingha, R.M.R.M.; Gamage P. N.
    The ‘Employee satisfaction’ and ‘organizational commitment’ are two key factors in employee retention across various work environments. The focus on assessing and analyzing employee satisfaction stems from concerns about the potential outcomes and behavioral consequences in the workplace. Low levels of job satisfaction among employees have been linked to undesirable behaviors, such as using company time for personal activities, withdrawing psychologically and physically from the job, and altering the work environment negatively. Other negative outcomes of low job satisfaction include attendance issues, higher turnover rates, early retirements, lack of active participation in job tasks, and psychological detachment from work. The results of this study will greatly influence the decision-making processes of managers, policymakers, and stakeholders. Understanding the relationship between job satisfaction and organizational commitment will help achieve organizational goals by designing effective motivational programs for agents. The study relied on primary data gathered from insurance agents in the Colombo district. Data collection was conducted using a self-administered questionnaire designed to explore the relationship between job satisfaction and organizational commitment. Primary data was analyzed by using descriptive statistical techniques, correlation coefficients analysis and multiple regression analysis. A study on the relationship between human resources management practices and organizational commitment of insurance agents will provide better understanding regarding organizational commitment. A study on the relationship between job satisfaction, organizational commitment and turnover intention among insurance agents positive relationship.