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Start date: 2020Subject: search.filters.subject.Organizational Commitment

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    IMPACT OF ORGANIZATIONAL HEALTH AND SAFETY PRACTICES ON ORGANIZATIONAL COMMITMENT OF NON- MANAGERIAL EMPLOYEES IN A SELECTED APPAREL SECTOR COMPANY IN SRI LANKA
    (Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2025) Senadhilankara W.I.M.; Wijewantha P.
    The aim of this research study is to examine the impact of organizational health and safety practices, specifically management safety practices and job safety, on organizational commitment among non-managerial employees in the apparel sector in Sri Lanka. The study was conducted at an apparel company located in the Katunayake Export Processing Zone, using a structured questionnaire distributed to 240 non-managerial employees. A simple random sampling technique was employed to ensure a representative sample that reflects the diversity in gender, age, educational level, and years of service. The data collected were analyzed using SPSS software, and the study’s findings indicate that management safety practices have a significantly stronger positive impact on organizational commitment compared to job safety. Both management safety practices and job safety are positively correlated with organizational commitment, The results suggest that while safety initiatives are essential in fostering organizational commitment, other factors, such as organizational culture, employee engagement, and job satisfaction, may also influence commitment levels. The study underscores the importance of proactive safety leadership and emphasizes the need for a comprehensive approach that includes not only safety but also elements like communication and employee well-being to enhance organizational commitment. Additionally, the findings contribute to the theoretical understanding of safety management and organizational behavior in developing country contexts, particularly within the apparel sector.
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    IMPACT OF COMMUNICATION RELATIONSHIP SATISFACTION ON ORGANIZATIONAL COMMITMENT: A STUDY OF OPERATIONAL LEVEL EMPLOYEES IN HELA CLOTHING (PRIVATE) LIMITED IN SRI LANKA
    (Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2025) Perera, G.S.S.; Wijewantha, P.
    The purpose of this research is to identify the impact of communication relationship satisfaction on organizational commitment of operational-level employees in Hela Clothing (Private) Limited in Sri Lanka. Communication relationship satisfaction is a critical factor influencing organizational commitment. Research on communication relationship satisfaction is limited, and no research has been conducted on communication relationship satisfaction in the apparel industry in the Sri Lankan context. This research is deductive research. This was a quantitative study with a cross-sectional survey design. A structured questionnaire distributed as hard copies was used to collect data. The simple random sampling technique was used to select the sample. The sample size is 291, and Statistical Package for Social Science (SPSS), version 20.0 was used to analyze the data. Valid responses were obtained from 203 operational-level employees in Hela Clothing (Private) Limited. The hypotheses were tested using simple linear regression analysis. This study found that communication relationship satisfaction has a significant impact on organizational commitment among operational-level employees in Hela Clothing (Private) Limited in Sri Lanka. This study found that all four factors, coworker relationship, immediate supervisor relationship, top management relationship, and organizational influence, affect organizational commitment. The study's findings provide valuable insights for top managers of Hela Clothing (Private) Limited to design initiatives to increase organizational commitment. Finally, suggestions for future research are provided.
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    IMPACT OF EMPLOYEE ENGAGEMENT ON EMPLOYEE PERFORMANCE IN ABC APPAREL COMPANY
    (Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2025) Kangara, K.M.D.P.K.; Jayasinghe C.
    The objective of this paper is to analyses how employee engagement and Employee Commitment influence employee performance with the mediating effect of employee commitment. The result obtained through quantitative method and regression analysis of the survey data shows a significant positive relationship between employee engagement and performance with beta value of 0.482 (p = 0.000), which underscores the importance of the engagement in boosting the performance and success of businesses. As for any ties with performance, all the components included in this competence positively influence performance data but to a lesser extent in this particular case (beta = 0.149, p = 0.020). The analysis with the moderation interaction term (Employee Engagement x Employee Commitment) as the mediator was significant only marginally (beta = 0.799, p = 0.040). 18 Engagement can be seen to have a positive impact on output jointly with commitment.
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    IMPACT OF EMOTIONAL INTELLIGENCE ON ORGANIZATIONAL COMMITMENT WITH THE MODERATING ROLE OF PERCEIVED ORGANIZATIONAL JUSTICE: A STUDY OF ABC TELECOMMUNICATION COMPANY
    (Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2025) Kumara, R.S.K.R.N.; Jayasinghe, C.
    Previous scholars have identified organizational commitment as an essential tool that can increase retention and reduce turnover rates and improve other overall employment factors. However, the biggest problem facing the industry today is the high employee turnover rate, but significantly, managerial level employees have higher commitment than the other level. This study aims to explore the impact of emotional intelligence on organizational commitment and the moderator role of perceived organizational justice in the above relationship, considering management level employees in ABC Telecommunications Company in Sri Lanka. Although the relationship between organizational commitment and emotional intelligence has been confirmed in the Western literature, it has been relatively difficult to find investigated of this relationship in the Sri Lankan context, especially in the telecommunications sector. The present study investigated how these factors are related to each other and how they affect employees. Deductive approach was applied using an online survey research method and a quantitative research methodology. The population of the study was the managerial level employees of ABC Telecommunication Company, and the sample size was 214 Correlation and regression analyses were performed using SPSS. According to the findings of the study, it is concluded that emotional intelligence has a statistically positive effect on organizational commitment. Furthermore, it was found that perceived organizational justice has a moderating role on emotional intelligence and organizational commitment. A relationship was found between the three variables and both hypotheses were accepted.
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    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.