Symposia & Conferences
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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 THE IMPACT OF ORGANIZATIONAL CULTURE ON EMPLOYEE TURNOVER INTENTION: EVIDENCE FROM A RUBBER PRODUCT MANUFACTURING COMPANY IN SRI LANKA(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2025) Jayasiri, K.A.H.I.; De Silva, G.H.B.A.This study examines the relationship between organizational culture and employee turnover intention, with a particular focus on the mediating role of job satisfaction among executive employees in a rubber product manufacturing company in Sri Lanka. A quantitative research design was employed, collecting data from 124 executive employees through a structured questionnaire. Regression and mediation analyses were conducted to assess the direct and indirect effects of organizational culture on turnover intention. The findings indicate that clan and adhocracy cultures significantly reduce turnover intention by fostering collaboration, trust, and innovation in the workplace. In contrast, market culture has a moderate negative impact on turnover intention due to its competitive nature, while hierarchy culture exerts the least influence, as its rigid structure may hinder employee satisfaction. The results confirm that organizational culture significantly impacts job satisfaction and turnover intention, with job satisfaction acting as a mediator. The study suggests that fostering supportive and innovation-driven organizational cultures enhances job satisfaction and reduces turnover intention. Practical recommendations include promoting participative decision-making, balancing performance orientation with employee well-being, and incorporating flexibility within structured systems. However, the study's focus on a single organization and its cross-sectional design limit generalizability, highlighting the need for longitudinal and multi-industry research to validate these findings further.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.Item THE IMPACT OF PAY TRANSPARENCY ON TURNOVER INTENTION. THE MEDIATING ROLE OF PERCEIVED ORGANIZATIONAL TRUST: A STUDY OF TOP AND MIDDLE LEVEL EMPLOYEES IN SELECTED GLOVE MANUFACTURING ORGANIZATION IN COLOMBO DISTRICT, SRI LANKA(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2025) Deshapriya. D.C.; Jayasinghe, C.Building a transparent organizational culture is critical to an organization's success in a rapidly changing business environment. Building such a culture within an organization is a challenge for organizations. Therefore, it is important to consider how organizations can increase organizational transparency with existing employees. Implementing Pay transparency is considered as a one of the significant aspects in modern business context in order to build a transparent culture within the organization. Moreover, given the current situation in Sri Lanka, employee turnover has become a major concern for organizations in the business community. Therefore, the primary aim of this study was to examine the impact of pay transparency on turnover intention with the mediating role of perceived organizational trust. The study population consisted of top and middle level employees working for a specific Glove manufacturing company in the Colombo district of Sri Lanka. The population consisted of 135 top and middle level employees and the sample consisted of 100 respondents from those selected for the sample based on a stratified random sampling method. Additionally, data for the study were collected using a self-administered questionnaire. Statistical Package for Social Science (SPSS), version 23.0 was used as a tool for data analysis and both descriptive and inferential statistics, namely correlation and regression were used to analyze data. Regression analysis results showed a significant impact of pay transparency on turnover intention of top and middle level employees. Consistently, the study found that perceived organizational trust mediates this relationship. Moreover, it can be recommended that future research can be conducted in the same field as the quantitative research and replicate the research in different industry and cross-cultural contexts. In addition, future research can examine new and innovative practices that ensure transparent pay practices and reducing turnover intention among employees.Item EXAMINE THE IMPACT OF PSYCHOLOGICAL CONTRACT BREACH ON TURNOVER INTENTION WITH SPECIAL REFERENCE TO IDEA GROUP LIMITED(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2025) Mathangaweera, A. M.; Weerakkody, W.A.S.The present study was conducted to examine the impact of psychological contract breach on turnover intention of operational level employees in Sri Lankan manufacturing industry with special reference to Idea Group Limited. Turnover intention is the primary antecedent to the actual action of turnover, which refers to employees leaving the organization. Psychological contract breach defined as the failure the reciprocal obligations between an employer and an employee. The manufacturing industry plays a significant role in Sri Lankan economy. However, the industry faces major challenges, such as a lack of skilled labor and high labor turnover. Giving the nature of the manufacturing industry, the working environment is often stressful, creating enough opportunities for breaches in psychological contract. Researchers have found that psychological contract breaches can result in negative organizational outcomes, including increase turnover intention. A review of the literature reveals contradictory findings regarding the impact of psychological contract breach on turnover intention, depending on the authors, contexts, and industries studied. Therefore, it is crucial to investigate this relationship within the Sri Lankan manufacturing industry. This study employed a quantitative research approach, utilizing both primary and secondary data. To achieve the study’s objectives, the researcher distributed 200 self-developed questionnaires among operational level employees in Idea Group Limited. Of these, 180 questionnaires were received, 179 were deemed valid for analysis. The data were analyzed using tools, including correlation and regression analysis. The findings of the study revealed significant positive relationships between relational, transactional and overall psychological contract breach with turnover intention. Additionally, the results indicated a significant positive impact of psychological contract breach on turnover intention.Item IMPACT OF WORKPLACE HARASSMENT ON EMPLOYEE TURNOVER INTENTION WITH MEDIATION EFFECT ON MENTAL STRESS; A STUDY OF PRODUCTION LEVEL EMPLOYEES IN ABC COMPANY IN SRI LANKA(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2025) Sewwandi, W. M.; Welmilla, I.This research examines the relationship between workplace harassment and employee turnover intention with mental stress as a moderate variable. In quantitative cross-sectional study, the current study investigates how different types of workplace harassment that include verbal abuse, bullying, sexual and racial harassment and discrimination affect employees’ turnover intention. Quantitative data gathered from 107 respondents in the production-line of a bakery firm in Sri Lanka were subjected to descriptive analysis, correlation, regression, and mediation tests. The research evidence shows that workplace harassment influences mental stress and turnover intention, with mental stress serving as a moderation factor. The study emphasizes the need for intervention programs that focus on minimizing workplace harassment and fostering a healthy organizational climate to increase employee retention and promote positive health. The research provides insightful findings, yet it contains specific limitations in its analysis. The study examines only one firm within a specific industry sector which restricts how well its results transfer between different industrial settings. The study utilizes a cross-sectional design as its approach thus it prevents researchers from creating connections between variables across different time periods. Research needs to conduct long-term investigations through time-spanning studies to better grasp harassment effects on employees in their workplace environment. Enhancing the study by including workers from different industries along with diverse groups of employees would increase their overall reliability. A thorough investigation of workplace harassment requires exploring extra moderating factors and mediating variables that include organizational culture and leadership styles alongside employee coping methods to understand better these effects on outcomes.Item IMPACT OF SUPERVISOR ASSISTANCE, WORK LIFE BALANCE AND TRAINING ON EMPLOYEES' TURNOVER INTENTION: EVIDENCE FROM NON-EXECUTIVE EMPLOYEES OF ABC AUTOMOBILE COMPANY IN SRI LANKA(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2025) Dilruk, M.W.A.; Welmilla, I.The purpose of this research study is to determine the impact of supervisor assistance, work life balance, and training on employee turnover intention. Additionally, this study aims to fill the gap in literature by investigating the impact of supervisor assistance, work life balance, training on employee turnover intention. While there is a wealth of established global literature on the selected variables, there is limited research specifically focused on the automobile industry. This study explores of the impact of supervisor assistance, work life balance, and training on employee turnover intention of non-executive employees at ABC automobile company in Sri Lanka.This is a deductive, quantitative and cross-sectional research study. The data were collected using a self-administered standard questionnaire in an online format. Simple random sampling technique was employed, and simple regression analysis was used to test hypotheses. The analyzed results reveal that supervisor assistance, work life balance, and training have a positive impact on turnover intention of non-executive employees at ABC automobile company in Sri Lanka.In the case of non-executive employees at ABC Company, this research offers critical insights to policymakers and HR practitioners in Sri Lanka's automotive industry. In addition, It emphasizes the need for an integrated supervisor support strategy, career development-focused work-life balance activities, and targeted training programs to enhance staff retention. However, there are some limitations in the exclusion of other possible influential factors like peer behaviors and leadership, limitation to a single firm, and quantitative measures that cannot capture the perceptions of the employees. Future studies can include extension to more firms and inclusion of more variables including mediating and moderating variables.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.Item FACTORS AFFECTING TURNOVER INTENTION OF OPERATIONAL LEVEL EMPLOYEES IN THE CONSTRUCTION INDUSTRY IN SRI LANKA(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2025) Dananjaya, W.N.; Gamage, P.N.In today’s dynamic world, human resource management has become a very significant and important management field, and companies must be concerned about utilizing their workforce efficiently and effectively to achieve their goal and objectives. This study focuses on discussing the Factors Affecting the Turnover Intention of Operational Level Employees in the Construction Industry in Sri Lanka. The problem of the study is “Factors Affecting Turnover Intention of Operational Level Employees in the Construction Industry in Sri Lanka” which is identified by studying the literature gap in this area. The research was quantitative research. This cross-sectional research gathered data through a questionnaire from a sample of 250 employees selected through a stratified proportionate random sampling method. Data was collected through a structured questionnaire using a simple random sampling technique. Correlation analysis and simple regression analysis were used to measure the relationship and to test the advanced hypotheses of the study by using Statistical Package for Social Sciences (SPSS). In conclusion, as the key findings of the study, it was found That work-life balance, working environment, Job Security, and Work Stress factors impact employee turnover in the construction industry in Sri Lanka.Item Pushed To the Brink: A Conceptual Paper on How Overwork Climate and Abusive Supervision Fuel the Intention to Quit Among Employees in Malaysian Banks(Faculty of Commerce and Management Studies University of Kelaniya., 2024-11-01) Mohd Fuzi, N.; Mohd Rasdi, R.; Wan Abdullah, W.A.This study investigates the predictors of turnover intention among employees in the Malaysian banking sector, focusing on the role of overwork climate and abusive supervision. The banking industry in Malaysia is characterized by high work pressure and competitive demands, making turnover intention a critical concern for organizational performance and human resource management costs. The emphasis on overwork climate and abusive supervision as primary predictors stems from their pronounced influence on stress levels and job dissatisfaction within this high-pressure context. These factors are posited to be more salient in determining employees' decisions to leave, compared to other potential predictors. This study will employ a quantitative research approach, employing a cross-sectional survey design to collect data from a representative sample of banking employees in Malaysia. The data will be analyzed using Structural Equation Modelling (SEM) to assess the direct and indirect effects of overwork climate and abusive supervision on turnover intention. By understanding the relationships between these variables and turnover intention, this study seeks to contribute to the existing body of literature, offering a nuanced understanding of the unique work dynamics present in the Malaysian banking sector. The anticipated findings aim to inform management practices by highlighting the importance of addressing overwork and abusive supervision as key strategies for reducing turnover rates. Ultimately, this research aspires to enhance employee satisfaction and commitment, thereby promoting a more stable and productive workforce.