Symposia & Conferences
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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.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.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 The Impact of Human Resource (HR) Key Result Areas on Employee Satisfaction of Production Floor Workers in Sri Lankan Garment Industry.(8th International Conference on Business & Information ICBI – 2017, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2017) Saparamadu, S.; Weerakkody, W. A. S.The current study was conducted with the prime purpose of examining the impact of Human Resource (HR) key result areas on production floor workers’ satisfaction with the focus on production level employees of MNO Garments operating under MAS Holdings in the Biyagama export zone. The study investigated the effectiveness of HR key result which can influence on satisfaction among production floor workers. The research framework consists of one dependent variable and one main independent variable. HR key results areas are recruitment, training and development and remuneration. Three hypotheses were formulated using deductive approach. Hence the purpose of the study was hypotheses testing. Variables are neither manipulated nor controlled in the study. The sample population consisted of 100 production floor workers who were randomly selected from 10 modules including 10 employees selected for each module using the stratified random sampling method. Measures of the study had possessed sufficient validity and reliability. The structured questionnaire, which consists of 43 statements with five point scale, was used in order to collect the data and the sample. Unite of analysis is individual since data was collected from production floor workers. The data analysis included the univariate, bivariate, and multivariate analysis. The study revealed that there is a strong positive relationship between HR key results areas and employee satisfaction. Hence, it is concluded that Human Resource Key Result Areas and employee satisfaction strongly relates positively.Item Employee Perception towards Bank Merge in Sri Lanka(Department of Finance, Faculty of Commerce and Management Studies, University of Kelaniya, 2015) Chathuranga, B.H.D.Bank merger is a new restructuring concept to the banking industry in Sri Lanka. Central Bank of Sri Lanka introduces Master plan on consolidation in 2014 to the banking industry in order to achieve goals in 2016. This study was done to gather employee perceptions regarding the bank merge in Sri Lanka. To collect data on performing this research it was selected 150 bank employees from the Colombo district as a sample and a structured questionnaire was developed to gather employee perceptions on the current organization, whether bank can get benefit from the mergers and the satisfaction level, if there is a merge in present organization. As per findings majority of the employees are very happy to spend their career with present organization. And they stated that the organization deserves their loyalty. Majority of employees think that bank can gain benefits from the merge due to market leadership, growth and diversification. The other employees think bank cannot gain benefits due to the Cultural Mismatch and the lower Competition. If the merge is with an underperforming bank, probably the bank has to bare the losses of the merged bank while bearing own expenses and other losses of the company itself. This may lead to Operational issues and Cutting down of employee promotion opportunities. Even though majority of employees think bank can gain benefits through a merger, majority dissatisfied if there would be a merge in current organization. It is evidenced with the reasons concluded that the cultural differences and job loss due to mergers are negatively affected to employees. These reasons paved the way for recommending policy makers to conduct training programs and increase confidence level of employees about job security to overcome negative perception about bank merge.