Symposia & Conferences
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Item FACTORS AFFECTING EMPLOYEE TURNOVER INTENTIONS OF EXECUTIVE LEVEL EMPLOYEES AT ABC APPAREL PVT. LIMITED(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2025) Hewage, C. M.; Devadas, U. M.Employee turnover has become a greater challenge for companies in a highly competitive business environment. This study has been carried out to understand the factors that affect employee turnover intention of executive level employees of ABC Company with 160 respondents. In this study, work stress, burnout, compensation and benefits, and growth opportunities were considered as the underlying reasons for turnover intentions. This research is carried out according to a quantitative approach with a structured survey, used to collect data from executive level employees of ABC Company. Descriptive statistics, regression, and correlation analysis were used in conducting the data analysis for the current study. The findings indicate that there is a significant relationship between work stress, burnout, compensation & benefits, growth opportunities (independent variables), and employee turnover intention (dependent variable). According to data analysis, employees experience a high level of burnout and moderate level of work stress, while the employees are moderately satisfied with compensation, benefits, and growth opportunities. Further, it was identified that there is a significant impact of work stress, burnout, compensation & benefits, and growth opportunities on employee turnover intention. This study shows the importance of addressing issues related to work stress and burnout through targeted interventions, such as implementing stress management programs, offering career counseling services, and fostering a supportive work environment. It is important to enhance employee growth opportunities and consistently update salaries, wages, and benefits in par with the industry’s benchmark and employees’ needs as well. The research has different limitations as it focuses solely on ABC Company executive level employees. Also, the cross-sectional design does not capture longitudinal changes in turnover intentions or organizational dynamics over time. Hence, further research can be conducted to overcome these limitations and investigate more factors that contribute to employee turnover intention.Item FACTORS AFFECTING INTENTION TO MIGRATE OF EXECUTIVES IN THE APPAREL INDUSTRY IN SRI LANKA(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2025) De Silva, H.P.D.T.; Gamage, P. N.Earnings from exports and the provision of employment opportunities make the apparel industry in Sri Lanka one of the most important industries in terms of its contribution to the nation’s economy. Still, the percentage of executives willing to migrate has been on the rise due to economic, workload and even career-oriented factors. This study aims to investigate the underlying factors that lead to the willingness to migrate among executives in the apparel sector of Sri Lanka. A quantitative and cross-sectional sample survey was used, and a questionnaire was sent to 165 executives of the organizations. The results were analyzed employing SPSS to compute correlation and regression analysis. The analysis revealed that migration intentions had a significant relationship with job satisfaction, organizational culture, organizational support, career development, compensation, economic conditions and political instability. Research results show that attention needs to be paid to intervention measures that prevent migration, including developing a good organization of the political and economic problems and developing more career opportunities. This research can also serve as a useful contribution for policymakers and industry owners on how best to devise policies designed to deal with migration determinants to improve executive retention and ensure the competitiveness and expansion of the sector.Item Impact of High Commitment Human Resource Management Practices on Employee Engagement: Evidence from Private and State Commercial Banks of Sri Lanka(Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka, 2016) Patrick, A.V.; Gamage, P.N.This study explores the impact of High Commitment Human Resource Management Practices on Employee Engagement in selected state and private commercial banks in Sri Lanka. The main objective of this study is to identify the relationship between High Commitment HR practices such as Performance Appraisal, Compensation, Career Development and Employee Engagement in the selected state and private commercial banks of Sri Lanka. The sample of this study includes two private commercial banks and two state commercial banks in Sri Lanka. A quantitative approach based survey in form of close ended structured Five Point Likert-scale questionnaires were used to obtain the responses from executive bank employees. The collected data were analyzed using SPSS software version 20. In order to test the hypotheses of the study the correlation, regression analysis and multiple regression analysis were used. The statistical results of the study reveal that Performance Appraisal, Compensation and Career Development are significant predictors of Employee Engagement. The outcome of this study may help the policy makers in the banking sector to draft HR policies to improve their service towards better customer satisfaction and to gain competitive advantage which can drive the banks towards profitability and favorable business outcomes.Item Impact of Performance Appraisal, Compensation and Promotional Practices on Employee Perceived Performance(Faculty of Commerce and Management Studies, University of Kelaniya, 2015) Ramani, V.In the current scenario, HR practices play an important role in organizations to increase the employee perceived performance. The purpose of this study is to examine the relationship and between the employees perceived performance and compensation, performance evaluation, and promotion practices in the banking sector of Nuwara-Eliya District, Sri Lanka. The destination of this study is to imply the repetitive activities performed in the context of an organization’s normal, everyday operations. It’s all about the use of employee perceived performance to design, analysis, and manage human resources and where possible, to improve these practices. Survey of 200 banking personnel was conducted through personally administrated questionnaire to investigate the impact of compensation, performance evaluation, and promotion practices on employees’ perceived performance. The relationship is calculated by applying the Spearman’s correlation matrix and multiple regression analysis. The Spearman’s correlation results demonstrate that, the employee perceived performance and compensation, performance evaluation, and promotion practices has the positive and significant relationship. The regression results indicate that the performance evaluation and promotion practices are significant but the compensation practices are not significant. Moreover, this study provides help for top-management of banking sector to design or revise their HR policies and make practices to attain high employee performance.