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Subject: search.filters.subject.Employee Motivation

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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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    An Empirical Study on Factors Causing the Less Motivation Behavior of Operational Level Employees in the Apparel Industry of Sri Lanka; With Reference to Embilipitiya Area
    (5th HRM Student Research Symposium 2018, Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka, 2018) Hapuarachchi, D. P.; Padmasiri, M. K. D.
    This study focuses on the factors causing to less motivation behavior of operational level employees in the apparel industry in Embilipitiya, Sri Lanka. Data were collected from 100 lower level employees of garment factory by using structured questionnaires. The applied sampling technique was simple random sampling method. The data were analyzed using descriptive statistics, one way ANOVA test, and Pearson correlation and regression analysis. Findings revealed that salary, working conditions, supervision and organization policies caused to employees motivation. Accordingly, the study suggests to strengthen these factors to enhance motivation of lower level employees.
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    The Impact of Performance Appraisal Qualities on Employee Motivation: A Study of Managerial Level Employees of Polytex Garments Limited at Ja-Ela in Sri Lanka
    (5th HRM Student Research Symposium 2018, Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka, 2018) Karunarathne, K. N. T.; Peiris, M. D. P.
    The relationship between performance appraisal qualities and employee motivation has been well documented. With the insight of the theories such as equity theory, expectancy theory and goal-setting theory the current study aims to investigate the impact of the performance appraisal qualities on employee motivation at Polytex Garments Ltd, Ja-Ela. The study used an explanatory research design in the form of a survey. The population of the study is 171 managerial employees of Polytex Garments Ltd. However, only 120 respondents were selected by using stratified random sampling from the target population and in each stratum. The quantitative data was analyzed by descriptive statistics using statistical package for social sciences (SPSS). A simple linear regression model was used to determine the coefficients of the impact of the performance appraisal qualities on employee motivation. The findings show that a moderate positive significant correlation exits between performance appraisal qualities and employee motivation. It can be concluded that performance appraisal qualities have a significant impact on the employee motivation at Polytex Garments Ltd, Ja-Ela. The research is focused only a one single organization in the apparel industry due to time limitations. However, in a similar vein, the study can be extended to cover more organizations in same industry, well as in different industries in order for generalization of the findings. Further, the study can be extended for finding other factors affecting to the employee motivation than the qualities of performance appraisal. As recommends, it can be concluded that effective feedback and communication, giving training opportunities for employees to acquire skills and encouraging employees’ participation in performance appraisal processes are all essential for effective performance appraisal process in an organization
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    The Impact of X and Y Generation Difference on Employee Motivation
    (5th HRM Student Research Symposium 2018, Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka, 2018) Erangani, M. D. I.; Gamage, P. N.
    The purpose of this research paper is to assess the impact of X and Y generation difference on employee motivation in ABC Private Hospital. In this study, X and Y generation difference was taken as the independent variable and employee motivation was taken as the dependent variable and assess the impact of the generation difference on five motivation factors from the Herzberg Motivation Theory; Growth, Achievements, Job Itself, Recognition and Advancement Motivation. The main objective of the study is to assess the impact of X and Y generation difference on employee motivation. There are five specific objectives and six hypotheses were developed in this study. The data was collected from 50 back office staff members from the hospital by using the convenient sampling technique. A structured questionnaire was distributed to collect primary data and the data was analyzed using the Independent Sample T Test. The study revealed that there is a difference of each generation’s motivation factors. X generation employees prefer Achievement motivation while the Y generation employees prefer Job Itself motivation. It is recommended that the employer should have a sound knowledge on each generation’s preference and should satisfy two distinct generations according to their preference in order to retain them for a long time.
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    A Study of the Relationship between Rewards and Employee Motivation (With Special Reference to Sri Lanka Insurance Corporation).
    (Department of Marketing Management, University of Kelaniya,Sri Lanka., 2017) Nishshanka, N.B.A.P.S.; Fernando, P.M.P.
    Increasingly, organizations are realizing that they have to establish an equitable balance between the employees’ contribution to the organization and the organization’s contribution to the employees. Establishing this balance is one of the main reasons on offering rewards as a tool to increase employee motivation. In Sri Lankan insurance industry, non-executive marketing officers are now playing a significant role of generating revenue. Therefore, Sri Lanka Insurance Corporation must identify which factors are affecting to the success of the employee motivation within the insurance industry. The study focused on Pay, Benefits, Promotion, and Recognition as independent variables and Employee Motivation as the Dependent variable. 120 respondents were selected as the sample for the study using the convenience sampling technique. The results of the research indicated that there is a strong positive relationship between all four variables of rewards and employee motivation. And the research findings and recommendations can be used for further researches to identify further factors leading to higher motivation from non-executive employees within the insurance industry.
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    Assessing the Impact of Learning Culture on Organizational Outcomes: A Case of Miami Exports (PVT) LTD
    (Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka, 2016) Premachandre, D.T.
    Learning and development has become inevitable in order to survive in today’s changing environment. Thus, learning and development has become a critical concept for researchers. However, previous studies have failed to clearly stress on its impact on organizational outcomes. Hence this study addresses the problem of “what is the impact of learning culture on organizational outcomes”. Its main focus is to identify the impact of learning culture on employee retention and employee motivation. This is an exploratory study which analyzes using a qualitative approach. It is conducted as a holistic case study based on Miami Exports (Pvt) Ltd in Sri Lanka. The target population for the research is the employees of Miami Exports and 25 employees who worked in the Homagama branch was selected as the sample. The research findings clarifies that there is a direct impact of learning culture on retention however the impact on motivation is not much apparent.
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    The Impact of Psychological Contract on Employee Motivation: with Reference to People’s Bank Head Office
    (Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, 2015) Cooray, M.N.A.; Welmilla, I.
    This research examined the impact of the psychological contract on employee motivation. In particular, the research identified the core elements of psychological contract, which impact for the motivation of employees. Limited research have been conduct to identify the impact of psychological contract on employee motivation in Sri Lanka. The objective of this study was to identify the relationship between psychological contracts on employee motivation with special reference to People’s Bank Head office in Sri Lanka. To achieve this objective, hypothesis was developed and tested. There are 680 employees in people’s bank head office and Simple random sampling was applied to select a representative sample. A questionnaire which included 30 questions was used to gather information. The statistical Package for social science (SPSS) version 20.0 was used to analyze the data. Descriptive statistics, Cronbach’s coefficient alpha, mean value, simple regression analysis aided in the analysis. To test the stated hypotheses correlation analysis and simple regression analysis were performed. Researcher found, the employees of people’s bank have a significant impact of psychological contracts on employee motivation. For the future success of the People’s bank, managing the human resources in an effective manner is very important to identify whether they are motivated or not.