Symposia & Conferences
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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 IMPACT OF FACTORS AFFECTING THE ENVIRONMENTAL FRIENDLY BEHAVIOR AMONG EMPLOYEES OF ABC GOVERNMENT MINISTRY(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2025) Kahanda, K. D. K. N.; Devadas, U. M.Employees’ Environmentally friendly behavior is a fundamental factor that determines sustainability within the organization. Identifying key factors that influence Environmentally friendly behavior is beneficial. Therefore, the aim of this study was to examine the impact of factors affecting the environmental friendly behavior among employees of ABC government ministry. Accordingly, this study achieved five objectives to assess the impact of factors influencing on environmentally friendly behavior among employees. Specifically, those five objectives are to examine the impact of Employee attitudes (EA), Subjective norms (SN), perceived behavioral control (PBC), environmental awareness (EAA) and organizational culture (OC) on employee environmental friendly behavior (EFB) separately. The study was carried out in a government Ministry. This study followed the post positivism research philosophy to undertake it as a quantitative field study. The simple random sampling method was used, selecting a sample size of 292 employees from the ministry’s all employees. The researcher distributed an online survey questionnaire to respondents to collect data. Correlation analysis and regression analysis were conducted to test effectively the selected factors that could affect environmentally friendly behavior. The results demonstrated that factors influencing employees’ environmentally friendly behavior including Employee attitudes, Subjective norms, perceived behavioral control, environmental awareness and organizational culture have significant and positive relationships between factors and environmentally friendly behavior. It was discovered that the main element influencing employees’ environmental friendly behavior was perceived behavioral control compared to other factors and substantially, attitudes, subjective norms, environmental awareness and organizational culture have influential relationships on actions that are geared towards preserving nature. As a result, it is recommended that empower employees by providing necessary resources and support, enabling them to take control of their environmental actions and promote Environmental Friendly Behavior in the government ministry.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 PERCEIVED ORGANIZATIONAL SUPPORT ON ORGANIZATIONAL COMMITMENT: A STUDY OF EXECUTIVES IN A LEADING MANUFACTURING COMPANY IN SRI LANKA(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2025) Madhumal, W.A L.S.; Gamage, P. N.This research aimed to analyze the impact of Perceived Organizational Support (POS) on Organizational Commitment (OC) of the executive-level employees of a manufacturing firm in Sri Lanka. Today it is important to ensure commitment from employees to enhance organizational performance, especially for manufacturing companies depending on employee commitment in the global economy. Based on SET, the research aims to find out the relationship between employees’ perception of their organization’s support of their commitment, both affective, normative and continuance. From the research, the study found it suitable to adopt a quantitative research method in which the data was collected through self-developed questionnaires administered to 150 randomly selected executive employees of the organization. Three hundred questionnaires were distributed, and one hundred and ten were returned and considered valid. The statistical analysis used in this study was by means of built-in software SPSS for descriptive, correlational and regression analysis. This study establishes the importance of perceived organizational support as a cognitive process of encouraging organizational commitment as a strategic management tool. It is thus clear that by engaging with the support mechanisms to meet the needs of human resources, organizations foster organizational commitment, hence sustainable competitive advantage.Item Features of an Online Job Advertisement that mostly Influence Job Seekers’ Intention to Apply for a Particular Job Vacancy: Moderating Role of Organizational Attractiveness(5th HRM Student Research Symposium 2018, Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka, 2018) Neydorff, I. S. F.; Jayarathana, S. M. D. Y.Presently, the world of recruitment pays an increasing interest on online recruitment where designing an attractive online job advertisement has become crucial to attract potential applicants’ intention to apply for a particular job vacancy. To design an online job advertisement that trigger intention to apply for a job vacancy, recruiters should pay close attention to the content or the features of the advertisement. Thus, this study focused on determining the features that significantly affect intention to apply of Commerce and Management undergraduates in the University of Kelaniya, Sri Lanka and the moderating role of organizational attractiveness. Data were collected from 146 respondents through a questionnaire developed using standard measures validated by previous researchers. The researcher found that organizational culture and HR offerings are the two features considered by the most respondents out of work characteristics, employee portrayal, organizational culture, aesthetic appeal of the advertisement and HR offerings. Furthermore, the study revealed that organizational attractiveness as a strong moderator to strengthen the relationship between features of an online job advertisement and intention to apply. The study contributes to knowledge domain on recruitment while adding valuable insights to recruitment personnel and organizations in identifying features of an online job advertisement that mostly considered by applicants who intend to apply for a particular companyItem The Organizational Factors that Influence to Employee Performance in Apparel Industry 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) Ujith, W. I.; Darshani, R. K. N. D.The main objective of this study is to identify the impact of factors that influence employees’ performance in apparel companies in Sri Lanka. Data were gathered using a standard questionnaire from machine operators and simple random sampling technique was used to select the sample. According to results of the study, it was found that organizational factors (working environment, leadership style, organizational culture and motivation) positively influence the performance of machine operators of apparel companies in Sri Lanka.Item Study of the Organizational Culture and its Impact on Job Satisfaction among Executive Level Employees: A Case of MAS Intimates - MAS Design.(Department of Marketing Management, University of Kelaniya, 2016) Gooneratne, R.K.; Fernando, P.M.P.Analysis of the corporate culture is very essential for the organization in dealing with irrational, intractable and frustrating situations effectively. This is because if the management is unable to be conscious of the corporate culture, they will not be able to utilize that effectively, and instead the culture will manage them. Prime aim of this study is to clarify the impact of organizational culture on employee job satisfaction of the executive level employees of MAS Intimates. Literature findings were mapped to the conceptual model and was used as a framework to conduct the questionnaire survey of the study. Questionnaires had been distributed among 100 executive level employees in MAS Intimates using Probability Sampling Technique. Both open-ended and close-ended questions were included in the questionnaire to gather quantitative and qualitative data to achieve research objectives. It was found according to the mean value calculations that employee satisfaction and organizational culture that exist within the organization is at a moderate level. The correlation analysis indicated that there is a moderately strong and significantly positive relationship between Innovative & Risk Taking Culture and People Oriented Culture with Employee Job Satisfaction. The Outcome Oriented Culture demonstrated a moderately weak and significantly positive relationship with Employee Job Satisfaction while Team Oriented Culture and the Employee Job Satisfaction showed the highest positive correlation of 0.753. Considering the findings, improvements are required to cultivate the employee willingness to take risk, and organization should encourage employee’s new ideas, raise achievement quality, and eliminate the routine nature of jobs and competitive & hardworking lines among employees.Item Leader Temporal Orientation, Leader Behavior and their Reflection in Organizational Culture: A Theoretical Review(Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka, 2016) Michalak, J.M.This paper examines the role played by time concept in individual (personal) and organizational functioning. In particular, it discusses the theoretical background of the individual time orientation of leaders, their behavior and their reflection in organizational culture. The time orientation construct, developed by Zimbardo and Boyd (1999) consists of five factors that promote different attitudes toward temporal frames and comprises one attribute of personality. As such, it is mirrored in managerial behaviors that is a significant component of organizational culture and reflects its main characteristic. However, that fact has not yet been widely acknowledged by leadership experts and leaders themselves. This study addresses that lack of recognition and understanding of this important construct and promotes its practical consequences for organizational culture.Item A Study of the Organizational Culture for Knowledge Sharing in Selected Banks Branches(Faculty of Commerce and Management Studies, University of Kelaniya, 2015) Pushpamali, N.N.C.Knowledge has become the most vital resource for gaining competitive advantage. Banks has recognized the relevance and importance of sharing knowledge among employees. The purpose of this research paper is to analysis the factors that influence on knowledge sharing in selected bank branches. Research identified several factors; trust, collaboration, communication among staff, information system, reward systems, organizational structure, management practices, shared vision and employee union facilitate knowledge sharing in organizations. The questionnaire was used for data collection. Gathered data was analyzed in descriptive statistics using SPSS software. Study reveals that Information systems, sharing a common vision and trust among employees exist at a higher level in the selected organizational culture as knowledge sharing elements than other identified factors. Findings of this study provide useful information and support to extend the understanding of banks in motivating their employees to engage in knowledge sharing practices.Item AN INVESTIGATION INTO THE CONTRIBUTION OF INSTITUTIONAL CULTURAL PARADIGMS TO THE EFFECTIVENESS OF POSTGRADUATE PROGRAMS: A COMPARATIVE STUDY OF UNIVERSITY OF MORATUWA AND UNIVERSITY OF KELANIYA(2010) Subasinghe, R.; Wickramasinghe, V.Although the state university system of Sri Lanka requires undergraduate degree programmes to be provided free of charge, postgraduate degree programmes and other services such as consultancy and research and development can be provided on income generating basis. Nevertheless, evidence suggests that the state university system is not operating up to its potential in providing commercially viable postgraduate programmes on profit making basis. This research questions whether the institutional cultural paradigms prevailing within the state university system impedes it from achieving strategic organizational objectives of survival, self-sustainability and growth. The study investigates and compares institutional cultural paradigms and effectiveness of postgraduate programmes of University of Moratuwa and University of Kelaniya, and investigates whether a particular paradigm is conducive for achieving strategic objectives than other cultural paradigms. For the study, a random sample of 100 senior academic and administrative staff responsible for postgraduate programmes of Faculty of Engineering, Architecture, and Information Technology of University of Moratuwa, and a random sample of 100 senior academic and administrative staff responsible for postgraduate programmes of Faculty of Science, Commerce and Management, Social Sciences, Humanities, Post Graduate Institute of Pali and Buddhist Studies, and Post Graduate Institute of Archaeology of University of Kelaniya responded. The institutional culture was measured based on the dimensions proposed by Denison and Mishra (1995) that consist of four dimensions, namely Consistency, Adaptability, Involvement and Mission. The effectiveness of postgraduate programmes were measured based on the dimensions proposed by Cameron (1978) that consists of four dimensions, namely, Academic (Academic Development of students, Professional Development of Lecturers, Ability to acquire source), Morale, Adaptation to the External Environment and Field outside Programme. It was found that University of Moratuwa has more conducive institutional culture compared to University of Kelaniya, although certain Faculties of Unniversity of Kelaniya have scored higher in some institutional cultural dimensions compared to the Faculties of University of Moratuwa. A similar trend was observed in aspect of the effectiveness of postgraduate programmes as well. The research shows that healthy cultures lead to better effectiveness and technology oriented universities have comparatively conducive cultures that lead to greater effectiveness. This research will lay the foundation for future research into other factors influencing effectiveness and dynamics of existing cultural paradigms.