Proceedings of International HR Conference
National Human Resource Policy Formulation and Implementation: A Fiduciary Trust and a Duty on Governments
The consequential effect of national policy formulation and implementation regarding human resource management (HRM) of private and public institutions have been presented in this research paper by analyzing samples taken from national policies on employment and environment in the context of Republic of Maldives. The analysis has been presented basically through two perspectives. From first perspective, the effect of national policies on HRM has been viewed through the external factors affecting HRM, rather than the internal factors of HRM. On the contrary, the second perspective involves the effects of national policies on HRM internally within the legislations related to employment as well as externally through environmental factors. The overall focus of the above said two perspectives is to analyze how national policy-making shortcomings related to human resource management (HRM) within any given country can be disruptive for HRM endeavours of not only private entities but public entities as well, especially when such policies are not in line with the respective HRM needs of such institutions. The findings would demonstrate the outcomes of shortcomings by governments to properly administer and implement national policies regarding human resource and how this could totally jeopardize the well-established human resource management procedures and endeavors of private and public institutions. The underlying reason for the effect of public policy on HRM of institutions has been identified and analyzed as the existence of the fiduciary relationship between governments and citizens whereby the institutions managed by the citizens are legally bound by any defective public policies.
Repatriation Adjustment: A Study on Sri Lankan Academic Repatriates
A large and growing body of literature investigated the return of corporate repatriates; the repatriation of academics has not yet been sufficiently discussed in the literature. Particularly, in Sri Lanka, repatriation of academics was unnoticed so far. About the repatriation of university academics, it is not clear whether academic repatriates experience repatriation issues as corporate repatriates. Therefore, this study investigated if academic repatriates experience adjustment issues, and the influences of repatriates personal and situational variables such as length of overseas assignment, the time passed upon repatriation, cultural disparity, and age on repatriation adjustment. The study was conducted with a group of 140 Sri Lankan academics and used t-test and multiple regressions to test the proposed five hypotheses. For this study, the researcher collected data from two groups of academics: one group of academics are those who have no repatriation experiences, and the other group of academics is those who have repatriation experiences. The second group consists of academics (repatriates) who had been attached to a foreign university or academic institution for more than one year, had been involved in academic activities, and, at the survey date, had returned within the past two years. Results indicated that academic repatriate’s experiences less fit with their home university compare to academics who do not have repatriation experiences. Multiple regression analysis proved that repatriates’ personal and situational variables had no any significant impact on repatriation adjustment. Keywords: Repatriation, Adjustment, Academics, Internationalization
Relationship between Employees’ Perception of Organizational Politics and Emotional Intelligence
Emotional Intelligence is a topic of significance since last two decades and it is believed followed by being proven to be a solution for several problems in an organizational setup. This study was conducted to test the relationship between organizational politics and emotional intelligence in the workplace. The employees’ perception of organizational politics was compared for its status between public sector bank employees and new private sector bank employees. 472 samples were used to study the relationship between organizational politics and emotional intelligence among banking sector employees. The samples were chosen by using multi stage random sampling by probability method. Perception of organizational politics was found to have a strong correlation with emotional intelligence. The employees’ perception of organizational politics was profound among public sector bank employees rather than new private sector bank employees. Emotional intelligence of the employees needs to be enhanced in order to reduce the organizational politics by providing training on emotional intelligence. This research adds value to the existing literature by highlighting the relationship between emotional intelligence and organizational politics. The findings show that emotional intelligence has a strong correlation with employees’ perceptions of politics, and this in turn affects the employee attitude in the workplace. The major political practices were compared between public sector banks and new private sector banks and their finding adds value to the Indian literature. Keywords: Emotional intelligence, Organizational politics, Employee Attitude, Performance, Perception
I can Better Perform if I get Paid More: The Moderating Role of Income on the Relationship between Work Family Conflict and Employee Performance
Seminal research studies carried out in the sphere of work family conflict lent credence to the notion that work family conflict is a deleterious factor damaging employee performance at work. Consequently, this study close looked at moderating role of income in negating the negative relationship between work family conflict and employee performance. Using random sampling techniques, a total of 124 employees working in apparel industry located in Trincomalee district were selected. Data were garnered using self-administrated questionnaire. Results revealed that the level of income moderated the relationship between work family conflict and employee performance such the negative relationship between work family conflict and employee performance is stronger at low level of income, nonetheless, negative relationship was negated at high level of income. Needless to say, this study makes theoretical contribution to the frontiers of work family conflict and proffers practical implications and would serve as a springboard for future research studies. Keywords: Apparel Industry, Employee Performance, Work Family Conflict
Determinants of Intention to Leave among Operational Level Employees: A Study at a Leading Apparel Manufacturing Company in Sri Lanka
Human resources are considered to be amongst the most important assets of every organization as they determine organizational success and productivity. High level of employee turnover among operational level employeeshas been identified as a contemporary management issue which can be seen common in apparel sector in Sri Lanka resulting both intangible and tangible costs to the company. Existent literature supports several studies that have been conducted in different fields to identify the relationship between job satisfaction and the employees’ intention to leave which leads to turnover. This study was intended to investigate the factors affecting employees’ intention to leave at one of the leading apparel manufacturing companies in Sri Lanka in fact data had been gathered from 120 operational level employees using a questionnaire. Better working conditions, opportunities for training and Higher Salary and other benefits were identified as the major determinants of employees’ intention to stay. Gender, age and educational qualifications were identified as moderators that do influence the employee’s intention to leave or stay. Later, the study is provided with recommendations on how to retain operational level staff by making them satisfied to the best. At last, it is concluded by indicatinginsights for further research. Keywords: Employees' Intention to Leave, Employee Turnover, Apparel Industry, Job Satisfaction
Employee Engagement among Service Sector: An Indian Perspective
Employee engagement has swiftly become new paradigm in organisational studies over past few years. Employee engagement is a measurable degree of an employee's positive or negative emotional attachment to their job, associates and organization that profoundly influences their willingness to learn and perform at work. Having engaged employees has become crucial in present business scenario where organisations look to their employees to take initiatives, bring innovations and optimum solutions to their current needs. This study investigates both job and organisational engagement of employees from two different sectors in Kerala namely, banking and IT (Information Technology). The purpose of the study is to define various concepts of employee engagement in modern organisations. The current cross sectional survey reinforces previous literature followed by discussions, limitations and conclusions. Keywords: Employee Engagement, Organizational Citizenship Behaviour, Organisational Commitment
A Case Study on the Impact of Internship Training in Finding Successful Job Placements: With Special Reference to South Eastern University of Sri Lanka
In the current competitive environment, finding a suitable job with accordance to the qualification levels is actually a challenge especially in a developing country like Sri Lanka, where a considerable unemployment rate can be seen among the educated youth. Therefore universities and other institutional bodies should take interest in providing industrial training as a prime role of them. Hence our study is focused on revealing the impact of internships in finding successful job placements. This study was conducted among recently passed out graduates of the Faculty of Management and Commerce of South Eastern University from 2013 to 2015. 210 graduates were selected as the sample for this study using the propionate random sampling method which covered all three departments of all three years. Multiple data collection techniques were used to conduct this study which included semi-structured questionnaire, direct interviews, and interviews through social media. The findings revealed though most of the respondents experienced internships only few of them have experienced relevant training, and the rest has been irrelevant which indicates that there is a mismatch between the theoretical knowledge and practical exposure. The researcher suggests that the drawbacks can be eliminated through revising the faculty academic calendar, focusing on attending to number of MOU’s with relevant industries, making industrial training compulsory, and continuous monitoring and feedback. Keywords: Internships, Graduates, Employability Skills, Job Placements
The Relationship between Psychological Contract Violation and Organizational Citizenship Behavior
This study seeks to explore the relationship between psychological contract violation and organizational citizenship behavior in selected large scale apparel firms in Colombo district. This research attempts to fill the gap of literature related to this topic by studying the situation of the jumpers in apparel industry in Colombo district and to provide more empirical evidence on the relationship between psychological contract violation and organizational citizenship Behavior. The data were collected from convenient sampling consisting 86 jumpers in garment factories in Colombo district, Sri Lanka. And used a structured questionnaire consisting 33 questions with point Likert Scale. Data were analyzed with SPSS computer package and it included univariate analysis and bivariate analysis. The findings of the study were psychological contract violation negatively and strongly correlated with organizational citizenship behavior. As the multiple regression analysis, 93.6% of the variation in organizational citizenship behavior explained by the psychological contract violation. It is concluded that psychological contract violation has a negative relationship with the organizational citizenship behavior. This study provides support for filling the gap of theoretical and practical understanding of psychological contract violation as well as organizational citizenship behavior of jumpers in garment factories in Sri Lanka. Keywords: Psychological Contract Violation, Organizational Citizenship Behavior, Jumpers
A Conceptual Overview on Relationship between Employee Attitude towards Training and Organizational Commitment
Organizational commitment has evidently emerged as the most predictable and researched construct of the employee’s attachment or loyalty to the organization. An extremely committed person has the emotion that he is working for himself and not somebody else. Training makes a very significant contribution to the improvement of the organizations' human resources. The objective of this study is to examine the relationship between employee attitude towards training and organizational commitment. To meet this purpose, extensive literature review was done. In this study, organizational commitment is defined as certain attitudes towards the organization. This includes employees’ attachment to their organizations, the degree of their willingness to be a member of the organization and their acceptance of and commitment to organizational goals and their desire to attain them. Training variables were identified from literature reviews. A conceptual model was developed based on literature reviews done. Keywords: Employee Attitude towards Training, Organizational Commitment, Benefits from Training, Support for Training.
Mentoring in Selected Commercial Banks in Kerala
Individuals learn from their interactions with others, especially those with expertise and seniority in their workplace. Mentoring is a relationship between a senior employee and junior employee which promotes such interactions for facilitating learning and support in the workplace. This study investigated whether formal mentoring received is related to learning i.e., job-related learning and personal skill development among the employees of new generation private sector banks in Kerala. The results indicated that mentoring has a strong positive correlation with personal skill development and there is no significant correlation with job-related learning. This paper is an account of a quantitative research study based on primary data derived from select commercial bank employees. The data derived through pretested structured questionnaire. Keywords: Mentoring, Relational Job Learning, Personal Skill Development
How Individuals Construct their Career Stories? A Conceptual Review on Individual Career Management Behaviors
A career is, seen as a central part of an individual’s life in that it contributes to the development of one’s identity, and it is suggested that individuals, to a larger extent today than before, are looking for personal development and growth in their working environments and careers (Baruch & Budhwar, 2006). This increasing emphasis placed on individual’s career related needs can be argued to constitute new challenges for employers with regard to the choice and delivery of human resource management (HRM) activities such as career management. The death of traditional onward and upward, centrally managed career lead to the emergence of 3 major concepts, ‘career self-management’, ‘employability’, and ‘marketability’. The responsibility of career development shifted more towards employees. So in this changing career scenario, the role of the organization in understanding and managing the career development practices of individuals became highly relevant. This paper is a qualitative research study which deals with the changing nature of careers and it primarily addresses various individual career management practices in the changing organizational career context and its major antecedents. The study is intended to develop a New model for career self-management. The article concludes by considering the implications for future research. Keywords: Careers, Career Self-Management, Organizational Support, Career Goal
Impact of Corporate Social Responsibility Practices on Organizational Commitment: A Study on Leasing Companies in Colombo District, Sri Lanka
This study attempts to identify impact of Corporate Social Responsibility (CSR) practices on organizational commitment of employees in listed leasing companies in Colombo district, Sri Lanka. The purpose of this study is to explore the Impact of CSR practices on employee organizational commitment of leasing companies in Colombo District. Hence the overall research problem is, “What is the impact of Corporate Social Responsibility practices on employee organizational commitment of leasing companies in Colombo district Sri Lanka?” Data were collected from employees in 5 listed leasing companies in Colombo district. A structured questionnaire which consists of 42 questions with five point Likert scales was used to collect the data. Participants’ responses were analyzed using SPPS computer package (Version 16.0) and it included the bivariate analysis. There was a positive significant relationship between CSR practices and employee organizational commitment of leasing companies the Colombo district Sri Lanka. The study found highly significant positive relationship between CSR and employee organizational commitment of employees in leasing companies in Colombo district. It implies that organizations can enhance their employee organizational commitment by involving themselves in social activities for instance, identifying needs of the community and fulfilling them, working for better environment, involving in employee welfare, producing quality products for customers’ and complying with government rules and regulations and working within legal framework. Keywords: Corporate Social Responsibility (CSR), Employee Organizational Commitment, Leasing Companies
Study on Impact of Organisational Justice on Organisational Commitment in Selected Two Semi-Government Organisations in Sri Lanka
As one of the work-related attitudes, organisational commitment is major employee centred outcome which has major impact on determination of competitive position of the organisation. Organisational justice is one of the major factors affecting organisational justice. Therefore, this study is mainly focusing on investigating the impact of organisational justice on organisational commitment in selected semi-government organisations in Sri Lanka. The main objective of this study is to examine the relationship between organisational justice and organisational commitment. The research problem addressed under this study is to investigate the impact of organisational justice on organisational commitment in selected semi-government organisations in Sri Lanka. The data were collected from randomly selected sample of 100 clerical level employees in two selected semi-government organisations in Sri Lanka by administrating a structured questionnaire which contained 42 questions with five points likert scale. The data analysis was made using statistical analysis techniques including univariate, bivariate, and multivariate analyses. The study was revealed that there is significant, strong and positive impact of organisational justice on organisational commitment of clerical level employees in Sri Lankan semi-government organisations. Further, the study points out that impact of all the dimensions of organisational justice (distributive, procedural, and interactive justice) are also significant, positive and strong. As well it has disclosed that the level of organisational justice and organisational commitment of clerical level employees in Sri Lankan semi-government sector are moderate. The study has concluded that the organisational justice is the most crucial factor to consider in determining and enhancing the organisational commitment of employees in this sector of the organisations. Therefore, it is better to take action to enhance the justice within the organisations and it will lead to the higher organisational commitment of employees which is needed to ensure the success and progress of the organisation. Keywords: Organisational Commitment, Organisational Justice, Fairness, Identification, Emotional Attachment.
The Impact of Effective Outbound Training Programs on Changing Employees’ Behavior in Parliament of Sri Lanka
This study aims to identify the effectiveness of outbound training (OBT) programs on changing employees’ behavior in Parliament of Sri Lanka. Even though, there has been several researches done at international level on the area of outbound training, very few evidence can be found in Sri Lankan context relating to the area of outbound training. Therefore, this research is filling the empirical gap of the area of outbound training and its effect on employee behavior. The main objective of this research is to identify the effectiveness of outbound training programs on changing employees' behavior in Parliament of Sri Lanka. The data was collected from 138 employees of Parliament who recently participated in an OBT program by using nonprobability sampling method. Sampling technique used for this study was convenient sampling where the data was collected from the employees who were conveniently available. This study was carried out in two phases. At the first phase, data were collected from employees before the outbound training program and in phase 2, data was collected from employees after the outbound training program. This study found out that, the effectiveness of outbound training method is positively correlated with employees’ behavior. Moreover, it was proved that the effectiveness of outbound training method is positively correlated with two dimension of employees’ behavior namely skills and attitude. And researcher found there is no relationship between the effectiveness of outbound training program and knowledge dimension of employees’ behavior. It is concluded that there is a significant positive relationship between the effectiveness of outbound training method and employees’ behavior. In addition, the effectiveness of outbound training method has a positive impact on two dimensions of employees’ behavior (skills and attitude) and it does not have any impact on knowledge dimension of employees. Keywords: Outbound Training, Employees’ Behavior, Skills, Knowledge, Attitude, Training Evaluation
The Impact of Safety and Health on Job Satisfaction in Selected Branches of Utility Service Supply Organization in Western Province North in Sri Lanka
The main focus of this study is on the impact of safety and health on job satisfaction in selected branches of Utility Service Supply Organization in Western Province North. The research problem for the study is to identify, ‘how safety and health impact on job satisfaction among field employees in selected branches of Utility Service Supply Organization in Western province north?’The universal sampling method was used to collect data from 116 field employees in Utility Supply Organization in Western province north with a structured questionnaire indicating the statements of safety and health as well as job satisfaction with 5 points Likert Scale. Data thus collected were subject to analysis using univariate, correlation and regression analysis with the SPSS (16.0 Versions). It was found that there was a positive impact of safety and health on job satisfaction among field employees in selected branches of Utility Service Supply Organization in Western province north. The results of the simple regression analysis showed that the safety and health have the ability to predict the variance of job satisfaction by nearly 46.6%. It is concluded that there is a positive impact of safety and health on job satisfaction of field employees. If the safety and health in selected branches of Utility Service Supply Organization are further increased, the job satisfaction among field employees could be further enhanced. Keywords: Field Employees, Safety and Health, Job Satisfaction
The Impact of Welfare Facilities on Job Satisfaction among Team Leaders in Off Road Tyre Manufacturing Industry
The main focus of this study is on the impact of welfare facilities on job satisfaction among team leaders in Off Road Tyre Manufacturing Industry. The research problem for the study is 'how the existing welfare facilities create an impact on job satisfaction among Team Leaders in Off Road Tyre Manufacturing Industry’. The universal sampling method was used for data collection and the sample consisted of 100 team leaders from the Off Road Tyre Manufacturing Industry A self-administered questionnaire consisting of 32 statements with 5 point Llikert Scale were distributed and the data thus collected were analyzed using univariate and bivariate analysers with the SPSS (Version 16.0). The finding of the study revealed that there is a significant positive relationship between the employee welfare facilities and the job satisfaction. The result of the Pearson correlation between the two variables of non-executive was 0.593 which was positive. Also, all the hypotheses were determined on the analysis data. It is concluded that the welfare facilities are positively correlated with high level of job satisfaction of team leader employees in Off Road Tyre Manufacturing Industry. Further this study supported the view that the welfare facilities help to increase the standard of living of team leader employees. Keywords: Job Satisfaction, Manufacturing Industry, Team Leaders, Welfare Facilities
Determinants of Employee Retention on Operational Level Workers in Selected Real Estate Company
This study seeks to discover the determinants of employee retention on operational level workers in selected real estate company. There is an empirical and gap in Sri Lankan context on the determinants of employee retention on operational level employees. This study is aimed to disclose the determinants of employee retention operational level workers in selected real estate company. The data were collected from randomly selected 73 operational level employees through a structured questionnaire which consists of 51 questions with five point Likert scales. The data were analyzed using SPSS (Version 20.0) including univariate and bivariate analyses. According to the empirical evidence of this study, it is found that monetary rewards, job security, career opportunities and job satisfaction are the major determinants of employee retention on operational level workers in selected real estate company. It is concluded that monetary rewards, job security, career opportunities and job satisfaction have great impact on employee retention on operational level workers in selected real estate company. Keywords: Determinants of Employee Retention, Employee Retention, Operational Workers
Impact of Occupational Safety and Health Practices on Job Satisfaction: A Study in Selected Large Scale Apparel Firms in Colombo District
This study attempts to identify the impact of occupational safety and health practices of jumpers on job satisfaction in selected large scale apparel firms in Colombo district. The main aim of this study is to reduce the prevailing empirical gap pertaining to the impact of occupational safety and health practices on job satisfaction among jumpers. Thus, the research problem of this study is what the impact of occupational safety and health practices of jumpers is on job satisfaction among jumpers in selected large scale apparel firms in Colombo district? The data were collected from 86 jumpers in three large apparel firms in Colombo district using simple random sampling method. Primary data collection was through a self-administrated questionnaire consisting of 40 statements with five point Likert scale. The data analyses are used based on the univariate and bivariate methods of SPSS. This study found out that the occupational safety and health practices are positively correlated with job satisfaction of jumpers in selected large scale apparel firms in Colombo district. It is concluded that the occupational safety and health practices are positively correlated with job satisfaction of jumpers in selected large scale apparel firms in Colombo district. All the five dimensions of OSH practices have a positive impact on job satisfactions and indicated statistically significant. Further, it was revealed that there was a high favorable level of job satisfaction and occupational safety and health among the jumpers in the sample. Keywords: Job Satisfaction, Jumpers, Safety and Health Practices, Large Scale Apparel Firms
The Mediation Impact of Job Satisfaction on Supervision, Pay and Organizational Commitment: A Study in Selected Private Hospital Organizations in Colombo District, Sri Lanka
This study is to discuss the mediation impact of job satisfaction on supervision, pay and organizational commitment of non- managerial employees of selected private hospital organizations in Colombo district, Sri Lanka. The data were collected from a convenient sample of 482 non managerial employees in the selected private hospital organizations in the Colombo district using a structured questionnaire which consisted of 60 questions with five point likert scales. The data analysis included the univariate and bivarite analysis. There are two conclusions. First, it emphasizes that there was a partially mediation impact of job satisfaction on supervision, pay and organizational commitment. As per the regression analysis, impact of supervision on organizational commitment without mediating job satisfaction amounts to 49.9%. However, mediating impact of job satisfaction on supervision and organizational commitment is taken as amount of 70.9%. Secondly, when compared to the single relationship between pay and organizational commitment, there were partially mediation effect of job satisfaction on pay and organizational commitment with the 74.6%. However, when considering the single relationship between pay and organizational commitment, pay has significantly explained 50.1% of the variance of organizational commitment. It is concluded that there is a significant mediation impact of job satisfaction on supervision, pay and organizational commitment. In addition, organizations are able to improve the organizational commitment by providing pay and supervision and further it can boost, when job satisfaction mediate the relationship among supervision, pay and organizational commitment. Keywords: Organizational Commitment, Supervision, Pay, Job Satisfaction
The Paradox of High Performance Work Systems: An Empirical Investigation on Perceived High Performance Work Systems & Employees’ Negative Psychological Outcomes of Executives in Selected Licensed Commercial Banks in Sri Lanka
This study attempts to identify how perceived high performance work systems can result in negative psychological outcomes, specifically referring to job burnout, job anxiety, role stress and job insecurity among executives in the banking industry. Although there is increasing research on how HPWS can create a competitive advantage for organizations in terms of organization performance, many unanswered questions remain in this field such as the influence it has on employees. Hence, the research problem addressed in this study is to identify whether HPWS result in negative psychological outcomes among executives in selected licensed commercial in Sri Lanka. As the first phase of the study, the data were collected from a convenient sample of 150 executives in selected licensed commercial banks in Sri Lanka with a structured questionnaire, which consisted of 44 question statements in a five point Likert Scale. Following that, in phase two, 06 interviews were conducted in order to variates the findings of the survey questionnaire. This ensures data triangulation of this research. According to the statistical findings of Pearson’s Product Moment Correlation and Regression Analysis, high performance work systems are having a strong positive relationship with employees’ negative psychological outcomes as a collective aspect. However when taking job burnout, job anxiety, role stress and job insecurity separately, the relationships are divergent and gives different results. Since high performance work systems will have a substantiate impact on employees’ negative psychological outcomes as a whole, an organization should more focused on mitigating such negative psychological aspects holistically, rather than just taking remedial actions to avoid individual psychological outcomes. Keywords: High Performance Work Systems, Employees’ Negative Psychological Outcomes, Job Burnout, Job Anxiety, Role Stress, Job Insecurity
The Impact of the Level of Job Stress on Employee Job Performance: A Study on Selected Commercial Banks in Colombo District
It is evident from observations and through research that employees in every sector of economy are going through a great deal of job stress resulting in deteriorating employee performance, thus affecting the employees themselves, their families and the organizations. Bankers are under a great deal of stress due to many antecedents of stress. One of the affected outcomes of stress is on job performance. As the main objective of this study it examines the relationship between job stress and job performance of executives in commercial banks in Colombo district (Sri Lanka). This study includes one independent variable (Job Stress), one dependent variable (Job Performance) and a moderating variable (Demographic Factors). Survey method was used as the method of data collecting. Population was the executive employees in four selected commercial banks in Colombo district and 248 employees who are randomly selected as sample to attain objectives of the study.Correlation Analysis and Regression Analysis were used to test the research hypothesis. Researcher found that there is no relationship between job stress and job performance of executive employees. Findings revealed that executives are suffering from low level of stress and moderate level of job performance.This study confirmed that job stress is not significantly correlated with job performance. Therefore it can be concluded that job stress is not a significant predictor of job performance. Keywords: Job Stress, Job performance, Executives, Commercial Bank
Intensity of Strategic Human Resource Management in Two Selected Private Companies in the Manufacturing Industry in Sri Lanka
The intensity of strategic HRM (SHRM) practices adopted by two selected private companies in the manufacturing industry in Sri Lanka was examined in this study. This research was carried out based on a mixed approach but centered on a qualitative research method which was designed around face-to-face discussions with four managerial level employees, two from each company. A structured questionnaire consisting of 40 questions was used in gathering data. Interviewees were encouraged to express their views on SHRM practices and the researcher rated the answers on a five point Likert scale to analyze the data. The intensity of SHRM was measured on five major dimensions and related contributing elements were investigated under each dimension to gain insights into the implementation of SHRM practices. Among the two companies the study found a higher level of intensity from one company which was a multinational (75%) and a somewhat lower level of intensity from the other investigated company which is a publicly listed company (54.2%). The analysis shows the ways in which an organization can enhance the intensity of SHRM being practiced as it has identified the practical problems which reduce the level of intensity. The suggestions subsequently given provide guidance on how an organization can be successful in developing SHRM through eradicating the possible obstacles. Keywords: SHRM, Intensity, Private Companies
The Impact of Job Stress on Turnover Intention: A Study of Reputed Apparel Firm in Sri Lanka
This study attempts to identify the impact of job stress on turnover intention among machine operators in reputed apparel firm in Sri Lanka. Due to high level of turnover among machine operators, Presently Sri Lankan apparel industry faces a greater difficulties and it is noted that little attempt has been taken by the researchers to integrate the job stress with turnover intention in Sri Lankan literature. Hence problem of this study is to investigate ‘How the job stress causes an impact on turnover intention among machine operators in reputed apparel firm in Sri Lanka’. This study is conducted under the mixed research method and data were collected through a self-administered questionnaire consisting of 23 questions with five point Likert scale ranging from “strongly agree” to “strongly disagree”. In addition to that, data were collected through structured interviews with ten resigned employees. Under the universal sampling method, data were collected from 90 machine operators currently employed in the selected apparel firms. Data thus collected were analyzed using SPPS computer package having the univariate and bivariate analyses. Findings of the research revealed that there is a positive impact of job stress on turnover intention among machine operators in reputed apparel firms in Sri Lanka. It was concluded that there is a positive impact of job stress on turnover intention which means that majority of machine operators have a high degree of job stress. Further, this study also supported the view that the managers of apparel firms should get strategic steps to reduce job stress and turnover intention among the employees. Keywords: Apparel Firm, Job Stress, Machine Operators, Turnover Intention
Impact of Work Life Balance on Job Satisfaction of Non Managerial Employees in Selected Private Banks in Colombo District
As a significant determinant of job satisfaction, this study is to discuss the impact of work life balance on job satisfaction of non managerial employees in selected private banks in Sri Lanka. Empirical and theoretical knowledge gap of how work life balance, affect the job satisfaction of non managerial employees in private banking sector is associated in the study. The main objective of the research study is to identify the relationship between work life balance and job satisfaction of non managerial employees in private banking sector in Sri Lanka. The problem of the study is: Is there a relationship between work life balance and job satisfaction of non managerial employees in selected private banks in Sri Lanka? The data were collected from convenient selected sample of 374 non managerial employees in the private banking sector in Sri Lanka by administering a structured questionnaire which consisted of 30 questions /statements with 5 points scale. The data analyzed using SPSS computer package and it included bivariate analysis. The findings of the study are that job satisfaction was moderately correlated with the job satisfaction of non managerial employees in selected private banks in Colombo district. It is concluded that work life balance is an important factor that directly affects the job satisfaction in private banks. Therefore management of the banks should pay attention on the work life balance and job satisfaction Keywords: Work Life Balance, Job Satisfaction, Non-Managerial Employees
Impact of Psychological Contract on Job Behavior of Non- Executive Employees in Selected Government Organizations in Sri Lanka
This study discusses the impact of psychological contract on job behavior of non -Executive employees in selected government sector organizations in Sri Lanka. The main objective of this study is to find out whether there is a relationshipbetween psychological contract and job behavior. Hence, the research problem of this study is “how psychological contract impact on job behavior of non-executive employees in selected government sector organizations in Sri Lanka?’ The data in this regard were collected from a randomly selected sample of 100 non-executive employees of selected government sector organizations and, for the purpose,astructured questionnaireconsisting of 46 questions/statements with 5 point Likert scale was used The data analysis was carried out under the univariate and bivariate analysers. There is a strong positive relationship among the all independent variables and job behavior of the non-executives in the government sector organizations in Sri Lanka. It is concluded that there was a strong positive relationship between the two variables: the psychological contract and the job behavior. It was recommended that there should be awareness in the management of the relationship between two variables and various programs that are used to enhance and sustain the favorable level of psychological contract of non-executive employees. Keywords: Executive Employees, Job Behavior, Psychological Contract
Factors Affecting the Extent of Adoption of Human Resource Information System (HRIS) in Banking Sector in Sri Lanka
Most of the organizations have used technology in the form of Human Resource Information System (HRIS). As significant determinants of HRIS, this study is to discuss the factors affecting the extent of adoption of HRIS in banking sector in Sri Lanka. Empirical knowledge gap on factors affecting the extent of adoption of HRIS and how identified factors influencing the extent of HRIS adoption in banking sector in Sri Lanka are discussed in this study. The data were collected from a sample of 25 HR mangers in licensed commercial banks in Sri Lanka by administrating a structured questionnaire, which consisted of 28 questions/ statements. The data analyses included the univariate, bivariate, and multivariate analyses. According to the findings, it is substantiated that there is an impact on extent of adoption with independent variables. But according to the results of multivariate analysis beside size of the organization other factors (relative advantage, complexity, top management support, competition) are not significant on extent of adoption of HRIS in banking sector in Sri Lanka. It is concluded that among five affecting factors which are affecting the extent of adoption should be considered to enhance the extent of adoption of HRIS. However, there may be other variables which need inclusion to better explain extent of adoption of HRIS. Keywords: Human Resource Information System, Technological Factors, Organizational Factors, Environmental Factors
The Effect of Recruitment Practices on Employee Retention in Selected Large Scale Apparel Firms in Kandy District, Sri Lanka
The main focus of this study is to identify the effect of recruitment practices on employee retention in selected large scale apparel firms in Kandy district. In literature, there is an empirical and theoretical knowledge gap of relationship between the recruitment practices and employee retention. Therefore, the problem of this study is that ‘is there an effect of recruitment practices on employee retention in selected large scale apparel firms in Kandy district?’ This study is in a mixed approach. Under the quantitative approach, the data were collected from a randomly selected sample of 127 sewing machine operators (SMOs) in selected large scale apparel firms in Kandy district by using a structured questionnaire consisting of 47 statements with five point Likert scales. In the process of data analysis under this, both univariate and bivariate analytical methods with the SPSS (16.0 Versions) were used .Under the qualitative approach, several interviews were carried out with 2 respondents. This study found out that there was a significant positive relationship between the recruitment practices and the employee retention in selected large scale apparel firms in Kandy district. Further, it revealed that the employee retention is positively correlated with the recruitment strategies and the recruitment policy. It is concluded that there was a positive effect of recruitment practices on employee retention in selected large scale apparel firms in Kandy district and it is essential for the HR department in the apparel firms to have much concern on these recruitment practices and follow them effectively in order to improve the employee retention. Keywords: Apparel Firms, Employee Retention, Kandy District, Recruitment Practices
Applicability of Lean Concept in Improving the Human Resourcing Practice in the Context of Sri Lankan Apparel Industry
Today Apparel Industry accounts for the largest portion of total exports of Sri Lanka and its biggest challenge is the existence of higher labour turnover resulting from the ill effects of labour recruitments. Research focuses upon enhancing efficiency and effectiveness of Human Resourcing Practice eliminating waste and creating high value addition component of the Apparel Industry as a whole on the foundation of the application of Lean Concept. We have identified the Human Resourcing Best Practice of the Apparel Industry through past literature and expert opinions and focused upon five medium and large-scale apparel manufactures in Sri Lanka to identify inefficiencies and ineffectiveness of Human Resourcing Practice by comparing their current Practice with the industry Best Practice. As a result, we identified that non-existence of value adding activates and existence of non-value adding activities mainly contributed to the higher labour turnover in Apparel Industry. Finally, study recommends that Hoshin Kanri Lean tool can be used to eliminate the waste in Human Resourcing Practice. Keywords: Lean, Human Resource Management, Lean for Human Resource, Sri Lanka, Apparel Industry, Hoshin Kanri
Gender Issues and Challenges of Fisherwomen to Become an Entrepreneur in Kerala
In fishermen family in Kerala, the male fishermen are actively involved with fishing activities. But due to the uncertainties prevailing in the fishing sector there is no guaranteed income of them. The responsibility of household management-food, childcare, children's education, family health, sanitation, financial management and the responsibility of getting and repaying debts will be mostly on the women's shoulders. Fisherwomen from fishermen community, who try to enter an industry facing various problems, after mechanization the intensification of multi-day fishing, the household responsibility of fisher women has increased to a greater extent. The women fisher folk of the fishing sector in the real force behind the fisher folk to cater the domestic needs. The geographical focus of the study is Kerala. The study is an attempt to document the issues and difficulties that are addressed by fisherwomen in the context of entrepreneurship. This conceptual study aims to describe the problems faced by the women entrepreneurs in the fishermen community and describe the role of education for the empowerment of them. Keywords: Fishermen Community, Fisherwomen, Entrepreneurship, Education
The Impact of Ethical Orientation of HRM on Ethical Decision-Making: Research Gaps towards a Conceptual Model
The objective of this article is to identify research gaps in Ethical Decision-Making (EDM), and develop a conceptual model, to investigate the impact of Ethical Orientation of HRM (EOHRM) on EDM in organizations. EOHRM is a new concept in HRM literature. It is ‘the extent to which HRM functions have been directed to create, enhance and maintain ethicality within employees, to generate an ethical work force in the organization’. Unethical behavior of employees in organizations, mainly due to unethical decision-making, has been a burning global issue for many decades. Unethical decision is a decision that is either illegal or morally unacceptable to the society. The influence of HRM functions on employee behavior at work had received much scholarly attention over the past several years. Despite its significance in contributing towards the organizational performance, theoretical or empirical researches have not been conducted on the impact of EOHRM on EDM in organizations. The authors systematically reviewed existent literature on HRM practices, EDM, ethical/unethical behavior of employees etc., published in refereed journals over the past 30 years, edited book chapters and text books by prominent authors on the above subjects, using the archival method. Authors identified six research gaps in EDM in an organization. An integrated conceptual model was developed to investigate the impact of EOHRM on EDM, with the interaction influences of three variables: ‘Ethical Attitude’, Ethical Competence’ and ‘Personal Character’ of employee on this relationship. The originality and unique feature of this EDM model is that, it has been developed based on a novel concept in HRM literature, labeled EOHRM. Hence, this article has an original value and significant utility for future research. Keywords: Ethical Orientation of HRM, Ethical Decision-Making, Research Gaps, Conceptual Model
The Impact of Women Entrepreneurs in Business Development of Sri Lanka
Women entrepreneurship is a subject of much interest and significance in the world. Recently it has been gaining higher importance in Sri Lanka with the economic changes and globalization. Legislations have been created with laws and by-laws to support motivating entrepreneurship, encouraging education and training for potential entrepreneurs; which in return has contributed towards the empowerment of women. Literature confirms that there are many successful stories of female business entrepreneurs in Sri Lanka. As observed in countries like Japan and Spain, the development and nurturing of women entrepreneurs would be a value addition to the development and prosperity of the whole country. Many women leave their respective employment for various reasons. Such women can be encouraged to be entrepreneurs who will contribute to the income of their family as well as the development of the country. This will even construct a significant shift in the demographic characteristics of business and economic growth of Sri Lanka. Women entrepreneurs provide a strong, empathetic and supportive role in the society. All these reasons, created the motivation for the researcher to study this area. This article intends to identify the various issues and challenges faced by women entrepreneurs of Sri Lanka, the competencies they exercise to overcome them and to find out whether the women entrepreneurs have made an impact on the development of Sri Lanka. This research was undertaken using qualitative methodology in a chosen sample of 22 women entrepreneurs. In conclusion the outcomes identified that the women entrepreneurs were highly capable in motivating employees, retaining customers, creating job opportunities and they invested most of their earnings for the betterment of their family. The study will reemphasise the importance of women entrepreneurs who transform families and society, while making contributions to the business development of Sri Lanka. Keywords: Women Entrepreneurs, Competencies, Business Development, Sri Lanka
Tourism Students’ Career Conceptions towards Service Industry Profession: A Case Study from Human Resource Perspective
The purpose of this study is to examine the attitudes and perceptions of current undergraduate tourism and hospitality students towards careers in the industry. For this study, a sample of 132 undergraduate students from hospitality and tourism management programs in was surveyed in research location. SPSS (Version 21) was used to explore the data. Results shows that the career factor items students have concerns over include job security, pay and promotion, reasonable workload, and job-family balance offered within the industry. Surprisingly, the most alarming finding to come out of this study is that more than 40% of the tourism students are undecided and not willing to work in the industry, which means the industry lose more than one third of the qualified graduates. Implications for hospitality and tourism educators and industry employers are discussed. Keywords: Career Perceptions, Human Resources, Tourism Industry, Tourism Education, Hospitality Profession
Determinants of Educated Women’s Low Labour Force Participation in Sri Lanka
As suggested by the literature education widens the path for the labour force participation and employment for both men and women. During the last four decades the level of female education in Sri Lanka has increased rapidly, narrowing the gender gap in education. Despite this rapid increase in the female education level labour force participation of females has not increased significantly. It seems that progress in education has not resulted in higher female labour force participation. Within this puzzling background, this study seeks to identify the major determinants of low labour force participation of educated women in Sri Lanka. In order to figure out the determinants of educated women’s low labour force participation a Logit Model was employed. This analysis was based on data taken from the labour force survey 2012, which has been carried out by the Department of Census and Statistics in order to estimate the levels and trends of employment, unemployment and labour force in Sri Lanka. Empirical results suggest that age, education level and English literacy have strongly affected the low labour force participation of educated women. Additionally, belonging to the employer headed house hold or being the spouse of the head of the house hold also determines the low labour force participation of educated women. Residing in rural areas can also be a cause for this. The results imply the labour force participation of educated women could be improved by encouraging them to attain higher education level with formal training and English literacy, and by enhancing the economic opportunities in rural areas. Keywords: Labour Force Participation, Educated Women, Labour Force
Importance of Strategic Human Resource Practices on Organisational Performance during Lean Production Situations
In the last century Lean Production practices have revolutionised the mass production sector. Globally embraced, many of the leading organisations celebrate contributions Lean Production has made to their success through improved quality and reduced cost and human resources. With contradicting resources and abundant levels of literature on the subject, an organisation may struggle to find a starting point when looking to implement Lean Production practices on their own. In the first part, this paper seeks to define just what Lean Production is, how exactly it may be implemented and what benefits and challenges it can bring to an organisation, if properly implemented. However, the second purpose of this paper is to identify the strategic human resource management practices suitable for the period of transition process to Lean Production and afterwards. Using a case study research in a New Zealand industry, the results show certain important factors. Four main factors are found in the various stages of the adoption and implementation process: staff training, amicable communication, just rewards, and appropriate job design. It has been identified that strategic human resource management is important not only at every stage of the transition process to Lean Production but throughout in order to obtain firm performance. Keywords: Lean Production, Strategic Human Resource Practices, Transition Process, Waste, Performance