Browsing by Author "Chandrika, K.A.C."

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    Exploring Employees’ Work Life Conflict in Sri Lankan Software Development Firms
    (Uva Wellassa University of Sri Lanka, 2019-02) Jayasekara, M.M.U.; Chandrika, K.A.C.
    In the era of technology, information technology plays a crucial role and the growing demand for the industry has resulted the software development sector to be highly aggressive and competitive. Consequently, the employees working in software development firms experience blurred boundaries between work and personal life as the industry consists of high work pressure, tight deadlines, long and irregular working hours making it challenging for its employees achieve a successful work life balance. Moreover, past literature indicates that the employees of software development sector to be highly affected by work life conflict. A cross-sectional study was conducted with the research objective of investigating the presence of work life conflict among employees in Sri Lankan software development firms and the key sources causing work life conflict. The research follows a mixed approach and the quantitative data has been collected through a questionnaire survey from 370 employees whereas 14 in-depth interviews were conducted as qualitative data, in order to gain more insight into the issue of work life conflict among the employees. The research findings indicated that the employees may be demonstrating signs of work life conflict, high perceived work overload, low organizational commitment, work burnout, personal burnout, low job engagement and poor health. The number of actual working hours was revealed to be significantly higher than the standard working hours. As a solution, it is recommended to monitor the number of working hours of employees and examine the reasons behind long working hours in the industry. Furthermore, implementing work life balance programmes to address the issue of work life conflict will benefit both the employers and employees in Sri Lankan software development firms.
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    Impact of Work Place Social Support on Managerial Employees’ Work Family Conflict of Large Scale Apparel Companies in Sri Lanka
    (Uva Wellassa University of Sri Lanka, 2019) Weerasekara, C.B.M.Y.S.; Chandrika, K.A.C.
    Employees today are experiencing more difficulties than ever in overcoming Work Family Conflict. Both organizational support theory and conservation of resource theory suggest that Work Place Social Support (WPSS) is a better predictor of Work Family Conflict. Hence this study is focused on the role of Work Place Social Support as an indicator in reducing WFC of managerial employees in Sri Lankan Apparel Industry. Primary data of the study collected from 269 managers under convenient sampling technique with the research objective of investigating the mediating effect of Work to Family Conflict (WFC) on the relationship between WPSS and Family to Work Conflict (FWC). Further study revealed the relationship between WFC and dimensions of WPSS namely Perceived Organizational Support, Perceived Supervisor Work Support and Family Supportive Supervisor behaviour. An adapted Likert scale questionnaire was used to survey on managerial employees who belong to the large scale apparel companies in Sri Lanka. This study employed confirmatory factor analysis, correlation analysis and multiple regression analysis in testing the hypotheses of the study by using SPSS statistical software package. Study provides valuable insights to existing work family literature through investigating a statistically significant and strong impact of WPSS on predicting WFC and FWC. Further study revealed a statistically significant negative relationship between WFC and each dimension of WPSS. Further, it was revealed that WFC is mediating the relationship between WPSS and FWC. Hence study recommend to reduce the WFC as well as FWC through enhancing the quality of WPSS within the organizations. Findings of the Study has implications for employees, organizations, managers, administrative bodies and policy makers who are interested in finding ways to reduce employees' WFC experienced in their work setting.