Browsing by Author "Jayasinghe, N. C."

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    Impact of Perceived Organizational Support on Employee Turnover Intention: The Role of Psychological Contract Violation as a Mediator with Special Reference to the Operational Level Employees in Sigiriya Area Hotels
    (Uva Wellassa University of Sri Lanka, 2020) Premarathne, B.G.R.L.S.; Fasana, S. F.; Wachissara, P.; Jayasinghe, N. C.
    The tourism industry in Sri Lanka has developed to a greater extent after the civil war. Since employee turnover is one of the significant matters related to this industry, scholars tend to be aware of psychological factors in predicting this turnover intention and actual turnover. Perceived organizational support and psychological contract are two important psychological factors that affect employees’ perception and behavior. There is a significant lack of empirical studies which has focused on psychological factors and turnover intention relevant to the tourism industry in Sri Lanka. The objective of this study was to identify the mediation effect of the psychological contract violation between perceived organizational support and employee turnover intention. The study is quantitative and it was conducted by taking 982 employees from hotels in the Sigiriya area. 276 of them were selected by using the stratified sampling technique. Primary data were collected by using a self-administrated questionnaire and Partial Least SquareStructural Equation Modeling was performed. Descriptive statistics were used to identify the level of perceived organizational support, psychological contract violation, and employee turnover intention. As per the path modeling results, the psychological contract violation was created a significant partial mediating effect between the perceived organizational support and employee turnover intention. Further, the perceived organizational support directly impacted on the employee turnover intention. The study suggests, psychological contract violation as a key consideration between perceived organizational support and employee turnover intention and provides recommendations and practical implications for hotel management. Keywords: Perceived organizational support, Psychological contract violation, Employee turnover intention, Turnover
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    The Impact of Work - Family Conflict and Organizational Support on Presenteeism of Operational Level Employees in Hotel Sector
    (Uva Wellassa University of Sri Lanka, 2020) Amarasinghe, B. A. D. S. G.; Jayasinghe, N. C.; Karunarathne, A. C. I. D.
    Presenteeism discusses the person’s physical availability in the workplace while distracted the intrinsic capacity for performing. It suggests the importance of the supportive working state of affairs from the organization's end, as well as from the family of employees. The conflicts in the family space originated due to the work, and conflicts arising from family into the workspace may affect the employees' mental and physical health and, therefore associated with the presenteeism. The hotel industry has faced a shortage of skilled labor around the world and reported the highest turnover rate in recent decades and presenteeism would generate a significant influence to the tourism industry. In this context, this study was performed to identify the impact of work-family conflict, family-work conflict, and organizational support on presenteeism in the hotel industry. A structured questionnaire was used in collecting primary data with a sample of 207 operational level employees representing three to five star graded hotels in Colombo district, Sri Lanka. Independent sample t-test, one-way ANOVA, correlation coefficient analysis, simple linear regression analysis, and multiple regression analysis were used to analyse the data. Results revealed a strong positive relationship between work-family conflict, family-work conflict, and presenteeism and there was a weak positive relationship between supports of organization and presenteeism. Moreover, work-family conflict, family-work conflict, and support of the organization indicated a positive impact on presenteeism. Further, family-work conflict was the most influencing predictor of presenteeism and there was no difference of presenteeism in terms of demographic factors of the employees. Hence, managers should strategically address the work-family balance of employees. Organizational policies must be more favourable for the workers to manage physical and mental health to continue an effective and efficient service delivery process in the hotel sector. Keywords: Presenteeism, Work-family conflict, Family-work conflict, Organization support, Hotel industry