Browsing by Author "Kengatharan, N."

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    Challenging to Change: Skill Malleability and Job Search Behaviour
    (Uva Wellassa University of Sri Lanka, 2019-02) Kengatharan, N.
    Nowadays, organisations operate an aura of a dog-eat-dog environment characterised by unprecedented and unpredictable events mainly caused by technological advances and globalization. These circumstances are compelling the organisations to teach their employees time to time for acquiring all latest changes, nonetheless, employees’ willingness, adaptability and readiness in response to such circumstances are open to question. Drawing on the resource-based view, the present study aims to investigate the relationship between skill malleability and job search behaviour. Anchored on robust ontological and epistemological assumptions, the study adopts a survey strategy with a deductive approach and cross-sectional time horizon. Data were garnered from 124 finance-sector employees with a self-reported questionnaire using a convenience sampling technique. As a caveat, common method variance has been examined for identifying potential bias of the non-probability sampling technique and single-source data collection. The study discloses a strong negative relationship between skill malleability and job search behaviour implying that employees who are lackadaisical in assimilating new skills and knowledge are thinking of leaving a job that incubates undesirable organisational outcomes. Importantly, organisational support moderated the relationship between skill malleability and job search behaviour such the negative relationship (at a high level of skill malleability) is stronger at a high level of organisational support, nonetheless, at a low level of skill malleability the negative relationship has been significantly reduced the strength of job search behaviour at a high level of organisational support. Needless to say, the study made a number of theoretical contributions to the frontiers of human resource management literature. The suggestions for future directions are also highlighted at the end of the paper.
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    Do Committed Employees Evince High Performers? Relationship between Commitment to Occupations and Organisations and Employee Performance
    (Uva Wellassa University of Sri Lanka, 2018) Kengatharan, N.
    Commitment that employees' feeling of attachment towards the organisation and the occupation has been well entrenched in the realm of organisational studies underscoring its importance of resultant behavioural outcomes such as performance, job satisfaction, turnover intention, etc. Remarkably, the majority of those studies are of Western provenance reflecting such country-specific factors including the lower the unemployment rate, benefit of the dole, labour laws, etc; nonetheless, studies were lopsided in less economically developed nations. Drawing on personenvironment fit theory, this study poses a nagging question of whether both commitment to occupation and commitment to organisation are a syndrome of employee's performance under a high level of unemployment and less supportive labour laws. Therefore, the overriding purpose of this study was to investigate the relationship between both nature of commitments (occupation and organisation) and employees' performance. Hinging on strong ontological and epistemological assumptions, this study adopted a survey strategy with the deductive approach. Data were gleaned from a randomly selected 150 employees working in eight finance companies using a self-reported questionnaire. The results of the study revealed that both commitment to occupation and commitment to organisation were positively associated. Albeit the commitment to occupation was significantly positively related to employees' performance, on the contrary, the commitment to organisation was negatively impacted the employees' performance. The negative relationship would be attributed to country-specific factors such as unemployment level, low level of employment protection, labour laws, etc. This study indisputably makes theoretical contributions to the frontiers of commitment literature and underscored the usefulness of practical implications for management and practitioners.
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    Is Commitment a Sign of Leave or Remain? The Role of Educational Qualification of the Relationship between Employee Commitment and Turnover Intentions
    (Uva Wellassa University of Sri Lanka, 2018) Kengatharan, N.
    Of late, retaining talent is one of the maladies confronted by many organisations, to wit highly talented, motivated and committed workforce stays on the organisation for a shorter period of time. Drawing on person job fit theory, the prime objective of this study was to investigate the role educational attainment of employees on the relationship between employee commitment and turnover intentions. Pivoting on strong ontological and epistemological assumptions, this study adopted a survey strategy with a deductive approach. Data were garnered with a self-administrated questionnaire from a randomly selected 150 employees working in eight finance companies based in Jaffna district. In concord with previous studies conducted in Western countries, the data confirm a negative relationship between employee commitment and turnover intentions implying that highly committed workforce would have little intentions to leave the current job. Moreover, this research substantially found a moderating role of educational attainment of the relationship between employee commitment and turnover intentions. Specially, the negative relationship between employee commitment and turnover intentions is stronger for employees who are less qualified, however such relationship turned out to be positive for those who are highly qualified explaining that highly committed workforce with a high level of educational attainment would have the intentions to leave the current job. Therefore, segregation of the levels of commitment would not be the best indicator in deciding employees' stay in an organisation. Unequivocally, this study made theoretical contributions to the frontiers of commitment literature and proffers practical implications and guiding directions for future research studies.
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    It’s a Tough Nut to Crack: Consequences of Mutual Interference of Work and Family
    (Uva Wellassa University of Sri Lanka, 2018) Kengatharan, N.
    A plethora of studies on work family conflict have been conducted in developed nations with an individualist cultural milieu, nonetheless scant attention paid to the systematic studies in developing nations representing the collectivist culture. Most recently, the insidious effect of work family conflict flagged up the many research scholars to look at the consequences and the whys and the wherefores of work family conflict in developing countries. Consequently, drawing on a synthesis of role theory and work family border theory, this study was designed to paint a vivid picture of work family conflict and resultant consequences that employees confront. In adherence to robust ontological and epistemological assumption, this study adopted an objectivist-deductive approach with a cross-sectional time horizon. Using a convenience sampling technique, data were garnered with a self-reported questionnaire from 569 employees working in a banking sector in Sri Lanka. The study found that work to family conflict has a significant negative impact on job satisfaction and the role performance and a positive relationship with emotional exhaustion and, however, data were not in support of any significant relationship with life satisfaction and turnover intentions. In a similar vein, family to work conflict was negatively impacted life satisfaction and the role performance, nonetheless a positive relationship was found with turnover intentions and the data were not related to job satisfaction and emotional exhaustion. The practical implications of work family conflict and its consequent impact on employees and the organisation were discussed. Needless to say, this study unequivocally made a contribution to the frontier of the work family literature and becomes a mother lode for the future research studies.