UWU Repository :: Browsing by Author "Siyambalapitiya, J."

Browsing by Author "Siyambalapitiya, J."

Now showing 1 - 20 of 21

Analysis of Output Fluctuations and Reasons, Caused by the Change of Labor Shift in the Sri Lankan Apparel Industry (With Reference to Board of Investment Registered Garments)
(Uva Wellassa University of Sri Lanka, 2010) Kshemendra, M.M.P.; Siyambalapitiya, J.
The purpose of this research was to identify whether the output of the shift based apparel industries vary with the change of labor shifts and identify and analyze the reasons that affect on output of the each labor shifts. This research paper developed a model to examine the effect of factors that are related to the output variances of Board of Investment registered garment industries. The designed model was tested by selecting five shift based apparel-manufacturing firms from five export-processing zones. The data are collected primary and secondary sources, primary data gathered from sewing machine operators by using questionnaire. The output of the day shift having strong positive relationship with machine operator's efficiency other than the other factors but night shift output will be depend on few more factors than the sewing machine operators efficiency. Key Words: Output Fluctuations, Day Shift and Night Shift, Operation, Material Delay, Machine Breakdown, Incentives
The Association Between Leadership Styles and Conflict Handling Styles (With Special reference to Banking Sector in Sri Lanka)
(Uva Wellassa University of Sri Lanka, 2013) Dissanayaka, A.M.M.; Siyambalapitiya, J.
Service organizations meanwhile banking provide intangibility product to the customer and this services expand due to the demand from society. Leadership and management had been popular subject in the banking services in the past few years Leadership style plays an important role in shaping the behavior and attitudes of employees in an organization. In recent years the study of leadership has drawn attention due to its role in the failure or success of an organization. Several studies have focused on investigating the role of Leadership in developed countries. Conflicts are inevitable to the organization. According to the research finding of Chartered institute of personal development clearly mentioned that, almost half (44%) of respondents report that they have to manage disputes at work frequently or continually. This empirically study is investigated the association of leaders' Leadership Styles and their Conflict Handling Styles. Leadership styles are expanded t, as Transformational, Transactional, and Laissez faire Leadership Styles. Conflict Handling Styles are further expanded toward the Accommodating, Competing, Collaborating, Avoiding and Accommodating conflict handling styles.
A Comparative Study on the Impact of Reward System on Job satisfaction in the Public and Private Banks in Vavuniya District
(Uva Wellassa University of Sri Lanka, 2010) Kandasamy, k.; Siyambalapitiya, J.
The Vavuniya District population has been rapidly increased after the civil crisis in north and east of Sri Lanka and one of the industries that develops and widely spreads simultaneously is the banking sector. Among the activities escalating very fast can be specified as mobile banking activities, banking operation, deposit rates and loan facilities are. Due to increase of operations, the employee work load also increased day by day. The government banks and private banks are giving special rewards to satisfy their employees to get maximum productivity. However, public and private banks offer different types of rewards to satisfy their employees. Literature reveals that most of the reward systems are based on the assumptions of attracting, retaining and motivating people. Primary data were collected from a randomly selected sample of 32 private bank assistants and 28 public bank assistants using a structured questionnaire through direct interviews. The Data were analyzed using both descriptive and inferential statistics to identify the relationship between reward systems and job satisfaction. The study concludes that there is a strong positive relationship between reward systems and employee job satisfaction in both public and private banks. However, the results elicits that the relationship of rewards to private bank employees with job satisfaction is higher when compared to the relationship of the rewards and job satisfaction of the public banks. Key words: Rewards system, Job satisfaction
Customer Satisfaction on Service Encounters in the Special Reference to State Banks of the Western Province in Sri Lanka
(Uva Wellassa University of Sri Lanka, 2021) Mihiranga, W.W.L.K.; Siyambalapitiya, J.; Amarawansha, T.G.A.H.C.
Banks as a service provider, offer similar kinds of products, and those are differed by the quality of their service. Banks involved in the provision of a range of services including traditional banking services and beyond that it involves the provision of self-banking services. When banks providing a service, banks should have the ability to satisfy customers in the purchasing movement it is known as service encounter. The concept of service encounter reveals that, direct interaction between customer and service provider. This study focused on traditional and self-service bank encounter quality and how it affects customer satisfaction. Recovery, spontaneity, and adaptability are the common encounter themes that are available in the literature. However, traditional service encounter quality measures are not efficient to measure the self-service encounter quality. The researcher had to consider technology-based service quality measures to evaluate the self-service encounter quality such as easy to use, convenience, security, and efficiency. A quantitative approach was used to conduct the research and data were collected from 171 youth state bank account holders in the western province through a Stratified random sampling technique therefore, Bank of Ceylon, People's Bank, National Savings Bank, Regional Development Bank selected for the study due to their huge branch network compared to other public banks. The online survey method used to collect the data and SPSS 25 software was used to analysing the data. The hypotheses were tested by using Co- relations analysis and simple linear regression, and multiple linear regression was used to analyse the research objectives. Findings reveal that, the strong positive impact of encounter service quality towards customer satisfaction (0.811). In addition that, traditional and self-service encounter quality has a positive and significant impact on bank customer encounter satisfaction. Spontaneity is the highest contributor for the traditional service encounter quality while recovery shows minimum contribution. When considering the Self-service encounter respectively convenience, ease to use, security, and efficiency significantly impact the encounter satisfaction. Furthermore, Self-service is the most promising banking method in the youth. However, banks have to set a precedent benchmark in both banking methods to offer greater convenience to customers. Keywords: Service encounter quality; Service encounter satisfaction; State bank
Determination of Meat and Meat Products Consumption Pattern of AIL Students in Uva Province
(Uva Wellassa University of Sri Lanka, 2016) Kumarasinghe, H.K.S.P.; Jayasena, D.K.D.D.; Wijesundera, K.K.; Mudannayake, D.C.; Nambapana, N.M.N.; Siyambalapitiya, J.
The factors affecting purchasing and consumption of meat are diverse and complex. The objective of this study was to identify different meat and meat products consumption patterns of AIL students in Uva province. A total of 58 schools were selected from Uva province. Pre-tested structured questionnaires were used to collect information from 1231 randomly selected students. Body Mass Index was calculated to detect the malnutrition condition of students. Collected data was analyzed using Microsoft Excel 2013 and Minitab 16. According to results, 85% respondents consumed at least one type of meat. Ninety percent of the participants consumed meat mainly at home. Among non-meat consumers, 48.39% had malnutrition condition. The religious believes (26.18%), allergies (15.71%) and antipathy for killing animals (46.07%) were the most popular reasons for not consuming meat. The most preferred meat types were chicken followed by beef, pork, and mutton, respectively. Among the processed meat types, most of students (57.52%) consume sausages and 4.35% of students consume meat balls. A total of28.82% students consume both meat balls and sausages. There was a significant correlation between the meat consumption and malnutrition. In addition, a significant correlation between meat consumption and sex, religion, income level and living place (urban or rural) were observed, but not with education level and occupation. Type of meat, price, and nutrition were the priority determinants that influenced the purchasing behavior of meat and meat products. It can be concluded that the meat and meat product consumption of A/L students in Uva province of Sri Lanka should be increased to reduce malnutrition and that awareness on processed meat products and different meat types should be increased. Key words: Body Mass Index, Consumption, Malnutrition, Meat, Uva Province
Effect of Job Stress and Organizational Commitment: A Case on Apparel Industry in Sri Lanka
(Uva Wellassa University of Sri Lanka, 2012) Siriwardhana, I.N.P.; Siyambalapitiya, J.
Human Resource plays a major role in every organization. Therefore, behavior of the employees can be affected to the organization performance. Hence, organizations have to highly focus on human resources. Job stress, job satisfaction, organizational commitment and turnover are associated with the human resource. Work related stress associated with employees of the organization. Further, both degrees of Job stress and organizational commitment are revealed by the success or failure of the organization. Job stress is a natural reaction of the employee that occurs when the pressure becomes overload. Organizational commitment is an employee's willingness to provide their effort on behalf of the organization to achieve organization goals and maintain citizenship behavior(Mowday, Steers & Porter, 1979). Stress at work is a relatively new phenomenon of modern lifestyles and also stress is one of the outcomes of the employees. Job stress is the harmful physical and emotional responses that occur when the requirements of the job do not match the capabilities, responses, or need of the worker (U.S Department of Health, 2002).Organizational commitment is "a psychological state that characterizes organizational members 'relationship with the organization and has implications for the decision to continue or discontinue membership in the organization" (Meyer & Allen, 1991). Previous scholars illustrated that job stress is one of the predictors of organizational commitment and research finding have provided conflicting results. Moreover, most of the researches have concerned on service sector with regard to this research areaand there is no significant studies in the context of Sri Lanka with related to job stress and organizational commitment in the apparel industry. Apparel industry is a labour incentive industry in Sri Lanka. Hence, organization performance is highly depended on employees. The apparel sector is the highest industrial employment generator that 350000 women employees are working (which is 85% of the industries work force) by 2010(Board of Investment in SriLanka, 2011) and the highest foreign exchange earner in Sri Lanka as , by 2010, total export income of the apparel sector was reported as US$3.5Bn.which is equivalent to 42.9% of the total exports of the country (Board of Investment of Sri Lanka, 2011).However, it is observed that Sri Lankan garment industry workers are suffering from work stress (Fernando,2009). Therefore, study primarily focused at finding the relationship between Job Stress and Organizational Commitment in the apparel industry.
The Effect of work Family Conflicts on Organizational Commitment with Reference to the Employees of Hotel Industry in Sri Lanka
(Uva Wellassa University of Sri Lanka, 2013) Kanishka, S.P.H.; Siyambalapitiya, J.
Work—life conflict is a form of inter-role conflict in which work and family demands are mutually incompatible, meeting deniands of both the domains is difficult" Commitment implies an intention to persist in a course of action. Therefore, organizations often try to foster commitment in their employees to achieve stability and reduce costly turnover. This study empirically evaluated two dimensions of work family conflicts as work to family conflicts and family to work conflicts. In addition, effect of it on the organizational commitment of the employees in star rated hotels in Colombo. The sample consisted of eighty employees but response rate was only seventy five percent. Questionnaires were used to collect data. Considering the relationship between work family conflicts and organizational commitment, the analysis represents that there is a weak negative relationship and family to work conflicts is higher than work to family conflicts among employees of hotel industry in Sri Lanka. Further, it reveals that work family enrichment is a current Reed of the employees of hotel industry in Sri Lanka.
Emotional Exhaustion and Employee Turnover Intention in Apparel Industry in Sri Lanka
(Uva Wellassa University of Sri Lanka, 2012) Rahna, A.M.; Siyambalapitiya, J.
Human resource (HR) has been a vital strategy dimension for business organizations. Emotional exhaustion and employee turnover have become main topics in the field of HR amid of this highly competitive business environment. Hence, managing of labor turnover has become a major human resource management problem faced by many organizations. Over the last three years, employment in the textiles and garment sector increased by 21 percent and the industry faces many problems in developing and maintaining the required manpower, (Rupa D, 2002). Absenteeism, high turnover, shortage of labor and inadequate training are listed as major issues of labor faced by the industry (Tilakaratne, undated) and all these labor related issues at the end leads in reduction of efficiency and productivity. Emotional exhaustion is a specific stress related reaction that refers to sate of depleted energy caused by the excessive psychological and emotional demand that occur among individuals who work with people in some capacity (Jackson et al., 1987). A crucial income component of apparel sector workers is overtime. Several empirical studies have shown that long working hours affect job satisfaction, increases the effects of stress-related problems as well as mental health problems (International Labor Organization, 2003). As the stress plays a vital role in employee turnover, this study primarily aimed at finding the relationship between emotional exhaustion and employee turnover intention in apparel industry.
Green Supply Chain Management Practices and Operational Performance of the Commercial Banks in Sri Lanka
(Uva Wellassa University of Sri Lanka, 2021) Adhikari, A.A.E.D.; Siyambalapitiya, J.; Silva, P.O.D.
The recent trends in sustainability have reinforced the global attention on greening business practices. The concept of green supply chain management (GSCM) and operational performance is still budding stages in the research and academic arena. As far as the Sri Lankan business context is concerned there is less evidence in terms of adaptation of green supply chain management practices on the service sector performance. Sustainability supply chain management has become an increasing area of the today banking sector and the concept of GSCM is new to the Sri Lankan banking sector. The purpose of this study is to contribute significantly to the first wave of empirical investigations related to the service industry perspective within a supply chain context. The study sought to establish the impact of GSCM practices and operational performance of the commercial banks in Sri Lanka. A mixed-method was followed to determine the supportive nature of qualitative findings and quantitative findings. A simple random sampling method was employed to highlight the specific subgroup of 104 managers who are already working in domestic licensed commercial banks. Data was gathered by using an online survey questionnaire. GSCM and operational performance of the commercial banks in Sri Lanka assessed using the structural equation modeling method and thematic analysis. The findings of the study remained that different banks adopt different green supply chain practices depending on the activities that they are engaged in and the analysis revealed that environmental collaboration, green purchasing, legislation and regulation, and e-banking technology have a significant positive impact on the operational performance. It was also found out that eco- design and reverse logistics were insignificant towards operational performance. Among the findings most important factors are the achieve sustainability through environmentally, economically, operationally, and financially and most challengeable factors are the less customer support, knowledge, and attitudes have to face when implementing the GSCM in commercial banks in Sri Lanka. This study recommended that the banking sector consider the adaption of GSCM fully like the current and potential benefits to enhance the operational performance of the banking system. Outcome of this study will be beneficial to examine the new knowledge and upgrading the existing knowledge and beneficial for policymakers, governments, and other stakeholders to taking necessary decision. Keywords: Green supply chain management; Green supply chain management practices
Impact of Green Human Resource Management Practices on Employees’ Job Commitment: With Reference to Apparel Industry in Sri Lanka
(Uva Wellassa University of Sri Lanka, 2020) Prabhashini, M.D.M.; Siyambalapitiya, J.; Yapa, U.A.S.
The need for a proactive approach has been emerged due to the increased environmental effect caused by businesses in various means. Therefore, most of the businesses tend to transform their business processes into the green. In that process transforming human resources of the business organizations into the green is crucial. Yet few pieces of research related to the Green Human Resource Management have been carried out in Sri Lankan context. As this field of study is still young, to bridge the gaps in the existing literature this study was carried out to investigate the awareness, level of adaptation of Green Human Resource Management practices in the Sri Lankan Apparel Industry and the impact of Green Human Resource Management Practices on employees’ job commitment. A quantitative research design was adopted in the research. Selfadministered questionnaires were distributed to collect data. A convenient sampling technique was used to select 150 managerial level employees as the sample, getting 50 employees from each top three key players in the industry. Findings revealed that green employee empowerment and participation and green training and development have a very high level of adaptation in the Sri Lankan apparel industry. Moreover, a significant impact of both green recruitment and selection and green training and development on the employees’ job commitment was identified. To create sustainable development in the environment further adaptation of Green Human Resource Management Practices is essential. Keywords: Green human resource management, Green human resource management practices, Job commitment, Sustainable development
Impact of Human Resource Management Practices on Organizational commitment (With Special Reference to Private Banking Sector in Colombo District)
(Uva Wellassa University of Sri Lanka, 2013) Madhumali, S.M.P.N.; Siyambalapitiya, J.
This study attempted to examine the impact of Human Resource Management practices on organizational commitment in Sri Lankan private sector banks. Human resource management (HRM) is known as the central business concern, that shapes the behavior, attitudes, and performance of the employees, This study empirically evaluated six Human Resource (HR) practices (Recruitment and selection , Training and development, performance evaluation, promotion practice, compensation and benefits, grievances handling system) and impact on the organizational commitment(Affective commitment, Continuance commitment and Normative commitment) of the employees in banking industry in Colombo district. Data were collected on employees' perceptions about Human Resource Management practices and organizational commitment through administered questionnaire. Sample consisted of 76 employees who are working in different of branches in five private sector banks in Sri Lanka. Cronbach's alpha, Pearson correlation coefficisnt and descriptive statistics were used for various analyzes of this study. Considering the relationship between Human resources practices and organizational commitment, the analysis represents that there is a positive relationship between recruitment and selection, training and development, performance evaluation, promotion practice, compensation and social benefits and grievances handling system and overall organizational.
Impact of Internal Recruitment on Job Performance (Special Reference to Operational Employees in Apparel Industry in Western Province - Sri Lanka)
(Uva Wellassa University of Sri Lanka, 2021) Sumithraarachchi, D.S.H.; Siyambalapitiya, J.; Perera, K.J.T.
Internal Recruitment is a method that an organization encourage potential employees to apply for existing or future job openings within the current workforce, hence, it has the ability to motivate employees and enhance their outcomes. Apparel industry is one of the major industries in Sri Lanka in terms of revenue for the country and the operational level employees are the key workforce within the apparel industry and their performance is very important for organizational performance. With the empirical gap which identified by reviewing literatures, it is necessary to identify whether the internal recruitment impacts on operational employees‟ job performance. The primary objective of the research is identified whether Internal Recruitment impacts on the Job Performance of operational level employees. The secondary objectives are to identify the current internal recruitment methods mostly used by the apparel industry, identifying the relationship between internal recruitment methods and job performance and identifying the issues and barriers faced by the apparel industry when recruiting internally. This study used mixed approach and a structured questionnaire was used to collect data over a conveinent sample of 108 respondents who were operational employees in the apparel industry. Further, structured interview was conducted in order to gather qualitative data with human resources professionals to achieve third research objective. Descriptive statistics, correlation coefficient and regression analysis were used to analyze the quantitative data and thematic analysis was used to analyze qualitative data. According to the findings, internal recruitment significantly and positively impacts on operational employees‟ job performance and job promotion and supervisor/employee referral has positive and significant relationship with operational employees‟ job performance and job transfer has negative and insignificant relationship. Further, job promotion is the currently most used internal recruitment method in apparel industry and the influence of interviewers‟ perspectives, lack of performance management and legal issues are the main barriers which are the industry face when using internal recruitment policies. Therefore, the practitioners are encouraged to follow effective internal recruitment methods like job promotion and supervisor/employee referral to increase operational employees‟ job performance. Keywords: Apparel Industry; Internal Recruitment; Job Performance; Operational Level Employees
Impact of Job Design on Employees Self Job Performance (With Special Reference to Private Banking Sector in Colombo District)
(Uva Wellassa University of Sri Lanka, 2013) Kodikara, K.I.L.; Siyambalapitiya, J.
Human resource management (FIRM) is known as the central business concern, that shapes the behavior, attitudes, and performance of the employees, This study empirically evaluated five Job design dimensions(Skill variety, Task significance, Task identity, Autonomy, Feedback) and impact on the Self job performance of the employees in private bank in Sri Lanka. The objectives of this study was to investigate the impact of job design on employees' performance in the private bank in Sri Lanka and which factors' of job design highly influence on employees' performan6 in the organizations. The sample consisted of one hundred non managerial level employees working for five banks in Colombo district. The data were gathered by administering questionnaires.
Impact of Social Dialogue on Employee Job Satisfaction in Banking Sector in Sri Lanka
(Uva Wellassa University of Sri Lanka, 2012) Peirisand, M.C.K.; Siyambalapitiya, J.
Social dialogue consist of all types of formal dialogue, involving discussions, consultations, negotiations and joint actions undertaken by employer representatives and employee representatives on working conditions in the workplace (Eurofound's European Industrial Relations Dictionary, 2007). Employee job satisfaction is the positive feeling the employees have regarding the job. This study mainly focused on determining the impact of Social Dialogue on employee job satisfaction in banking sector in Sri Lanka. The banking industry is consisting of 32 commercial banks which consist of 23 licensed commercial banks and 9 licensed specialized banks. The study used proportionate random sampling. A structured questionnaire was used as the main tool of data collection. Likert Scale questions were used to obtain necessary information. The study was based on the survey method of Job Satisfaction by Spector (1997) in measuring the job satisfaction. Both descriptive and inferential techniques were used to analyze data. The study found that there is a strong positive relationship between social dialogue and employee job satisfaction in banking sector in Sri Lanka ( r = 0.825 and the p-value is 0.000). Furthermore, all four dimensions of social dialogue showed positive correlations with the job satisfaction. Based on the results, the study concluded that improving social dialogues among employees is a major dimension that should be promoted as a tool of increasing job satisfaction.
The Impact of Training and Development Practices for the Labour Productivity in the Apparel Sector with Speceal Reference to Kalutara District
(Uva Wellassa University of Sri Lanka, 2010) Jayakody, M.U.; Siyambalapitiya, J.
In the modern business context, training and development possesses a momentous position since it helps to Increase job satisfaction and morale resulting increased efficiencies in the process among employees. Sri Lanka has a competitive advantage as a result of low-priced labour. Since the apparel is a labour incentive industry training and development makes a significant contribution to the productivity. The main objective of this study was to identify the impact of training and development practices on labour productivity with relate to the apparel sector in Kalutara District. Specific objectives of the study were to recognise the areas of training needs, to find out the effects of training on the success of labour productivity and the major areas the most employees needed to be trained and developed and to make recommendations for developing effective training program for increased labour productivity. Data were collected from both primary and secondary sources. One hundred floor employees were randomly selected as the sample to gather first hand data from and annual reports and other company records and business magazines were used as secondary data sources. Both descriptive and inferential statics methods were used to analyze data. The study confirmed the fact that there is a positive linear relationship between training and development and labour productivity in Sri Lankan apparel industry. . And overall p-value was highly significant and there was overwhelming evidence to say that labour productivity was increasing with the training and development practices related to the apparel sector in Kalutara District. Key words: Training and development, Labour productivity, Apparel industry, Human resource management
Impacts of Tourism Development on Rural Livelihood in Haputhale Area
(Uva Wellassa University of Sri Lanka, 2020) Dissanayaka, C.K.; Siyambalapitiya, J.; Wachissara, P.
Tourism industry has been progressively using for, and directly connected with, rural livelihood poverty reduction in developing countries. In ongoing years, it has, however, been reprimanded by rural developers due to their lack of concern for the rural poor and for being too increasingly focused on tourism specifically. The main purpose of this study was to identify the impacts of tourism development on the livelihood of rural residents in the Haputhale area and specifically to identify the existing level of rural livelihood, the relationship between tourism development and rural livelihood, and identifying the impacts of tourism development on rural livelihood in Haputhale area. A structured questionnaire with a five-point Likert scale was used as a research instrument to gather information from 150 respondents. Further, in the analysis, the reliability analysis, descriptive analysis, correlation analysis, and multiple linear regression analysis were used. The existing level of rural livelihood was analysed using descriptive statistics. According to the correlation analysis, there was a strong positive relationship between tourism development and rural livelihood in the Haputhale area. Based on the research findings it is recommended that in order to develop tourism in Haputhale rural areas it should consider economic, socio-cultural, and environmental impacts considering the livelihood patterns in the rural area. Keywords: Tourism development, Impacts of tourism, Environmental impacts, Economic impacts, and Socio-cultural impacts
Investigation of the Impact of Green Marketing Tools on Customer Purchase Intention of Fast-Moving Consumer Goods: With Special Reference to the Youth Sector
(Uva Wellassa University of Sri Lanka, 2020) Rathnayake, P. A.; Siyambalapitiya, J.; Perera, K.J.T.
Consumer awareness of environmental issues has become a major concern in the society. Therefore, organizations have moved towards the green marketing concept to achieve sustainable growth. Eco-brand, eco-label, and environmental advertisements are the tools that businesses use to enhance knowledge and awareness of consumers while influencing their purchase decisions. Previous studies show inconsistent results in terms of customer purchase behavior in relation to these tools, indicating a knowledge gap to be addressed by researchers. To this end, following the theory of planned behavior, it would be rational to investigate these tools as predictors of customer purchase intention. Moreover, as a context, Fast-Moving Consumer Goods (FMCG) sector was selected as it is an industry that focuses more on environmental issues. Observably there is a significant lack of empirical studies on these tools as this concept is new to the Sri Lankan market. The specific objective of the study was to investigate the impact of green marketing tools on customer intention to purchase FMCGs in Sri Lanka. Taking Sri Lankan young consumers as the population, 384 individuals were selected as the sample of the study using a convenience sampling technique. The research was quantitative and primary data were collected through a self-administrated questionnaire. Simple and multiple linear regression analysis was performed to test research hypotheses. Results and findings revealed that each tool has a significant and positive impact on customer purchase intention. Accordingly, the study concludes that eco-brand has a salient impact on purchase intention than the eco-label and environmental advertisement. The research recommends that these tools should be promoted more in the market and it is required to concern more on adopting eco-labels to achieve sustainability. Keywords: Green marketing tools, Eco-brand, Eco-Label, Environmental advertisement, Purchase intention
Performance appraisals and its’ impacts on employee motivation: A study with special reference to Sri Lankan licensed commercial banks in Kandy District
(Uva Wellassa University of Sri Lanka, 2015) Abeykoon, A.M.K.G.M.D.; Siyambalapitiya, J.
Performance Appraisals System (PAS) is a well-established way of providing milestones, feedback, guidance and monitor employees (Weightman, 1999) and it is a formal, structured system of meaning and evaluating an employee’s job related behaviors. Further outcome to discover how and why the employee is presently performing on the job and employee can perform more effectively in the future, Therefore the employee, organization and society will be beneficiaries (Muhammad, 2013). Literature revealed that employee participation in the appraisal process was fairly very high and this positively affected employee motivation and perception of fairness. Consequently, organizations are advised to adopt participatory PAS in order to motivate employees and reduce biased considerations in both the process and outcome (Kofi, 2012). However, Douglas Mc Gregor (1957), Mushin Lee and Wonjun Shin (2000) said that conventional performance appraisals do more harm than good. Further the employees in Korean federal agencies believed that performance appraisals which are based on extrinsic factors influenced more to the employee motivation (Senong and Gregory, 2009).Nevertheless the transportation department in Iranian Esfahan province employees’ performance affected on their intrinsic motivation (P-Value <0.05) and the effectiveness is positive, equals to 0.414 (Shaemi Barzoki Ali et al, 2012). In order to above researcher gapes, three objectives were employed based on licensed commercial bank sector. Frist one was to identify the relationship between PAS and employee motivation. Second one was to determine the most effect dimensions of PAS for the employee motivation. Third one was to identify the current PAS which extent suit to motivate the employees. Methodology The population belongs to the research is all employees of both public and private sector who provide licensed domestic commercial banking service in Kandy district. For that, 84 employees were considered from the selected five licensed domestic commercial banks which have provided highest density of branches in Kandy district by using Stratified sampling technique and simple random sampling technique. Data was collected through a self-administered questionnaire from managerial level and non-managerial employees in the selected five licensed domestic commercial banks. The Cronbach Alpha reliability test shows that the Alpha value is 0.764. It is exceeded 0.700 level. Therefore it reached the acceptable level in the questionnaire. Results and Discussion Based on the results (see table 1) below, the procedural approaches are highly significance to improve employee motivation though the PAS in licensed domestic commercial banking sector. According to mean value of extrinsic motivation factors is emphasized that there is a significant impact of current PAS to increase the employee motivation of the commercial banking sector. Therefore it highly correlates with the employee motivation. Besides, intrinsic motivation factors also have moderate significant to create employee motivated PAS within the commercial banking sector. That reflected that extrinsic motivation factors have more influence in current PAS than intrinsic motivation factors.
Push factors effect on voluntary external labor turnover intention in apparel industry Katunayaka Export Processing Zone
(Uva Wellassa University of Sri Lanka, 2015) Jayasinghe, W.P.G.R.N.; Siyambalapitiya, J.
Employees’ turnover is a much studied phenomenon in human resource management (Khatri et al. 2003) but there is no standard reason why people leave organizations. The term “turnover” is defined by Yasir in (2001) as the ratio of the number of organizational members who have left during the period being considered divided by the average number of people in that organization during the period. Employees’ turnover intention is different from Employees’ turnover. Labour turnover intention is mental decision of an individual toward the decision of continue or leave the job (Meyer et al, 2001). Turnover intentions are the instant connection to turnover behavior (Benedict et al, 2007). As a result of the turnover intention at the end it can be seen labor turnover. Voluntary external labor turnover intention is employee own intention to quit from the job as well as from the organization. But there is no standard reason why people leave organization. Those factors basically can be divided as push factors and full factors (Ali Shah et al., 2010). Push factors are controlled factors because those factors are internal and can be controlled by organizations. According to Vuipoh (2002), firm can control push factors. In addition to that push factors can be defined as aspects that push the employees towards the exit door such as salary, benefits and facilities; size of organization, job satisfaction, job stress, and organizational commitment (Ali Shah et al., 2010). Further it has broadly divided push factors called organizational factors, attitude factors, and organizational commitment. This research conduct to find solutions for following three research questions such as What is the relationship between push factors and voluntary external labor turnover intention?, What is the impact of push factors on voluntary external labor turnover intention?, What are the suggestions provide by employees to maintain voluntary external labor turnover intention? Researcher aim to achieve following research objectives respectively to identify the relationship between push factors and voluntary external labor turnover intention, to identify the impact of push factors on voluntary external labor turnover intention, to identify the suggestions provide by employees to maintain voluntary external labor turnover intention. Methodology The population of this study was operational level employees work in apparel related firms which have registered in Sri Lanka Board of Investment (BOI) within Katunayake Export Processing Zone (KEPZ). The aim was to study best three companies within population. Those best three companies select based on Sri Lanka BOI annual report, 2012. Finally select 30 operational level employees from each company have been selected which accounts for 90 operational level employees. Primary data is collected through self-administered questionnaires. Further Cronbach Alpha reliability test was employed to assess the validity of the questionnaire. Thus, employee turnover intention was measured by using self developed questionnaire based on Ali Shah et al.,(2010) The questionnaire items to measure turnover intention developed by the researcher have shown a reliability level of 0.808 confirming that these levels are exceeding the general acceptable level. Hence, it is suitable for the further processing. In addition, Interview techniques use to gather deeper information of employees relevant to research objectives. Data were analyzed by using descriptive analysis, correlation coefficients analysis, and regression analysis. Results and Discussion The researcher measure relationship between turnover intention and push factors. Push factors categorized basically three parts such as Organization factors (Pay, Benefit, and Organizational justice), Attitude factors (Job satisfaction, and Stress), and Organization commitment (Affective commitment, Continues commitment, and Normative commitment) according to the research findings Correlation between push factors and turnover intention Show as follow.
Strategic Human Resource Management and Managing Gender Diversity in Hotel Industry: Southern Province – Sri Lanka
(Uva Wellassa University of Sri Lanka, 2021) Prabodha, K.A.S.; Siyambalapitiya, J.; Perera, K.J.T.
The growth of the hospitality and tourism sector has been rapidly growing in recent years and therefore, an increase in tourism business has become increasingly popular with it. The tourism industry is estimated to be worth over 183.98 USD million annually. Employment generated in the tourism sector (both direct and indirect) increased to 359,215 in 2017. Yet currently women account for less than 10% of those employed by the tourism sector. Further, with its exponential growth, the business owners pay much concern on Human Resource Management practices and managing gender diversity. Consequently, the need to manage their human resources effectively and efficiently in order to achieve economic significance is recognized. Hence, this study set out to examine how gender diversity affects in managing employees, to see whether strategic human resource management practices can provide a solution to manage the gender diversity problems, to identify the current Human Resource strategies can be effectively use in hotel industry and to investigate gender diversity problems demarcated in the hotel sector. Qualitative data analytical method was employed and the collected data were transcribed and analyzed by using Thematic Analysis. Primary data is captured at selected above 3-star hotels with twelve employees at HR management level and 10 employees randomly selected from each hotel located in Down-South area. The findings of the study revealed that the majority of the hotels (90%) are practicing Strategic Human Resource Management and identified limited evidence of managing gender diversity based on Strategic Human Resource Management practices. Further, the recommendations of this study support the view that the importance of implementing Strategic Human Resource Management practices and how they improve the managing gender diversity problems of the organization. Keywords: Hospitality industry; Strategy; Strategic Human Resource Management (SHRM) practices; Gender diversity

Browsing by Author "Siyambalapitiya, J."

Results Per Page

Sort Options