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

Browsing by Author "Sutha, J."

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Assessing the Antecedents and Consequences of Work Life Imbalance (With Special Reference to Female Nurses in Government Hospitals)
(Uva Wellassa University of Sri Lanka, 2018) Biyagamage, K.H.; Sutha, J.
Work life imbalance has been identified as one of the serious problems among nurses in health care industry of Sri Lanka. Minimizing this critical problem is vital since, the health care industry is directly affecting to the wellbeing of the country's total population and ultimately for the economic development. The overall research study has been structured based on the conceptindicator model built up with referring to the two research objectives, which was identifying the antecedents and consequences of work life imbalance. The qualitative research was conducted through structured interviews, using 20 female nurses who are employed at Colombo District Government Hospitals. Data was collected though convenient sampling, by recording the personal interviews and later these data was transcribed in to word format. Qualitative data was analyzed by using the thematic analysis.The findings of the study revealed that, parental demand, lack of family support, task difficulty, nature of working schedules and lack of staff as the antecedents creating the work life imbalance and intention to leave the job, conflicts in work and home, health problems, feeling overload and stress and demanding leaves as consequences of work life imbalance. Consequently the currentstudy concluded that among the majority of selected participants, the work life imbalance is existing. Based on the in-depth data collected by participants, it identified that they are having struggles in balancing their work lives while balancing their personal lives. Finally study suggest management of hospitals to pay more attention on reducing nurses'work life imbalance by taking necessary steps and actions. Equally, this study will be beneficial in employees' perspective to enhance their work life and personal life by getting a proper understanding of work life imbalance throughout this study findings.
Comparative Study on theEffect of Formal and Informal Mentoring on Job involvement with Special Reference to Apparel Industry in Sri Lanka
(Uva Wellassa University of Sri Lanka, 2018) Pathirana, H.P.L.P; Sutha, J.
Human Resource Management is a formal system of managing people within an organization. Mentoring is one of the critical activity in human resource developmentwhich used as a long-term process of developmental, career focused, and covers all life structures to nurture the potential of a person. Mentoring has create many consequences and Job involvement is one of the beneficial outcome of it. This research was studies the combine effect of formal and informal mentoring on employees' job involvement with special reference to the apparel industry. Research objectives are to identify the formal and informal mentoring practices of apparel industry, identify the relationship of formal and informal mentoring to the employee's job involvement, determine how formal and informal mentoring impact on employees' job involvement and also to understand the combine effect of formal and informal mentoring on employees' job involvement. Researchercollectdata from 150 operational employees in top five apparel sector companies selected by using simple random sampling technique. Questionnaire was usedas a data collecting technique. Datawereanalysed based on objectives by using descriptive statistics, correlation and regressionanalysis with the support of SPSS 21. The workers are happy with the existing mentoring practices used in apparel industryand also formal and informal mentoring positively associated with the employees' job involvement. Furthermore, there is an impact of formal & informal mentoring on the employees' job involvement. In addition to that the combine effect of formal and informal mentoring is negative on job involvement. Based on the research findings, suggestions and recommendations for management in apparel industry were stated and it reveals that formal mentoring is most effective for the job involvement and researcher suggest to select the most appropriate type of mentoring without combining as it create negative impact for the employees' job involvement.
Effect of Authentic Atmospherics in Ethnic Restaurants on Consumer Emotions and Revisit Intension (special reference to Sri Lankan, Chinese & Indian restaurants in Colombo district
(Uva Wellassa University of Sri Lanka, 2018) Gamlath, D.G.M.H.C.; Karunarathne, A.C.I.D.; Sutha, J.
Sri Lankan tourism sector has been identified as one of the key sectors propelling the country's economic growth. The Ethnic food market is one of the fastest growing industries globally. In this respect, this study attempted to explore the effect of authentic atmospherics in ethnic restaurants on consumer emotions and revisit intension. Investigating Sri Lankan, Chinese & Indian Restaurants This study gathered information from 300 guests who visited to ethnic restaurants in Colombo by convenience sampling technique. Further, the data were analyzed through Descriptive analysis, Correlation, Simple Regression. Apart from that, Preacher and Hayes multiple mediation assessment model 06 and Process Model 01 used to assess the mediation effect of emotion. The study found that there is a significant relationship between Authentic Atmosphere and Revisit Intension and Consumer Positive Emotions significantly and partially mediates the relationship between Authentic Atmosphere and Revisit Intension. Further, the finding of this study demonstrates Visitor Attitude significantly moderates in the relationship between Positive Emotions and Authentic Atmosphere. Finally, this study recommends to the ethnic restaurants to develop the authentic Atmosphere further in order to retain the customers.
Entrepreneurial Intention of Prisoners in Sri Lanka
(Uva Wellassa University of Sri Lanka, 2019-02) Isharika, D.H.V.; Sutha, J.; Fasana, S.F.; Wachissara, P.
Development of entrepreneurship concept is directly involved with entrepreneurial behavior and thus it has become an important topic to study. Prisoners are a kind of inactive and untouched category in the society that could be used to contribute the development any country. Prisoner’s unemployment is one of the major factors that caused a higher rate of recidivism. Given the lack of empirical and the divergent finding of intention of entrepreneurship, this study investigated the nature of entrepreneurial intention of prisoners in Sri Lanka. Convenience sampling method and stratified sampling method were employed to select 150 prisoners from the prison institution of Sri Lanka. Data were gathered by using self-administered questionnaires and interviews. Hence, Correlation, Multiple Regression, and Thematic Analysis were used to analyze data. The results revealed that the existing level of attitudes towards the behavior and entrepreneurial intention were almost agreed by the prisoners while they moderately agreed with the existing level of subjective norms and perceived behavioral control. Alongside, it was found that attitudes towards the behavior and perceived behavioral control strong positively influence the entrepreneurial intention while subjective norms weak positively influence the entrepreneurial intention. The study contributes to the existing knowledge and suggests that the government should pay more attention to enhance the entrepreneurial intention among the prisoners. Further, study also provided areas for future researches.
Family Responsibilities and Career Progression of Women in Private Business Organizations in Sri Lanka
(Uva Wellassa University of Sri Lanka, 2019) Dharmawansha, K.K.U.H.; Sutha, J.
At present, organizations believe that women also equally strong enough in terms of knowledge, skills and attitudes to males in performing tasks, duties and responsibilities. As every other employee in the workplace female employees also wish to develop their career due to many reasons. As every other employee in the workplace female employees also wish to develop their career due to many reasons. Literature proves that sue to selfinterest, status in the society as well as to acquire high monetary benefits and rewards, women are also like to develop their career. As there are many women in the private sector, to move upward in the career ladder while balancing the family responsibilities and work responsibilities has become a very difficult task due to many reasons. Therefore, in this research study, researcher trying to identify the nature of family responsibilities women in private business organizations have and how it influenced on her career progression. For the study, 30 women in top ten private business organizations were drawn from a population of employees in the private sector in Sri Lanka. Semi structured interviews were used to gather relevant data from the participants. Thematic analysis was used to analysis the data using Microsoft excel 2010. According to the research findings, it can be concluded that women in private business organizations have moderate level of awareness about the career, career progression satisfaction and career progression motivation. Also, through this study it has found out that childcare responsibilities, elder care responsibilities and domestic chore responsibilities of women in private business organizations in Sri Lanka have a negative impact on career progression while spousal support is positively affected to the career progression of the women in private business organizations in Sri Lanka.
Identification of Factors Influencing Employees’ Motivation to Learn: A special reference to Insurance Industry in Polonnaruwa District
(Uva Wellassa University of Srilanka, 2011) Waidyanthi, K.M.V.; Sutha, J.
Note: See the PDF Version In this highly competitive business world, human resource is considered as one of the most important, rare, inimitable and substitutable resource in obtaining the competitive advantage. Therefore, organizations should develop human resource continuously by providing proper training and development opportunities. According to the literature pertaining to training, it has generally recognized that training motivation can be influenced by both individual and situational characteristics. Training effectiveness is highly depending on motivation to learn. According to Noe (1989) employees should be motivated to participate in training. Gross Domestic Product contribution of Insurance sector in Sri Lanka is 1.7% (Central bank report, 2009). Therefore, the participation in the training activities is important to increase the job performance of the employees in this sector whereas it is said to be that some employees are reluctant to participate in training. Therefore, this study attempted to find the personality, situational and motivational related factors those induce employees to participate in training program. This study was mainly focused on identifying the factors which influence the employees' motivation to learn, determining the strength of the relationship and relative contribution of the factors which influence employees' motivation to learn.
Impact of Beach Tourism on the Host Community: Evidence from Arugam Bay Beach in Sri Lanka
(Uva Wellassa University of Sri Lanka, 2018) Koushiga, K.; Damunupola, A.K.A.; Sutha, J.
One of the main and foremost attractions of Sri Lanka is its long, sandy beaches which extend all over the island. A wide tourism market has arisen in and around the beaches in Sri Lanka. Arugam Bay beach is one of the ten world's best surfing points. As beach tourism is carried out along the coasts of the island, it influences the region as well as the whole country in many ways as in positive as well as negative. This study focuses on the beach tourism activities at Arugam Bay, its positive and negative impacts on economy, socio culture and environment of the host community. Main objective of this study is to identify the beach tourism activities and to find the kind of impact they have on the host community. Primary data was collected through structured interviews from 30 respondents. Sample comprised from host community, foreign tourists, local tourists and the government officials in Arugam Bay. Analysis was done using thematic analysis which identified 3 main themes i.e. economic impacts, sociocultural impacts and environmental impacts along with several sub themes. Income generation, job creation regional development, cost of living and increasing real estate rates are the main economic impact whilst, living standards, illegal activities, misbehaviors, drug abuse and cultural influence under socio cultural impacts and environmental concern, pollution and overcrowding come under environmental impacts. The results of the study conclude that the beach tourism activities have a positive impact on the economy and the environment of the host community, while the activities negatively affect the socio culture of the host community. This study will contribute for the tourism development with community participation in Arugam Bay.
Impact of Compensation Management Practices on the Performance of Small and Medium Enterprises in Western Province of Sri Lanka
(Uva Wellassa University of Sri Lanka, 2018) Balasuriya, M.A.U.; Sutha, J.
Small and Medium Enterprises (SME) sector is the largest contributor in Gross Domestic Product in Sri Lanka. But they perform more in a way that is entirely different from that of the large firms in economy. Among them human resource practices are in a questionable stage. Because the practices and policies adopted by larger firms does not fit perfectly to the small and medium sized enterprises. When considering about the firm performance, compensation practices directly influences and helps the firm to grow. Though there are number of studies aimed towards investigating the relationship between compensation practices and firm performance, there is only a few number of researches conducted to find whether Nature of the firm moderates the relationship between the compensation practices and firm performance in Small and medium enterprises. Therefore, in order to assess the moderating effect, the current study collected data from a sample of fifty SME firms in Western province of Sri Lanka by using stratified sampling technique and by using a questionnaire. A fair representation was available from all three districts due to use of this method. Using multiple regression analysis, Pearson's correlation and Andrew F. Hayes's moderation assessment model, the data were analyzed. Finally, this study found that there is strong positive relationship between the compensation practices and the firm performance. In addition, the firm size and age of the firm significantly moderates the relationship between Compensation practices and firm performance while the type of industry does not significantly moderate the relationship between compensation practices and small and medium firm performance.
Impact of Counselling On Employee Retention at Exit Interviews (With Special Reference to the Apparel Industry in Sri Lanka)
(Uva Wellassa University of Sri Lanka, 2019) Rashmika, G.G.; Sutha, J.; Wachissara, P.
Studying counselling on employee retention among employees has become an important topic. The study examines the impact of counselling during the exit interview on employee retention. In a leading apparel company’s labour turnover among employees, especially machine operators, which showed that employee turnover is one of the major problems. This study aims to address the objectives of the study were to identify the counselling practices in Apparel Industries, to identify the relationship of counselling in employee retention in exit interview. In order to achieve those, this study was designed qualitative approach. A sample of 30 employees who have already decided to resign was selected utilizing convenience sampling method representing apparel industries. The qualitative data was collected by conducting semi-structured interviews. The interview transcripts were analysed to identify the patterns using thematic analysis techniques. This study used counselling techniques which include Cognitive Behavioural Therapy & Rational Emotive Behavioural Therapy. Cognitive behavioural therapy was applied for fifteen machine operates at the exist interview and thirteen employees were retained. However, after the counselling sessions, two employees were left the institution. This study proposes to apply Rational Emotional Behavioural Therapy, and modifying dysfunctional thinking and behaviour as Cognitive Behavioural therapy techniques during the exit interview or any appropriate time before the employee leaving in order to retain employees. This study recommended practicing employee counselling by using therapies during the exit interview. Further, which may result in retaining employees. This study came up with factors which impact to retain employees. Results of this study add rich qualitative data to the counselling literature as well as to the other social and managerial implications
The Impact of CSR Practices Adopted By Commercial Banks in Sri Lanka on Customer Attraction and Customer Retention
(Uva Wellassa University of Sri Lanka, 2018) Upendra, M.R.L; Sutha, J.; Gamage, P.G.M.S.K.
The concept of Corporate Social Responsibilities (CSR) becomes highly topical in the banking sector; since the banks significantly recognize the importance of moral principles and well-being of society. CSR is one of the best external marketing strategies that commercial banks recently practicing in order to obtain more attention and attraction from the customers' and enhance Customer Retention (CR). Moreover, CR is emerging as the most critical and vital factor that banks have to achieve, due to hyper competitive business environment. The overall research study has been structured referring to four research objectives, which was identified existing CSR practices, relationships between the CSR, CR and Customer Attraction (CA), CSR influence on CR and finally, mediating effect of CA on CSR and CR. The quantitative research was conducted through distributed questionnaires, using 100 of selected five commercial banks' customers and sample was collected though convenient sampling. The findings revealed that commercial banks' customers more satisfy with the economic CSR and there are positive associations between the CSR, CR and CA. Withal CSR influenced the CR and CA significantly and partially mediate the relationship between CSR and CR. The current study compensates strength and evidence for the relationship, that commercial banks practice more CSR activities, will directly lead to the CA and through that banks can retain customers. Finally, those findings highly significant for the commercial bank marketing managers take the decisions regarding the areas of CSR activities they have to be more focus and the amount of money they need to be allocating for the CSR. Besides the study provides a detail description in what premises it better to implement CSR practices for enhanced retention rate of the customers and to obtain more profits and success in near future.
Impact of Customer Service Officers' Commitment and Insurance Company Performance
(Uva Wellassa University of Sri Lanka, 2012) Shanika, S.K.P.; Sutha, J.
The insurance industry in Sri Lanka was able to achieve a significant growth in current period. Those are developing financial institutions in the market and which play a vital role in the social and economic development. It will be reducing the uncertainties and improving the financial resources. There are two important channels which are helping the insurance sector for the economic and social development. Those channels are reducing uncertainties and pooling the long term financial resources. Simply insurance means promise of compensation for any potential future losses. Protection against loss for which ou pay a certain sum periodically in exchange for a guarantee that you'll be compensated under stipulated conditions for any specified loss by fire, accident, death, etc. Insurance companies mainly provide the services to their customers. Hence, they highly focus their attention on customer's needs and wants. When customer satisfied with the service of insurance companies they become the loyalty customers of that company. Therefore, customer Relationship Managementis very important to the insurance companies.Customer relationship managementis a widely implemented strategy for managing a company's interactions with customer, clients and sales prospects by establishing separate department and with especially training customer service officers. Customer service officers' commitment is most important especially in the service industry Organizational commitment in the field of organizational behavior. industrial/ Organizational Psychology is in a general sense, the employee's psychological attachment to the organization. It can be contrasted with other work-related attitudes such as job satisfaction, defined as an employee's feelings about their job, and organizational identification, defined as the degree to which an employee experiences a 'sense of oneness' with their organization. Organizational commitment is a multi-dimensional construct that denotes the relative strength of an individual's identification with, involvement in, and loyalty to a particular organization (Allen and Meyer, 2007).Organizational commitment is a significant thing of the employees in every organization in the world because that would be impacted to the organization performance. Therefore the researcher decided to find the customer service officers' commitment and insurance companies' performance. The purpose of this research was to investigate the relationship between customer service officer commitment and insurance companies' performance and to identify the relative contribution of organizational commitment toward insurance companies' performance.
Impact of Effective Succession Planning Practices on Employee’s Retention (With Special Reference to Private Business Organizations in Sri Lanka)
(Uva Wellassa University of Sri Lanka, 2019-02) Poornima, W.A.D.N; Sutha, J.; Perera, K.J.T
In recent times, business organizations have recognized effective succession planning concept as one of the key aspects of managing employee’s retention. Although, as a result of employee’s unawareness most of the organizations do not intend to implement succession practices. This research explores the impact of effective succession planning practices on employee’s retention with special reference to private business organizations in Sri Lanka. The researcher conducted a field survey and collected data across 100 middle-level managers in top ten private organizations according to the LMD report 2017. A standard questionnaire was used as a data collecting technique and convenience sampling method was used to select the sample. The data were analyzed by using descriptive statistics, correlation, simple regression, and multiple regression analysis with the support of SPSS 21version. The results show that employees almost agree with the existing effective succession planning practices used in each particular organization. Performance Goal Orientation was strong positively correlating with effective succession planning practices and employees retention. Research proved that there is a positive impact from effective succession planning practices to the employee’s retention. Management Involvement and Diversity Management are the highest and lowest contributory dimensions on employee retention respectively. Results revealed that performance goal orientation Moderator does not stronger the relationship among effective succession planning practices and employee retention. Effective succession planning practices mostly affect for the employee retention and research suggested managers to select the most appropriate succession practices in business context. The results provide various implications for filling the knowledge and empirical gap within the research context. Finally, it will also contribute to the top level managers and as well as future researchers in the same research area.
Impact of Employee Recognition on Employee Involvement: The Mediation Role of Self-Esteem
(Uva Wellassa University of Sri Lanka, 2019-02) Jayarathna, G.W.K.P.S.; Sutha, J.
Sri Lanka becomes a world class apparel manufacturer supplying to universal super brands for over last three decades. The competitors in the business world can easily imitate assets like technology, processes, methods etc., while the human resource is unique to the one organization to another. Apparel companies are providing attractive compensations, transport facilities, quality work place, performance based allowances etc., to their employees. When the employees are engaged and involved in organizational activities they become profitable and stay longer in the company. However, due to the various causes, employee retention is very low in the apparel sector in Sri Lanka. Thus, this study empirically evaluated the mediation role of self-esteem between the employee recognition and employee involvement of the operational level employees of apparel companies in Katunayake Export Processing Zone. Convenience sampling technique was used to gather the data from 150 operational level employees via questionnaire method. Descriptive Statistics were used to describe the basic characteristics of the data set and Correlation and Regression describe the relationships of the variables. Further, Baron and Kenny and Sobel test were used to find the mediation effect of the self-esteem. The finding suggests that employee recognition is strong positively related to self-esteem and self-esteem is strong positively related to employee involvement, which is in accordance with the prior studies. A significantly positive relationship between employee recognition and employee involvement is found and it was mediated by selfesteem. This study was recommended to develop better employee recognition program with considering the self-esteem of employee to enhance the involvement of the employee. Researchers were suggested to consider other factors like motivation, job satisfaction etc., as mediator to determine the effect between employee recognition and employee involvement for future studies.
The Impact of Employee Transformative Learning on Their Future Retention “Role of Career Satisfaction” (With special reference to hotel industry in Galle district of Sri Lanka)
(Uva Wellassa University of Sri Lanka, 2019) Isurika, N.H.K.S.; Sutha, J.; Damunupola, A.K.A.
Tourism industry is one of the largest industries in Sri Lanka and it provides so many benefits for employees as well as the country in many ways. Employees’ transformative learning is a critical factor to retain the employees when considering about the hotel industry in Sri Lanka. Transformative learning means the employees interpretation of the experience creates meaning, which leads to change in the behavior, mindset and beliefs. In Sri Lankan hotel industry, the employees’ duty is in a higher position. And also there are some practices regarding transformative learning within those hotels sector. Therefore, the researcher has focused on this study to understand the impact of transformative learning on employee retention under the mediating role of career satisfaction. The researcher has focused to accomplish four objectives with regards to the problem of this study and hypothesized four basic hypotheses according to those research objectives in order to accomplish them. The population of the study was all middle level employees in hotel sector in Galle District. According to the methodology, the sample of the study was 90 employees and it has been taken from 10 three to five star hotels in Galle District. Moreover, data were gathered from self-administered questionnaires. Furthermore, the researcher has used IBM SPSS software to analyse data and descriptive statistics, correlation coefficient analysis, simple regression, mediation assessment through multiple regression and Sable test were used as data analysis methods. Finally, the researcher found that, transformative learning significantly influences on employee retention. Further, the career satisfaction has been significant and partially mediates the relationship between transformative learning and employee retention.
Impact of Employees’ Protean Career Attitudes on Organizational Commitment (With Special Reference to Financial Sector in Kandy District)
(Uva Wellassa University of Sri Lanka, 2019-02) Bandara, W.M.H.K.; Sutha, J.; Dissanayaka, D.M.R.S.
Over the last two decades in spite of multitude of models seeking to explain contemporary careers, protean career has become widely recognized concept with in the organizational literature. The concept of protean career has been tested as an employee commitment forms. Consequently, career literature is with contradictory arguments and little empirical evidences have been observed. This study attempts to investigate how protean career attitudes impact on organizational commitment. Mixed study method was used. Data were collected through self-administered questionnaires and semi structured interviews. Questionnaires were distributed to 100 employees and semi structured interviews were conducted among 20 employees by using convenient sampling technique. Data analysis was performed using Descriptive Statistics, Correlation Analysis, Simple Linear Regression Analysis, Multiple Regression Analysis and Thematic Analysis and finally Triangulation. The findings of the study revealed that protean career attitudes have significant positive relationship and impact on organizational commitment. Moreover, self-directed career management and value driven predispositions positively related to organizational commitment, while self-directed career management impacts more on organizational commitment than value driven predispositions. Findings of the study concluded that having a protean career attitude, individual does not automatically result in less organizational commitment. Study recommended that for organizations, it is important to provide development opportunities for their employees with better career management.
Impact of Green Supply Chain Management on Competitive Advantage of Business Organizations in Sri Lanka
(Uva Wellassa University of Sri Lanka, 2018) Sadurdeen, A.R.; Sutha, J.
Organizations adopt many strategies to gain competitive advantage from competitors among the firm. One of main strategy is adapting Green Practices in the organization. Green supply Chain Management (GSCM) is a critical issue to gain competitive advantage in the near future scenario. Cost benefit and customer value enhancement is another two strategies_ to gain competitive advantage. Combining both from greening the supply chain to gain cost benefit and customer value enhancement simultaneously organizations can get a superior competitive advantage. There are contradictory findings on the cost benefit element of adapting GSCM in organizations and also no clear theory how combine elements affect to gain competitive advantage. Thus the study is based on 5 objectives; the primary objective was to identify the impact on GSCM on competitive advantage on business organizations in Sri Lanka. Questionnaires were distributed by using convenience sampling method to collect primary data from 30 organizations that are practicing green practices in Sri Lanka. Secondary data also gathered from the organizations. The data were analyzed using descriptive analysis, correlation coefficient, and simple regression model. The results of the study indicate that there is a strong positive relationship between GSCM and competitive advantage. And also there is a positive relationship with both cost benefit and customer value enhancement elements separately. The results show that rather than focusing on one factor to gain competitive advantage it's better to apply both cost benefit and customer value enhancement simultaneously, to secure a superior competitive advantage. These study's findings are helpful to managers to adopt GSCM practices and to motivate to adopt green practices. Especially to sustainable economic growth in Sri Lanka and to protect the environment, greening the supply chain is very beneficial.
The Impact of Job Insecurity on Organizational Commitment (With special reference to International Non-Governmental Organizations [INGOs] in Northern Province of Sri Lanka)
(Uva Wellassa University of Sri Lanka, 2018) Abilashini, K .; Sutha, J.
During the last few decades economic changes leading to transformations in the labour market have taken place in the industrialized world .Many organizations have had to engage in downsizing and restructuring in order to reduce labour costs and to improve competitiveness. These efforts usually result in the reduction of a large number of staff. It generates job insecurity. The objective of this study was to investigate the relationship between job insecurity, and organizational commitment with special reference to Northern Province of Sri Lanka. Researcher used mixed method study. In order to validate the quantitative research findings qualitative research was used. The research was conducted through the responses of employees of International Non-Governmental Organizations in Northern Province of Sri Lanka. Data was collected through questionnaires and personal interviews. Researcher collected data from 100 employees and personal interview was conducted among 20 employees to whom the questionnaires were given. The results demonstrated statistically significant relationships between job insecurity and organizational commitment. A practically significant relationship between variables was also determined; Job insecurity demonstrated a relationship with increased levels of organizational commitment. This study explained that employees would not always reduce their commitment and work effort when confronted with uncertainty as suggested by several studies. Nevertheless, it could be assumed that the survey participants fear being unemployed, feel trapped because of a lack of alternative employment opportunities and wish to employ for next project with the existing organization. These results indicate that insecurity can make people more appreciative of their current work and workplace.
Impact of Leader Member Exchange Relationship on Turnover Intention in the Apparel Industry (With Special Reference to Operational Level Employees in the Katunayaka Export Processing Zone)
(Uva Wellassa University of Sri Lanka, 2018) Ekanayaka, E.M.C.D.; Sutha, J.
Turnover intention is one of the critical problems in the apparel industry in Sri Lanka. Novel organizations have become aware that strategies aimed at developing leader member exchange relationships ensure a lower turnover rate. Leader member exchange relationship creates intercommunication between the leader and the subordinate in organizations. Thus, the study empirically tested organizational justice as mediating the relationship between leader member exchange and turnover intentions of operational level employees in apparel companies in Katunayake Export Processing Zone. Questionnaires were distributed by using convenience sampling method to collect data from 100 operational level employees working for 10 apparel firms in the Katunayake Export Processing Zone. The data were analyzed using correlation coefficient, regression, Baron and Kenny mediator assessment method and Sobal test. Findings of the study indicated that there is a negative relationship between leader member exchange relationship and turnover intention. Mediator assessment and Sobal test results indicated that organizational justice significantly and partially mediated the relationship between leader member exchange relationship and turnover intention. The findings show the importance of supervisors building positive and trusting relationships with their operational level staff and maintaining an environment of justice to reduce turnover intention in the apparel industry in Sri Lanka. The study also makes a number of recommendations to managers based on the findings of the study.
Impact of Mentoring on Employee Extrinsic and Intrinsic Career Success; The Role of Career Motivation Climate (With Special Reference to Leading Finance Institutions, Sri Lanka)
(Uva Wellassa University of Sri Lanka, 2019) Gopallawa, Y.M.R.S.; Sutha, J.; Wachissara, P.
Mentoring is the relationship arises among at least two or more individuals. A senior person serves as a mentor, and a person with less experience serves as a mentee. It involves transformation of individuals’ mental status. Career success can be achieved through career motivational climate, which refers to the stimulating nature of work place to achieve individuals’ career success. Current researcher identifies a gap in the literature about the impact of mentoring on extrinsic and intrinsic career success through the moderating effect of career motivation climate. Hence, the researcher’s attempt is to identify the moderating effect of career motivation climate on enhancing the strength of the relationship between mentoring and career success. Managerial level employees of Sri Lankan finance institutions are identified as the sample of the study. The sample size is 100 employees and a self-administered questionnaire was fielded to collect primary data by using convenient sampling technique. The data were analyzed using descriptive statistics, correlation coefficient analysis, simple regression and multiple regression analysis of SPSS software. The results of the study indicated that there is a positive relationship between mentoring and extrinsic and intrinsic career success and there is a moderating effect of career motivation climate on the relationship between mentoring and intrinsic career success. The findings of the study support to the human resource managers of finance institutions to identify career success, mentoring aspects to achieve career success and the actions to be taken for the development of career motivation climate of the institutions.
Impact of Organizational Learning Climate on Innovative Work Behavior (With Special reference to the Middle Level Employees in Apparel Industry Sri Lanka)
(Uva Wellassa University of Sri Lanka, 2019-02) Thilakarathna, H.D.S.A.; Sutha, J.; Gunaratne, Y.M.C.
In recent times, innovative work behavior is the most important component in achieving competitive advantage. According to scholars, innovative work behavior is an essential part of the organization to sustain within the complex environment. However, limited research attention has been given in identifying the impact of organizational learning climate on innovative work behavior. Therefore, this research is conducted in order to identify the relationship and impact of organizational learning climate on innovative work behavior. By considering the above objectives, a model was constructed to identify the existing level, relationship and the impact between organizational learning climate and innovative work behavior and relative contributing factor of organizational learning climate dimensions on innovative work behavior. Data were collected across 3 major apparel leading manufacturers within Sri Lanka based on LMD ranking 2017 using convenient sampling technique. The Sample consisted of 120 middle level employees from 3 major apparel leading manufacturers. Data were analyzed by using Descriptive Statistics, Pearson Correlation analysis, and Simple and Multiple Regression analysis. Results concluded that impact of organizational learning climate significantly and positively impacts on innovative work behavior. The results of the study will be useful for practitioners and managers as this will drive them to alter or enhance the policies. This study also suggests some future research areas for further studies.

Browsing by Author "Sutha, J."

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