Research Symposium-2016
Permanent URI for this collection
Browse
Browsing Research Symposium-2016 by Subject "Apparel Industry in Sri Lanka"
Now showing 1 - 3 of 3
Results Per Page
Sort Options
Item Impact of Employee Engagement on Turnover Intention(Uva Wellassa University of Sri Lanka, 2016) Rangika, S.G.S.; Fasana, S.F.Turnover intention is one of the critical problems of apparel industry in Sri Lanka. According to current context of Apparel industry in Sri Lanka, diminish the turnover intention is more important because the apparel sector is the highest industrial employment generator and the highest foreign exchange earner. This study empirically evaluated the three dimensions of employee engagement (Goal setting, Job autonomy and Role benefits) and impact on the Turnover intention of the operational level employees in apparel companies in Katunayake Export Processing Zone. The sample consisted of one hundred and ten operational level employees working for 22 garment factories in Katunayaka Export Processing Zone. The data were gathered by administering questionnaires. The findings exposes that there is a strong negative relationship between the employee engagement and turnover intention. Further results were implied that effect of Role Benefits on Turnover intention is higher than other relationships. Researcher found that the apparel sector companies should be taken the appropriate strategies to develop the current context base on the important factors that had been found by the study. Keywords: Employee engagement, Turnover intentionItem The Impact of the Practices of Human Resource Management on Job Satisfaction of Operational Level Workers in Apparel Sector in Sri Lanka(Uva Wellassa University of Sri Lanka, 2016) Piyasena, K.G.C.C.Human Resource Management. (HRM) becomes a significant and important management area and it has many positive impacts on the employees' behavior. This study was aimed to discuss the impact of the HRM practices on employees' job satisfaction. The absenteeism and labour turnover in the apparel sector remains at high level and recruiting of operational workers to the company is a major issue in this industry. On this context, there are no any research findings on how HRM practices affect to job satisfaction of operational workers in this sector. The main problem of the study based on the research gap is: Does HRM practices affect to the job satisfaction of the operational workers in the apparel industry in Sri Lanka. Scientific research method was used in this study and the research setting was non-contrive setting. This study was cross sectional and operational workers were the unit of analysis. The population was the all operational workers in the apparel sector in Sri Lanka and 300 operational workers were selected randomly for this study. Structured questionnaire was developed by the researcher using 25 HRM functions to measure the HRM Practices and the MSQ short-form of standard questionnaire was used to measure the job satisfaction. The results of 0.73 (HRM practice) and 0.76 (Job Satisfaction) of test-retest analysis of external reliability and 0.72 (HRM practice) and 0.74 (Job Satisfaction) of Cronbach's Alpha for inter item consistency reliability were found under the reliability of the instruments. Simple regression analysis was the main method used to analysis the data. The major finding of the study was that there was an impact of HRM practices on job satisfaction of the workers and majority of HRM functions have impact on employees' job satisfaction. The conclusion of the study is that there is an impact of HRM practices on job satisfaction of the sample. To maintain and enhance the employee job satisfaction, the companies have to maintain and upgrade appropriate HRM practices in this sector proposed as recommendation. Keywords: HRM practices, Job satisfaction, Operational workers, Apparel industryItem A Study on Effect of Team Leader's Personality Traits on Team Performance: With the Special Reference to Apparel Industry in Northern Province(Uva Wellassa University of Sri Lanka, 2016) Alan, S.T.; Fasana, S.F.Personality is primarily a combination of emotional reactions, attitudes and behaviors. Personality comprises on different element of thoughts, feelings and actions that make a person distinctive. It is a encourage factor to the performance. Under this study an attempt was made to investigate the relationship existing between personality dimensions and team performance of team leaders in apparel industry Northern Province. The present study empirically evaluated five personality traits dimensions (Extraversion, Agreeableness, Conscientiousness, Neuroticism, and Openness to experience) and their impact on team performance in apparel industry in Northern Province. For the convenience of the analysis a sampling consisting of 50 team leaders were selected by using simple random sample technique. Primary data were gathered through a structured questionnaire among the team leaders in apparel industry where the high involvement of team performance. The research findings shown that Team performance has significant strong positive relationship with Conscientiousness, Extraversion and Openness to experience and it has statistically insignificant weak positive relationship with Agreeableness and Neuroticism. Multiple regression analysis was used here. Conscientiousness and Neuroticism were highly significant for the model. Among these two variables team performance was highly impacted by Conscientiousness. Extraversion, Agreeableness and Openness to experience were not significantly contributed to the model. In the light of the results, possible managerial implications are discussed and future research subjects are recommended. This research contributes to the growing literature on the apparel industry in Northern Province. Keywords: Personality traits, Team performance, Apparel industry, Team leaders