Pub Date : 2021-12-30DOI: 10.4038/sljhrm.v11i2.5666
Niruni Gamage
Employee retention is a critical need for organizations to keep and grow productivity levels. An empirical study was carried in a leading apparel manufacturing firm by using 100 Trainee Team Members (TTMs). The objectives of the study were to describe the degrees of four dimensions of job satisfaction and the intention to turnover of the trainee team members of the selected leading apparel manufacturer operating in Sri Lanka, and to investigate whether job satisfaction impacts the intention to turnover significantly. A sample of 100 TTMs was selected randomly and the majority (41%) of the trainee team members have been working in this leading apparel manufacturing firm for more than two months. Further, most employees belong to the western province (54%). Descriptively it was found that the majority of the trainee team members in the company had marginally moderate levels of economic, security, social, and psychological satisfactions. However, the standard deviation was greater than 1 in all four variables indicating that the data dispersion from the mean value is considerably high. The hypothesis, i.e., there is a significant negative impact of job satisfaction on the intention to turnover, was substantiated. Two additional hypotheses based on intuition were formulated in order to investigate whether TTMs from W estern province and TTMs from other provinces differ significantly by job satisfaction and the intention to turnover. The data analysis did not support the acceptance of these two hypotheses. Implications were discussed.
{"title":"Job Satisfaction and Intention to Turnover: An Empirical Study of Trainee Team Members in a Leading Apparel Manufacturing Firm Operating in Sri Lanka","authors":"Niruni Gamage","doi":"10.4038/sljhrm.v11i2.5666","DOIUrl":"https://doi.org/10.4038/sljhrm.v11i2.5666","url":null,"abstract":"Employee retention is a critical need for organizations to keep and grow productivity levels. An empirical study was carried in a leading apparel manufacturing firm by using 100 Trainee Team Members (TTMs). The objectives of the study were to describe the degrees of four dimensions of job satisfaction and the intention to turnover of the trainee team members of the selected leading apparel manufacturer operating in Sri Lanka, and to investigate whether job satisfaction impacts the intention to turnover significantly. A sample of 100 TTMs was selected randomly and the majority (41%) of the trainee team members have been working in this leading apparel manufacturing firm for more than two months. Further, most employees belong to the western province (54%). Descriptively it was found that the majority of the trainee team members in the company had marginally moderate levels of economic, security, social, and psychological satisfactions. However, the standard deviation was greater than 1 in all four variables indicating that the data dispersion from the mean value is considerably high. The hypothesis, i.e., there is a significant negative impact of job satisfaction on the intention to turnover, was substantiated. Two additional hypotheses based on intuition were formulated in order to investigate whether TTMs from W estern province and TTMs from other provinces differ significantly by job satisfaction and the intention to turnover. The data analysis did not support the acceptance of these two hypotheses. Implications were discussed.","PeriodicalId":445186,"journal":{"name":"Sri Lankan Journal of Human Resource Management","volume":"4 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2021-12-30","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"124202717","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2021-12-30DOI: 10.4038/sljhrm.v11i2.5660
K. Karunarathna
Decades of empirical research have given rise to an innovative paradigm of performance excellence through the institutionalization of appropriate work performance models. There is a wealth of empirical and theoretical evidence for the positive impact of high performance work systems on employees’ productivity and profitability, where high performance work systems are associated with key elements of performance excellence. Sri Lankan companies have begun to participate in high performance work systems as a performance enhancement tool and have launched the institutionalization of innovative work systems at work. Nonetheless, XYZ Cables PLC, one of the leading cable manufacturers in Sri Lanka, is concerned about the most difficult obstacles to reaching its heights and maintaining a competitive edge, resulting in higher production costs and lower employee engagement, leading to lower profitability due to dynamic market conditions and ineffective people management. Therefore, the main objective of this study was to evaluate the impact of the high performance work methodology on the firm performance of XYZ Cables PLC using the AMO model developed by Jiang, Lepak, Han, Hong, Kim, and Winkler (2012) to formalize a high performance work culture that enhances organizational performance through three layers that present employees’ abilities, motivation and opportunities. A case study approach was utilized via quantitative and qualitative data analysis tools for a focused vision using a structured questionnaire and focused group discussions.
{"title":"Impact of High Performance Work System on Organizational Performance: A Study from Sri Lankan Cable Manufacturing Industry","authors":"K. Karunarathna","doi":"10.4038/sljhrm.v11i2.5660","DOIUrl":"https://doi.org/10.4038/sljhrm.v11i2.5660","url":null,"abstract":"Decades of empirical research have given rise to an innovative paradigm of performance excellence through the institutionalization of appropriate work performance models. There is a wealth of empirical and theoretical evidence for the positive impact of high performance work systems on employees’ productivity and profitability, where high performance work systems are associated with key elements of performance excellence. Sri Lankan companies have begun to participate in high performance work systems as a performance enhancement tool and have launched the institutionalization of innovative work systems at work. Nonetheless, XYZ Cables PLC, one of the leading cable manufacturers in Sri Lanka, is concerned about the most difficult obstacles to reaching its heights and maintaining a competitive edge, resulting in higher production costs and lower employee engagement, leading to lower profitability due to dynamic market conditions and ineffective people management. Therefore, the main objective of this study was to evaluate the impact of the high performance work methodology on the firm performance of XYZ Cables PLC using the AMO model developed by Jiang, Lepak, Han, Hong, Kim, and Winkler (2012) to formalize a high performance work culture that enhances organizational performance through three layers that present employees’ abilities, motivation and opportunities. A case study approach was utilized via quantitative and qualitative data analysis tools for a focused vision using a structured questionnaire and focused group discussions.","PeriodicalId":445186,"journal":{"name":"Sri Lankan Journal of Human Resource Management","volume":"221 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2021-12-30","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"128803453","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2021-12-30DOI: 10.4038/sljhrm.v11i2.5664
J. N. Samarasinghe
Presenteeism was defined in this research as the extent of engaging in personal works while being at work by non-academics. Existing literature reveals a deficiency in theoretical and empirical knowledge on antecedents of presenteeism. This study explores the determinants of presenteeism of non-academic staff in State Higher Educational Institutions in Sri Lanka. Participants were university administraive officers and they were asked to report on the presenteeism behaviour of non-academic staff, as supervising officers. A technique called Nominal Group Technique was applied for determining the factors which contribute to presenteeism of non-academics and prioritizing the identified factors. 15 experienced university administrative officers were participated. 24 factors were identified and they include Lack of work, Family commitments (Childcare/Eldercare), Inadequate supervision, Long distance of travelling between home and workplace, No punishment/restrictions imposed for engaging in personal work, Family/Personal problems, Bad office culture, Job stress, Unavailability of performance-based pay scheme, Conflicts with supervisor, etc. Prioritizing resulted in Lack of awareness on ethics being the most important determinant of presenteeism of non-academics, Unavailability of performance-based pay scheme being the second most important determinant, and Wrong attitudes about the work being the third most important determinant. Implications were discussed.
{"title":"Determinants of Presenteeism: A Study on Non-Academics in State Higher Educational Institutions in Sri Lanka","authors":"J. N. Samarasinghe","doi":"10.4038/sljhrm.v11i2.5664","DOIUrl":"https://doi.org/10.4038/sljhrm.v11i2.5664","url":null,"abstract":"Presenteeism was defined in this research as the extent of engaging in personal works while being at work by non-academics. Existing literature reveals a deficiency in theoretical and empirical knowledge on antecedents of presenteeism. This study explores the determinants of presenteeism of non-academic staff in State Higher Educational Institutions in Sri Lanka. Participants were university administraive officers and they were asked to report on the presenteeism behaviour of non-academic staff, as supervising officers. A technique called Nominal Group Technique was applied for determining the factors which contribute to presenteeism of non-academics and prioritizing the identified factors. 15 experienced university administrative officers were participated. 24 factors were identified and they include Lack of work, Family commitments (Childcare/Eldercare), Inadequate supervision, Long distance of travelling between home and workplace, No punishment/restrictions imposed for engaging in personal work, Family/Personal problems, Bad office culture, Job stress, Unavailability of performance-based pay scheme, Conflicts with supervisor, etc. Prioritizing resulted in Lack of awareness on ethics being the most important determinant of presenteeism of non-academics, Unavailability of performance-based pay scheme being the second most important determinant, and Wrong attitudes about the work being the third most important determinant. Implications were discussed.","PeriodicalId":445186,"journal":{"name":"Sri Lankan Journal of Human Resource Management","volume":"12 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2021-12-30","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"129942910","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2021-12-30DOI: 10.4038/sljhrm.v11i2.5665
E. Ekanayaka
The purpose of this paper is to examine the effect of Locus of Control (LOC) on the work-related job performance in Sri Lanka. Subjects were drawn from a pool of apparel sector executives who completed a questionnaire made up of valid and reliable instruments that measured each of the variables studied. The study was conducted on a sample of 168 executive level employees that was randomly selected from a sample frame of the selected apparel organization. The data was mainly analyzed by using the analytical software SPSS version 23 that provided more meaning and validated results. The findings indicate that one aspect of an executive’s (Apparel sector) personality, as measured by locus of control, plays an important role in predicting the level of job performance in a selected apparel organization in Sri Lanka. Executives with a higher internal locus of control are more likely to have higher levels of job performance. Further it reveals that there is a significant difference between male and female executive employees with regard to degree of locus of control. Consequently, this study extends the locus of control literature by examining the relationship of locus of control with job performance and gender difference.
{"title":"The Effect of Locus of Control on Job Performance: An Empirical Study of Executive Level Employees in a Selected Sri Lankan Apparel Organization","authors":"E. Ekanayaka","doi":"10.4038/sljhrm.v11i2.5665","DOIUrl":"https://doi.org/10.4038/sljhrm.v11i2.5665","url":null,"abstract":"The purpose of this paper is to examine the effect of Locus of Control (LOC) on the work-related job performance in Sri Lanka. Subjects were drawn from a pool of apparel sector executives who completed a questionnaire made up of valid and reliable instruments that measured each of the variables studied. The study was conducted on a sample of 168 executive level employees that was randomly selected from a sample frame of the selected apparel organization. The data was mainly analyzed by using the analytical software SPSS version 23 that provided more meaning and validated results. The findings indicate that one aspect of an executive’s (Apparel sector) personality, as measured by locus of control, plays an important role in predicting the level of job performance in a selected apparel organization in Sri Lanka. Executives with a higher internal locus of control are more likely to have higher levels of job performance. Further it reveals that there is a significant difference between male and female executive employees with regard to degree of locus of control. Consequently, this study extends the locus of control literature by examining the relationship of locus of control with job performance and gender difference.","PeriodicalId":445186,"journal":{"name":"Sri Lankan Journal of Human Resource Management","volume":"3302 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2021-12-30","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"127492067","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2021-03-30DOI: 10.4038/sljhrm.v11i1.5673
W. Weerakoon, T. Sellar, A. Arulrajah
Employee green behaviour (EGB) contributes significantly to creating and sustaining eco-friendly hotels. EGB can be explained as the best way to contribute all employees to conserve natural environment. Natural environment directly affects the growth and survival of hotel industry. In this context, EGB in hotel industry is more important than other industries. Hence, objectives of study were to identify the level of EGB in selected hotels as well as to find out whether there is any difference in the level of EGB based on gender, age groups and education levels of employees. Data collected from 200 respondents through a questionnaire was analyzed by using descriptive statistics, independent samples t-test as well as ANOVA test. This study revealed that there is a high level of EGB among the employees in the surveyed hotels. There are no significant differences in the level of EGB by gender and age of employees while the level of EGB is significantly varying by their education levels of the employees.
{"title":"Employee Green Behaviour of Selected Hotels in Polonnaruwa Area of Sri Lanka","authors":"W. Weerakoon, T. Sellar, A. Arulrajah","doi":"10.4038/sljhrm.v11i1.5673","DOIUrl":"https://doi.org/10.4038/sljhrm.v11i1.5673","url":null,"abstract":"Employee green behaviour (EGB) contributes significantly to creating and sustaining eco-friendly hotels. EGB can be explained as the best way to contribute all employees to conserve natural environment. Natural environment directly affects the growth and survival of hotel industry. In this context, EGB in hotel industry is more important than other industries. Hence, objectives of study were to identify the level of EGB in selected hotels as well as to find out whether there is any difference in the level of EGB based on gender, age groups and education levels of employees. Data collected from 200 respondents through a questionnaire was analyzed by using descriptive statistics, independent samples t-test as well as ANOVA test. This study revealed that there is a high level of EGB among the employees in the surveyed hotels. There are no significant differences in the level of EGB by gender and age of employees while the level of EGB is significantly varying by their education levels of the employees.","PeriodicalId":445186,"journal":{"name":"Sri Lankan Journal of Human Resource Management","volume":"48 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2021-03-30","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"127596869","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2021-03-30DOI: 10.4038/sljhrm.v11i1.5675
J. Jayaweera, N. Dayarathna
Sickness presenteeism is grown as a legitimate concern for scholars, especially in occupational medicine who referred to it as ‘employees attending work while being ill’. The complexity of dec ision-making process of sickness presenteeism turned attention to possible association of personality traits as its key personal driver which permits a prediction of what a person will do in a given situation. The purpose of the study is to determine the relationship between personality traits and sickness presenteeism among managers in three public banks in Sri Lanka considering the Big Five personality traits; Extroversion, Agreeableness, Conscientiousness, Neuroticism and Openness to Experience. Using a quantitative research design, a survey was conducted among managers who represent all managerial levels in selected public banks in Sri Lanka. Analysis of the data was aligned with the objective of the study to yield results of the correlation between each personality trait and sickness presenteeism. Findings revealed that all Big Five personality traits correlated to sickness presenteeism among managers in three public banks in Sri Lanka.
{"title":"The Relationship between Personality Traits and Sickness Presenteeism among Managers in Selected Public Banks in Sri Lanka","authors":"J. Jayaweera, N. Dayarathna","doi":"10.4038/sljhrm.v11i1.5675","DOIUrl":"https://doi.org/10.4038/sljhrm.v11i1.5675","url":null,"abstract":"Sickness presenteeism is grown as a legitimate concern for scholars, especially in occupational medicine who referred to it as ‘employees attending work while being ill’. The complexity of dec ision-making process of sickness presenteeism turned attention to possible association of personality traits as its key personal driver which permits a prediction of what a person will do in a given situation. The purpose of the study is to determine the relationship between personality traits and sickness presenteeism among managers in three public banks in Sri Lanka considering the Big Five personality traits; Extroversion, Agreeableness, Conscientiousness, Neuroticism and Openness to Experience. Using a quantitative research design, a survey was conducted among managers who represent all managerial levels in selected public banks in Sri Lanka. Analysis of the data was aligned with the objective of the study to yield results of the correlation between each personality trait and sickness presenteeism. Findings revealed that all Big Five personality traits correlated to sickness presenteeism among managers in three public banks in Sri Lanka.","PeriodicalId":445186,"journal":{"name":"Sri Lankan Journal of Human Resource Management","volume":"7 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2021-03-30","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"131997965","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2021-03-30DOI: 10.4038/sljhrm.v11i1.5672
H. Opatha
For the purpose of achieving three research objectives: (1) to present definitions of Human Resource Management (HRM) given by various appropriately qualified authors and make a brief descriptive analysis about the definitions; (2) to revisit and review the definition of HRM developed by me in 2009; and (3) to introduce a definition of HRM which is inclusive, this theoretical research paper was written. The desk research strategy was adopted and the study was carried out by the use of two non-scientific methods, i.e., authority to a greater extent and intuition to a lesser extent. 34 definitions directly mentioned and implied from 34 textbooks were presented. The findings of the descriptive analysis of the definitions were that the most of the definitions have similarity and no salient contradictory differences exist in their meanings implying that the nature of the subject of HRM is not controversial but is generally agreeable or nondebatable. Further the descriptive analysis yielded a list of 20 characteristics of HRM. The revisit to the definition of HRM given by the author of this paper in 2009 resulted in an assertion that it is valid at present and the future too. However, in view of the possibility of criticizing the definition owing to lack of inclusion of strategic, partnership, and sustainable perspectives, an inclusive definition was formulated and presented.
{"title":"A Simplified Study of Definitions of Human Resource Management","authors":"H. Opatha","doi":"10.4038/sljhrm.v11i1.5672","DOIUrl":"https://doi.org/10.4038/sljhrm.v11i1.5672","url":null,"abstract":"For the purpose of achieving three research objectives: (1) to present definitions of Human Resource Management (HRM) given by various appropriately qualified authors and make a brief descriptive analysis about the definitions; (2) to revisit and review the definition of HRM developed by me in 2009; and (3) to introduce a definition of HRM which is inclusive, this theoretical research paper was written. The desk research strategy was adopted and the study was carried out by the use of two non-scientific methods, i.e., authority to a greater extent and intuition to a lesser extent. 34 definitions directly mentioned and implied from 34 textbooks were presented. The findings of the descriptive analysis of the definitions were that the most of the definitions have similarity and no salient contradictory differences exist in their meanings implying that the nature of the subject of HRM is not controversial but is generally agreeable or nondebatable. Further the descriptive analysis yielded a list of 20 characteristics of HRM. The revisit to the definition of HRM given by the author of this paper in 2009 resulted in an assertion that it is valid at present and the future too. However, in view of the possibility of criticizing the definition owing to lack of inclusion of strategic, partnership, and sustainable perspectives, an inclusive definition was formulated and presented.","PeriodicalId":445186,"journal":{"name":"Sri Lankan Journal of Human Resource Management","volume":"8 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2021-03-30","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"128578936","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2021-03-30DOI: 10.4038/sljhrm.v11i1.5671
H. M. M. Saumya, N. Thevanes, A. Arulrajah
Recent days, organizations use human resource management (HRM) practices to accelerate the environmental performance of organizations. Hence, there are lacunas in empirical studies undertaken in Sri Lankan context regarding the relationship between HR factors and environmental performance of organizations. This study was conducted in order to fulfil this empirical knowledge gap. Hence, the objective of this study is to examine the relationship between HR factors and environmental performance of organizations. In order to achieve the study objective, primary data were collected from 165 employees of selected manufacturing organizations in Seethawaka Export Processing Zone in Sri Lanka and the structured questionnaire was administered to collect the data. The data were analyzed by using univariate and bivariate analyses. The findings of the study revealed that HR factors have a positive and significant relationship with environmental performance of organizations in overall. The findings of this study are useful in further enlarging and enriching applications of these concepts in practice.
{"title":"Human Resource Factors and Environmental Performance of Selected ISO 14001 Certified Manufacturing Firms in Seethawaka Export Processing Zone in Sri Lanka","authors":"H. M. M. Saumya, N. Thevanes, A. Arulrajah","doi":"10.4038/sljhrm.v11i1.5671","DOIUrl":"https://doi.org/10.4038/sljhrm.v11i1.5671","url":null,"abstract":"Recent days, organizations use human resource management (HRM) practices to accelerate the environmental performance of organizations. Hence, there are lacunas in empirical studies undertaken in Sri Lankan context regarding the relationship between HR factors and environmental performance of organizations. This study was conducted in order to fulfil this empirical knowledge gap. Hence, the objective of this study is to examine the relationship between HR factors and environmental performance of organizations. In order to achieve the study objective, primary data were collected from 165 employees of selected manufacturing organizations in Seethawaka Export Processing Zone in Sri Lanka and the structured questionnaire was administered to collect the data. The data were analyzed by using univariate and bivariate analyses. The findings of the study revealed that HR factors have a positive and significant relationship with environmental performance of organizations in overall. The findings of this study are useful in further enlarging and enriching applications of these concepts in practice.","PeriodicalId":445186,"journal":{"name":"Sri Lankan Journal of Human Resource Management","volume":"83 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2021-03-30","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"125021215","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2021-03-30DOI: 10.4038/sljhrm.v11i1.5674
W. De Zoysa, V. Sivalogathasan
This empirical quantitative study is about the Mediation Effect of Work-Life Balance on the Relationship between Psychological Empowerment and Job Satisfaction among Female Bank Employees of Sri Lanka. This is based on International Labor Organization report on the restraints on female workers ’ contribution towards the national economy of Sri Lanka. Banking sector was selected based on the considerable contribution made towards the service sector labor demand of the country. The target group consisting of 300 female middle managers from Western, Central and Southern provinces in Sri Lanka and sample selection by cluster random sampling of probability sampling method. The results analyzed by SPSS version 20 established that, the existence of Significant Positive Correlations among i) Psychological Empowerment (PE) and Work – Life Balance (WLB), ii) Work – Life Balance (WLB) and Job Satisfaction (JS), iii) Psychological Empowerment (PE) and Job Satisfaction (JS) and iv) the mediation effect of Work – Life Balance (WLB) with the relationship between Psychological Empowerment (PE) and Job Satisfaction (JS). In consideration of the findings of this paper, adding to the existing literature, the employers are recommended to take timely initiatives on improving Job Satisfaction, Work-Life Balance and Psychological empowerment employees for profit maximization. And individual employees should be directed towards integrating psychologically empowering measures to improve job satisfaction, work-life balance, to understand maintain and to be within one’s own ‘ Work Life Cycle ’ .
{"title":"A Study on the Mediation Effect of Work-Life Balance on the Relationship between Psychological Empowerment and Job Satisfaction among Female Bank Employees in Sri Lanka","authors":"W. De Zoysa, V. Sivalogathasan","doi":"10.4038/sljhrm.v11i1.5674","DOIUrl":"https://doi.org/10.4038/sljhrm.v11i1.5674","url":null,"abstract":"This empirical quantitative study is about the Mediation Effect of Work-Life Balance on the Relationship between Psychological Empowerment and Job Satisfaction among Female Bank Employees of Sri Lanka. This is based on International Labor Organization report on the restraints on female workers ’ contribution towards the national economy of Sri Lanka. Banking sector was selected based on the considerable contribution made towards the service sector labor demand of the country. The target group consisting of 300 female middle managers from Western, Central and Southern provinces in Sri Lanka and sample selection by cluster random sampling of probability sampling method. The results analyzed by SPSS version 20 established that, the existence of Significant Positive Correlations among i) Psychological Empowerment (PE) and Work – Life Balance (WLB), ii) Work – Life Balance (WLB) and Job Satisfaction (JS), iii) Psychological Empowerment (PE) and Job Satisfaction (JS) and iv) the mediation effect of Work – Life Balance (WLB) with the relationship between Psychological Empowerment (PE) and Job Satisfaction (JS). In consideration of the findings of this paper, adding to the existing literature, the employers are recommended to take timely initiatives on improving Job Satisfaction, Work-Life Balance and Psychological empowerment employees for profit maximization. And individual employees should be directed towards integrating psychologically empowering measures to improve job satisfaction, work-life balance, to understand maintain and to be within one’s own ‘ Work Life Cycle ’ .","PeriodicalId":445186,"journal":{"name":"Sri Lankan Journal of Human Resource Management","volume":"34 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2021-03-30","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"127437132","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2020-12-29DOI: 10.4038/sljhrm.v10i2.5670
H. Opatha
Generally this conceptual study is a systematic attempt to find out what HRM textbooks present about the issue of Glass Ceiling (GC). Specifically five research questions were formulated and they were answered by adopting a desk research strategy. Relevant writings and explanations from 35 textbooks on HRM published by relevant authorities were examined. The study yielded findings consistent with the formulated five research questions and they are: there is indeed an issue called Glass Ceiling; its meaning is a barrier or barriers or a set of barriers which is/are invisible but real preventing advancement of women employees and minorities to top managerial jobs and positions in the organization; it is a problem to be concerned with owing to significant negative consequences; there are many reasons for the GC issue and 17 reasons were presented; and 19 remedies specified were found. These remedies can be recommended for organizations to melt the GC. However, there are some cautions to be considered.
{"title":"The Issue of Glass Ceiling: A study of what the HRM textbooks present","authors":"H. Opatha","doi":"10.4038/sljhrm.v10i2.5670","DOIUrl":"https://doi.org/10.4038/sljhrm.v10i2.5670","url":null,"abstract":"Generally this conceptual study is a systematic attempt to find out what HRM textbooks present about the issue of Glass Ceiling (GC). Specifically five research questions were formulated and they were answered by adopting a desk research strategy. Relevant writings and explanations from 35 textbooks on HRM published by relevant authorities were examined. The study yielded findings consistent with the formulated five research questions and they are: there is indeed an issue called Glass Ceiling; its meaning is a barrier or barriers or a set of barriers which is/are invisible but real preventing advancement of women employees and minorities to top managerial jobs and positions in the organization; it is a problem to be concerned with owing to significant negative consequences; there are many reasons for the GC issue and 17 reasons were presented; and 19 remedies specified were found. These remedies can be recommended for organizations to melt the GC. However, there are some cautions to be considered.","PeriodicalId":445186,"journal":{"name":"Sri Lankan Journal of Human Resource Management","volume":"11 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2020-12-29","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"133838141","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
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