Pub Date : 2020-12-29DOI: 10.4038/sljhrm.v10i2.5668
A. Arulrajah
The main objective of this paper is to explore the role of Professionals of Human Resource Management (HRM) in preventing and controlling of COVID-19 in the workplaces. In order to achieve the objective of the review, a literature review was conducted by using available literature. The finding of this review revealed that the Human Resource Professional (HRP) in the organization can play four main roles, such as informational, resource facilitation, advisory and change agent in preventing and controlling of COVID-19 in the work places. The degree and intensity of performing these roles by HRM departments or HR professionals of the organizations may contribute to reduce and eliminate the 15 types of fears and stress by corona (SBC) identified by Opatha (2020) among the employees of the organizations.
{"title":"The Role of Human Resource Professional in Preventing and Controlling of COVID-19","authors":"A. Arulrajah","doi":"10.4038/sljhrm.v10i2.5668","DOIUrl":"https://doi.org/10.4038/sljhrm.v10i2.5668","url":null,"abstract":"The main objective of this paper is to explore the role of Professionals of Human Resource Management (HRM) in preventing and controlling of COVID-19 in the workplaces. In order to achieve the objective of the review, a literature review was conducted by using available literature. The finding of this review revealed that the Human Resource Professional (HRP) in the organization can play four main roles, such as informational, resource facilitation, advisory and change agent in preventing and controlling of COVID-19 in the work places. The degree and intensity of performing these roles by HRM departments or HR professionals of the organizations may contribute to reduce and eliminate the 15 types of fears and stress by corona (SBC) identified by Opatha (2020) among the employees of the organizations.","PeriodicalId":445186,"journal":{"name":"Sri Lankan Journal of Human Resource Management","volume":"1 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":"132843192","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.v10i2.5669
K. J. Fernando
{"title":"Trade Unions and Their Impact on Productivity: A Review of Sri Lankan Context from 1995 to 2015","authors":"K. J. Fernando","doi":"10.4038/sljhrm.v10i2.5669","DOIUrl":"https://doi.org/10.4038/sljhrm.v10i2.5669","url":null,"abstract":"","PeriodicalId":445186,"journal":{"name":"Sri Lankan Journal of Human Resource Management","volume":"71 2","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2020-12-29","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"120894648","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.v10i2.5643
N. Thevanes, A. Arulrajah
Previous studies rarely examined the relationships among environmental training, environmental behavior of employee and environmental orientation of organization. Moreover, most studies neglect the mediating effect of environmental behavior of employee on the relationship between environmental training and environmental orientation of organization. Hence, this paper aims to examine the relationships among environmental training, environmental behavior of employee and environmental orientation of organization and the mediating effect of environmental behavior of employee on the relationship between environmental training and environmental orientation of organization. In order to achieve the study objectives, primary data were collected from 108 employees of a leading apparel company which is operating in Batticaloa and Polonnnaruwa areas of Sri Lanka. The simple mediation analysis was used to test the research model. Findings of the study revealed that, there are positive and significant relationships existing among the study variables. Moreover, empirical finding of the study indicated that environmental behavior of employee does not mediate the relationship between environmental training and environmental orientation of organization. The empirical finding of the study contradicted with what was hypothesized in the study. Hence, further empirical studies should be carried out to test and prove the mediating role of environmental behavior of employee.
{"title":"Environmental Training and Environmental Orientation of Organization: The Mediating Role of Environmental Behavior of Employee","authors":"N. Thevanes, A. Arulrajah","doi":"10.4038/sljhrm.v10i2.5643","DOIUrl":"https://doi.org/10.4038/sljhrm.v10i2.5643","url":null,"abstract":"Previous studies rarely examined the relationships among environmental training, environmental behavior of employee and environmental orientation of organization. Moreover, most studies neglect the mediating effect of environmental behavior of employee on the relationship between environmental training and environmental orientation of organization. Hence, this paper aims to examine the relationships among environmental training, environmental behavior of employee and environmental orientation of organization and the mediating effect of environmental behavior of employee on the relationship between environmental training and environmental orientation of organization. In order to achieve the study objectives, primary data were collected from 108 employees of a leading apparel company which is operating in Batticaloa and Polonnnaruwa areas of Sri Lanka. The simple mediation analysis was used to test the research model. Findings of the study revealed that, there are positive and significant relationships existing among the study variables. Moreover, empirical finding of the study indicated that environmental behavior of employee does not mediate the relationship between environmental training and environmental orientation of organization. The empirical finding of the study contradicted with what was hypothesized in the study. Hence, further empirical studies should be carried out to test and prove the mediating role of environmental behavior of employee.","PeriodicalId":445186,"journal":{"name":"Sri Lankan Journal of Human Resource Management","volume":"43 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":"124818530","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 : 2020-06-30DOI: 10.4038/sljhrm.v10i1.5649
H. Opatha
A highly felt need of knowing specifically the impact of Coronavirus disease on employees from the point of Human Resource Management exists. Hence a conceptual attempt was made to find answers for four specific research questions addressing the meaning of Coronavirus disease and its characteristics, its hazardousness, its impact on employees, and identification of employees who are at greater risk. These research questions were answered by adopting a desk research strategy. The study yielded that Coronavirus disease 2019 is a deadly infectious disease which is shortly called COVID-19. It is a plague that can spread from an infected person-to-person, and spreading occurs between people who are in close contact with one another (within about 6 feet); and via respiratory droplets produced when an infected person coughs or sneezes. It is believed that patients are at their most contagious when they are most symptomatic, and some spread might be possible before people show symptoms. It is so hazardous that it can infect any person of any age living in any place in the world and subsequently cripple proper functioning of organizations of all sizes in all industries in all countries in the world. It has a tremendous negative impact on employees, and 15 specific fears were identified. The resultant stress was labeled as Stress By Corona (SBC). Employees who are at greater risk are health care, security force and police personnel.
{"title":"The Coronavirus and The Employees: A Study from the Point of Human Resource Management","authors":"H. Opatha","doi":"10.4038/sljhrm.v10i1.5649","DOIUrl":"https://doi.org/10.4038/sljhrm.v10i1.5649","url":null,"abstract":"A highly felt need of knowing specifically the impact of Coronavirus disease on employees from the point of Human Resource Management exists. Hence a conceptual attempt was made to find answers for four specific research questions addressing the meaning of Coronavirus disease and its characteristics, its hazardousness, its impact on employees, and identification of employees who are at greater risk. These research questions were answered by adopting a desk research strategy. The study yielded that Coronavirus disease 2019 is a deadly infectious disease which is shortly called COVID-19. It is a plague that can spread from an infected person-to-person, and spreading occurs between people who are in close contact with one another (within about 6 feet); and via respiratory droplets produced when an infected person coughs or sneezes. It is believed that patients are at their most contagious when they are most symptomatic, and some spread might be possible before people show symptoms. It is so hazardous that it can infect any person of any age living in any place in the world and subsequently cripple proper functioning of organizations of all sizes in all industries in all countries in the world. It has a tremendous negative impact on employees, and 15 specific fears were identified. The resultant stress was labeled as Stress By Corona (SBC). Employees who are at greater risk are health care, security force and police personnel.","PeriodicalId":445186,"journal":{"name":"Sri Lankan Journal of Human Resource Management","volume":"37 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2020-06-30","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"124480222","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 : 2019-12-30DOI: 10.4038/SLJHRM.V9I2.5653
H. Opatha
This conceptual study is a systematic attempt to fill a gap in the theoretical knowledge about reasoning the need of learning Human Resource Management (HRM) in Management Education (ME) in terms of having a synthesized description of reasoning and presenting a set of reasons to explain the need, and furthermore to solve an intellectual puzzle to uncover why HRM is to be taught in any qualification of Management at any level. Three research questions were formulated and they were answered by adopting a desk research strategy. 30 direct or indirect writings or explanations from 30 textbooks on HRM published by relevant authorities were examined, 13 common reasons were identified and listed, and based on the identified or derived common reasons, a content analysis was done. The study yielded findings consistent with the formulated three research questions and they are: there are at least 17 reasons for the case for teaching HRM in ME; it is possible to identify and list 13 common reasons which derive from or which are included in the writings considered for the study; and the top five reasons are (1) organizational success, (2) sustainable competitive advantage and organizational improvement, (3) every manager’s vital responsibility and contribution to societal success (these two reasons got the same intensity of consideration being the top third reason), (4) enhancing professional life success, and (5) enhancing personal life success. Key Words: Human Resource Management, Management Education, Reason, Teaching
{"title":"The Case for Teaching Human Resource Management in Management Education: 13 Common Reasons","authors":"H. Opatha","doi":"10.4038/SLJHRM.V9I2.5653","DOIUrl":"https://doi.org/10.4038/SLJHRM.V9I2.5653","url":null,"abstract":"This conceptual study is a systematic attempt to fill a gap in the theoretical knowledge about reasoning the need of learning Human Resource Management (HRM) in Management Education (ME) in terms of having a synthesized description of reasoning and presenting a set of reasons to explain the need, and furthermore to solve an intellectual puzzle to uncover why HRM is to be taught in any qualification of Management at any level. Three research questions were formulated and they were answered by adopting a desk research strategy. 30 direct or indirect writings or explanations from 30 textbooks on HRM published by relevant authorities were examined, 13 common reasons were identified and listed, and based on the identified or derived common reasons, a content analysis was done. The study yielded findings consistent with the formulated three research questions and they are: there are at least 17 reasons for the case for teaching HRM in ME; it is possible to identify and list 13 common reasons which derive from or which are included in the writings considered for the study; and the top five reasons are (1) organizational success, (2) sustainable competitive advantage and organizational improvement, (3) every manager’s vital responsibility and contribution to societal success (these two reasons got the same intensity of consideration being the top third reason), (4) enhancing professional life success, and (5) enhancing personal life success. Key Words: Human Resource Management, Management Education, Reason, Teaching","PeriodicalId":445186,"journal":{"name":"Sri Lankan Journal of Human Resource Management","volume":"58 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2019-12-30","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"128700726","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 : 2019-12-27DOI: 10.4038/SLJHRM.V9I2.5652
J. M. A. N. K. Jayaweera, N. Dayarathna
Abstract Presenteeism is a comparatively new phenomenon in the study of occupational behaviors which evolved throughout the past few decades. Increasing interest in managing presenteeism effectively emerged as a new source of competitive advantage in current organizations. With definitional confusion, the most scholarly conception of presenteeism involves the employee’s attending to work while being ill. However, the definition has been more recently extended to include other conditions and events that limit productivity. Now focus is moving from single dimension to multiple dimensions of presenteeism. Accordingly, this conceptual paper traces the development of interest in presenteeism with consideration of its various conceptualizations which are important theoretically and practically. The paper may be useful to those who are interested in understanding the concept of presenteeism for future research studies. Key Words: Conceptualization, Presenteeism, Sickness Presenteeism
{"title":"Presenteeism and Its Conceptualization: A Literature Review","authors":"J. M. A. N. K. Jayaweera, N. Dayarathna","doi":"10.4038/SLJHRM.V9I2.5652","DOIUrl":"https://doi.org/10.4038/SLJHRM.V9I2.5652","url":null,"abstract":"Abstract Presenteeism is a comparatively new phenomenon in the study of occupational behaviors which evolved throughout the past few decades. Increasing interest in managing presenteeism effectively emerged as a new source of competitive advantage in current organizations. With definitional confusion, the most scholarly conception of presenteeism involves the employee’s attending to work while being ill. However, the definition has been more recently extended to include other conditions and events that limit productivity. Now focus is moving from single dimension to multiple dimensions of presenteeism. Accordingly, this conceptual paper traces the development of interest in presenteeism with consideration of its various conceptualizations which are important theoretically and practically. The paper may be useful to those who are interested in understanding the concept of presenteeism for future research studies. Key Words: Conceptualization, Presenteeism, Sickness Presenteeism","PeriodicalId":445186,"journal":{"name":"Sri Lankan Journal of Human Resource Management","volume":"4 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2019-12-27","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"131621182","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 : 2019-12-27DOI: 10.31357/HRMJ.V9I2.4414.G3513
Bhashini Paranagama
The objective of this study was to identify the impact of High Performance Work System (HPWS) on organizational commitment in a large state organization engaged in Electricity industry in Sri Lanka. This study used two main variables which were HPWS and organizational commitment. The hypotheses which were used for this study were: High performance work system is positively related to organizational commitment; and the percentage of variability of organizational commitment explained by high performance work system is significant. The data for the present study were collected from 50 respondents and all those respondents were executive level employees in the organization under the study. The standard instruments developed by Chuang and Liao and developed by Meyer, Allan and Smith were utilized to measure HPWS and organizational commitment respectively. The type of investigation of this study was correlational. The study was conducted in the natural environment and the researcher’s interference was minimal. This study was cross sectional rather than longitudinal. Results which were obtained after data analysis supported the acceptance of the two hypotheses. Based on the research findings, practical implications have also been discussed. Key Words: High Performance Work System, Human Resource Management, Organizational Commitment
{"title":"High Performance Work System and Organizational Commitment: A Study of a Large State Sector Organization in Sri Lanka","authors":"Bhashini Paranagama","doi":"10.31357/HRMJ.V9I2.4414.G3513","DOIUrl":"https://doi.org/10.31357/HRMJ.V9I2.4414.G3513","url":null,"abstract":"The objective of this study was to identify the impact of High Performance Work System (HPWS) on organizational commitment in a large state organization engaged in Electricity industry in Sri Lanka. This study used two main variables which were HPWS and organizational commitment. The hypotheses which were used for this study were: High performance work system is positively related to organizational commitment; and the percentage of variability of organizational commitment explained by high performance work system is significant. The data for the present study were collected from 50 respondents and all those respondents were executive level employees in the organization under the study. The standard instruments developed by Chuang and Liao and developed by Meyer, Allan and Smith were utilized to measure HPWS and organizational commitment respectively. The type of investigation of this study was correlational. The study was conducted in the natural environment and the researcher’s interference was minimal. This study was cross sectional rather than longitudinal. Results which were obtained after data analysis supported the acceptance of the two hypotheses. Based on the research findings, practical implications have also been discussed. Key Words: High Performance Work System, Human Resource Management, Organizational Commitment","PeriodicalId":445186,"journal":{"name":"Sri Lankan Journal of Human Resource Management","volume":"77 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2019-12-27","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"134330430","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 : 2018-12-30DOI: 10.4038/sljhrm.v8i1.5641
N. Dayarathna
Over the past few years, there has been growing research interest in the competitive advantage associated with high performance work systems.There is rising interest in using high performance work system practices, because evidence showed that organizations that implemented such systems recorded remarkable success, especially in organizations in the manufacturing industry. It will be interesting to find out whether the impressive results can be applied to service sector since work culture and management practices differ between the manufacturing firms and service firms. This conceptual paper explores the research findings of high performance work systems in the service sector. The paper may be valuable to those who are interested in understanding the phenomenon of high performance work systems in the service sector for research purposes. Key Words: High Performance Work Systems, Human Resource Management, Organizational Performance, Service Sector
{"title":"High Performance Work Systems in the Service Sector: A Literature Review","authors":"N. Dayarathna","doi":"10.4038/sljhrm.v8i1.5641","DOIUrl":"https://doi.org/10.4038/sljhrm.v8i1.5641","url":null,"abstract":"Over the past few years, there has been growing research interest in the competitive advantage associated with high performance work systems.There is rising interest in using high performance work system practices, because evidence showed that organizations that implemented such systems recorded remarkable success, especially in organizations in the manufacturing industry. It will be interesting to find out whether the impressive results can be applied to service sector since work culture and management practices differ between the manufacturing firms and service firms. This conceptual paper explores the research findings of high performance work systems in the service sector. The paper may be valuable to those who are interested in understanding the phenomenon of high performance work systems in the service sector for research purposes. Key Words: High Performance Work Systems, Human Resource Management, Organizational Performance, Service Sector","PeriodicalId":445186,"journal":{"name":"Sri Lankan Journal of Human Resource Management","volume":"7 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2018-12-30","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"123429385","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 : 2018-12-30DOI: 10.4038/SLJHRM.V8I1.5640
H. Opatha, S. Rathnayake
Little research has been done with regard to determinants of job performance of Cabin Crew working in an airline. Further it revealed that a contextual gap and an intellectual curiosity exist with regard to the determinants of job performance of these employees from the perception of relevant stakeholders. A systematic desk study was carried out to find answers for two conceptual research questions and interviews with 20 stakeholders, observations of three critical incidents, and administration of an interview evaluation sheet to ten resource personnel were done to find answers for three empirical research questions. The empirical findings revealed that job performance of the Cabin Crew on customer service of an airplane in an airline is very important as the work is pivotal and core; there are a variety of common and specific factors which may affect job performance of the Cabin Crew on customer service of an airplane, 14 factors were finalized as per the perception of different stakeholders; 8 factors were identified as major determinants; and the most important three factors from the finalized 14 factors were attitude about customers, agreeableness, and competencies according to the prioritization of the resource personnel. It is implied that attitude about customers, agreeableness, and competencies are built through right training; measured and improved through right performance evaluation; and reinforced through right reward management. As a proactive strategy, to have recruitment and selection to ensure that right people enter the organization in terms of these three factors needs to be done. Key Words: Airline, Cabin Crew, Determinants, Job Performance
{"title":"Determinants of Job Performance of Cabin Crew on Customer Service of an Aircraft: A Conceptual and Empirical Study in Sri Lanka","authors":"H. Opatha, S. Rathnayake","doi":"10.4038/SLJHRM.V8I1.5640","DOIUrl":"https://doi.org/10.4038/SLJHRM.V8I1.5640","url":null,"abstract":"Little research has been done with regard to determinants of job performance of Cabin Crew working in an airline. Further it revealed that a contextual gap and an intellectual curiosity exist with regard to the determinants of job performance of these employees from the perception of relevant stakeholders. A systematic desk study was carried out to find answers for two conceptual research questions and interviews with 20 stakeholders, observations of three critical incidents, and administration of an interview evaluation sheet to ten resource personnel were done to find answers for three empirical research questions. The empirical findings revealed that job performance of the Cabin Crew on customer service of an airplane in an airline is very important as the work is pivotal and core; there are a variety of common and specific factors which may affect job performance of the Cabin Crew on customer service of an airplane, 14 factors were finalized as per the perception of different stakeholders; 8 factors were identified as major determinants; and the most important three factors from the finalized 14 factors were attitude about customers, agreeableness, and competencies according to the prioritization of the resource personnel. It is implied that attitude about customers, agreeableness, and competencies are built through right training; measured and improved through right performance evaluation; and reinforced through right reward management. As a proactive strategy, to have recruitment and selection to ensure that right people enter the organization in terms of these three factors needs to be done. Key Words: Airline, Cabin Crew, Determinants, Job Performance","PeriodicalId":445186,"journal":{"name":"Sri Lankan Journal of Human Resource Management","volume":"27 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2018-12-30","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"128649017","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 : 2018-12-30DOI: 10.4038/sljhrm.v8i1.5638
J. Ramawickrama, H. Opatha, M. D. Pushpakumari
Quality of work life in an organization is a critical factor for deciding employee related outcomes in modern organizations. The main aim of this study is to investigate the relationship between the dimensions of the quality of work life and job performance dimensions through a survey method using a questionnaire administered to a sample of 280 Station Masters who are employed at Sri Lanka Railways. The construct ‘quality of work life’ was measured by using eight dimensions based on Walton’s model developed in 1975. A three component model including task performance, citizenship performance and counterproductive work dimensions was used for measuring job performance. This study used descriptive statistics, correlation and regression analyses to examine the relationship between the two variables. The result indicates that there is a strong, positive and significant relationship between the two variables and are positive and significant associations among the measurement dimensions of the variables. Further, the quality of work life has a substantial influence on job performance. The paper has of importance as it contributes to the existing body of knowledge originally and the contributions have been specified. Key Words: Job Performance, Quality of Work Life, Railways, Station Masters
{"title":"Quality of Work Life and Job Performance: Empirical Evidence from Station Masters Working at Sri Lanka Railways","authors":"J. Ramawickrama, H. Opatha, M. D. Pushpakumari","doi":"10.4038/sljhrm.v8i1.5638","DOIUrl":"https://doi.org/10.4038/sljhrm.v8i1.5638","url":null,"abstract":"Quality of work life in an organization is a critical factor for deciding employee related outcomes in modern organizations. The main aim of this study is to investigate the relationship between the dimensions of the quality of work life and job performance dimensions through a survey method using a questionnaire administered to a sample of 280 Station Masters who are employed at Sri Lanka Railways. The construct ‘quality of work life’ was measured by using eight dimensions based on Walton’s model developed in 1975. A three component model including task performance, citizenship performance and counterproductive work dimensions was used for measuring job performance. This study used descriptive statistics, correlation and regression analyses to examine the relationship between the two variables. The result indicates that there is a strong, positive and significant relationship between the two variables and are positive and significant associations among the measurement dimensions of the variables. Further, the quality of work life has a substantial influence on job performance. The paper has of importance as it contributes to the existing body of knowledge originally and the contributions have been specified. Key Words: Job Performance, Quality of Work Life, Railways, Station Masters","PeriodicalId":445186,"journal":{"name":"Sri Lankan Journal of Human Resource Management","volume":"18 9","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2018-12-30","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"120824464","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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