Pub Date : 2018-12-30DOI: 10.4038/SLJHRM.V8I1.5639
G. Perera, G. T. Madagamage
This study investigated the impact of job satisfaction and organizational commitment on intention to turnover according to the perceptions from generation Y in the Sri Lankan hospitality industry. The methodological approach of this study was based on the quantitative approach and the type of investigation was correlational. The respondents were limited to 256 generation Y employees who were employed during the period of the study. Data composed of self-administered questionnaire containing 19 closed statements with a five point Likert type scale. The descriptive statistics, correlation and regression analysis were applied among dependent construct and independent constructs. The results of the study revealed that there are a significant impact of job satisfaction (15%), and a significant impact of organizational commitment (4.8%) on intention to turnover, according to the perception of generation Y employees in the Sri Lankan hospitality industry. Further, the findings show that there was a significant joint impact of job satisfaction and organizational commitment on intention to turnover (15.5%). Moreover, the statistical results relating to hypotheses, revealed that there was a moderate negative relationship between job satisfaction and intention to turnover (r =.-0.467 p < 0.01). Also, there was a weak negative relationship between organizational commitment and intention to turnover among generation Y respondents of Sri Lankan hospitality industry (r =.-0.441, p < 0.01). Implications of the findings and suggestions for future research studies have been presented.
本研究考察了工作满意度和组织承诺对斯里兰卡酒店业Y世代员工离职意向的影响。本研究的方法学方法以定量方法为基础，调查类型相关。调查对象仅限于256名在调查期间受雇的Y世代员工。数据由自我管理的问卷组成，问卷包含19个封闭陈述，李克特式量表为五点。相关构念和独立构念之间采用描述性统计、相关分析和回归分析。研究结果显示，根据斯里兰卡酒店业Y世代员工的看法，工作满意度(15%)和组织承诺(4.8%)对离职意向有显著影响。此外，研究结果显示，工作满意度和组织承诺对离职倾向有显著的共同影响(15.5%)。此外，与假设相关的统计结果显示，工作满意度与离职倾向存在中度负相关(r =.-0.467 p < 0.01)。此外，斯里兰卡酒店业Y世代受访者的组织承诺与离职意愿之间存在弱负相关关系(r =.-0.441, p < 0.01)。研究结果的意义和对未来研究的建议已被提出。
{"title":"The Impact of Job Satisfaction and Organizational Commitment on Intention to Turnover in the Sri Lankan Hospitality Industry: Perceptions from the Generation Y View Point","authors":"G. Perera, G. T. Madagamage","doi":"10.4038/SLJHRM.V8I1.5639","DOIUrl":"https://doi.org/10.4038/SLJHRM.V8I1.5639","url":null,"abstract":"This study investigated the impact of job satisfaction and organizational commitment on intention to turnover according to the perceptions from generation Y in the Sri Lankan hospitality industry. The methodological approach of this study was based on the quantitative approach and the type of investigation was correlational. The respondents were limited to 256 generation Y employees who were employed during the period of the study. Data composed of self-administered questionnaire containing 19 closed statements with a five point Likert type scale. The descriptive statistics, correlation and regression analysis were applied among dependent construct and independent constructs. The results of the study revealed that there are a significant impact of job satisfaction (15%), and a significant impact of organizational commitment (4.8%) on intention to turnover, according to the perception of generation Y employees in the Sri Lankan hospitality industry. Further, the findings show that there was a significant joint impact of job satisfaction and organizational commitment on intention to turnover (15.5%). Moreover, the statistical results relating to hypotheses, revealed that there was a moderate negative relationship between job satisfaction and intention to turnover (r =.-0.467 p < 0.01). Also, there was a weak negative relationship between organizational commitment and intention to turnover among generation Y respondents of Sri Lankan hospitality industry (r =.-0.441, p < 0.01). Implications of the findings and suggestions for future research studies have been presented.","PeriodicalId":445186,"journal":{"name":"Sri Lankan Journal of Human Resource Management","volume":"22 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":"115076231","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.v8i1.5642
W. T. A. Nilashini, T. L. Sajeevanie
Work Life Balance is a challenging concern among many employees. The main purpose of this study was to explore the experiences of IT executives of organizational work life balance factors and to observe the relationship between those identified organizational work life balance factors and employee’s performance. The conceptual framework was developed based on the Social Exchange Theory presented by Thibaut and Kelly (1959). To achieve the main purpose, three hypotheses were developed and tested. Hypothesis testing was chosen as the type of study and it was conducted in non-contrived setting. The study was cross-sectional in time, and primary data were collected by using convenient and random sampling. The sample size of this study was 223 executives who are working in leading Information Technology organizations in Sri Lanka. The unit of analysis was at individual level. Preliminary analysis was performed to test normality, validity and reliability. Findings of the analysis disclosed that all considered organizational work life balance factors significantly and positively related to the employee performance. Among all the relationships, work life balance policies had a weak relationship with employee performance. As per the results obtained via the analysis, this study provides valuable insights to managers, policy makers and others regarding the importance of organizational work life balance factors. This study mainly focused on organizational work life balance factors than other factors such as individual and environmental factors. This was the major limitation of the study and it can be suggested for future studies to conduct research covering those factors. Key Words: Employee Performance, Information Technology, Organizational Work Life Balance Factors
{"title":"Relationship between Organizational Work Life Balance Factors and Executive Employee’s Performance in Selected IT Organizations in Sri Lanka","authors":"W. T. A. Nilashini, T. L. Sajeevanie","doi":"10.4038/sljhrm.v8i1.5642","DOIUrl":"https://doi.org/10.4038/sljhrm.v8i1.5642","url":null,"abstract":"Work Life Balance is a challenging concern among many employees. The main purpose of this study was to explore the experiences of IT executives of organizational work life balance factors and to observe the relationship between those identified organizational work life balance factors and employee’s performance. The conceptual framework was developed based on the Social Exchange Theory presented by Thibaut and Kelly (1959). To achieve the main purpose, three hypotheses were developed and tested. Hypothesis testing was chosen as the type of study and it was conducted in non-contrived setting. The study was cross-sectional in time, and primary data were collected by using convenient and random sampling. The sample size of this study was 223 executives who are working in leading Information Technology organizations in Sri Lanka. The unit of analysis was at individual level. Preliminary analysis was performed to test normality, validity and reliability. Findings of the analysis disclosed that all considered organizational work life balance factors significantly and positively related to the employee performance. Among all the relationships, work life balance policies had a weak relationship with employee performance. As per the results obtained via the analysis, this study provides valuable insights to managers, policy makers and others regarding the importance of organizational work life balance factors. This study mainly focused on organizational work life balance factors than other factors such as individual and environmental factors. This was the major limitation of the study and it can be suggested for future studies to conduct research covering those factors. Key Words: Employee Performance, Information Technology, Organizational Work Life Balance Factors","PeriodicalId":445186,"journal":{"name":"Sri Lankan Journal of Human Resource Management","volume":"30 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":"127606622","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}
京公网安备 11010802042870号
京ICP备2023020795号-1
扫码关注我们
求助内容：
应助结果提醒方式：