http://dr.lib.sjp.ac.lk/handle/123456789/10947 2026-01-07T04:28:16Z 2026-01-07T04:28:16Z Piyasena, K.G.C.C. Kottawatta, H. http://dr.lib.sjp.ac.lk/handle/123456789/11006 2022-04-06T06:23:06Z 2018-01-01T00:00:00Z

Does Engagement of Employees affect to Organizational Commitment? Evidence from Non-Academics in Sri Lankan State Universities Piyasena, K.G.C.C.; Kottawatta, H. Area of the Study This study is aimed to discuss the impact of employee engagement on the organizational commitment of the Sri Lankan non-academics in the state universities. Problem of the Study As an interesting research area, there are different finds of the impact of employee engagement on the organizational commitment. However, it is difficult to find the empirical findings of these two phenomenons among the non-academics in the state universities. Therefore the problem of the study is: Does employee engagement of non-academics in the state universities affect their organizational commitment? Method of the study 317 non-academics in the Sri Lankan state universities were selected randomly as the sample of the study and structured questionnaire was used to measure the employee engagement and organizational commitment of the sample respondents. Bivariate and multivariate analyses were basically used statistical analysis of the study. Findings of the Study The major finding of the study is that there is a positive and significant relationship and impact of employee engagement and organizational commitment of the non-academics in the state universities. However, there is weak and no relationship was found between the employee engagement (both job engagement and organizational engagement) with the continuance commitment. Conclusion of the Study The administrations of the state universities have to consider the employee engagement as an important human behavior and they have to pay their attention to enrich the employee engagement.

2018-01-01T00:00:00Z Wickramasinghe, M.D.N. Sajeevani, T.L. http://dr.lib.sjp.ac.lk/handle/123456789/11005 2022-04-06T06:00:41Z 2018-01-01T00:00:00Z

The Impact of Rewards on Retention of Operational Level Employees in Three Apparel Sector Companies in Export Processing Zone in Biyagama, Sri Lanka Wickramasinghe, M.D.N.; Sajeevani, T.L. Area of the Study As a significant determinant of retention intention of an employee, this study is to discuss the impact of employee rewards on retention of operative level employees in three apparel sector companies in Export Processing Zone in Biyagama, Sri Lanka. Problem of the Study This research study attempts to explore the impact of employee rewards on employee retain intention of operative level employees in three apparel sector companies in Export Processing Zone in Biyagama. Therefore, the research problem of this study was; “Do the employee rewards have a significant impact on retention intention of operative level employees in three apparel sector companies in Export Processing Zone in Biyagama, Sri Lanka”. Method of the study The data were collected from a convenience sample of 196 production employees in apparel companies with a structured questionnaire, which was consisted of 42 questions with five point Likert scales. Univariate analysis as well as bivariate analysis applied to analyze data with the SPSS 16.0 (Version) Findings of the Study According to the results of the regression analysis, the R Square of the employee welfare facilities is 0.082 which means that 8.2% of the variance of employee retention is explained by employee welfare facilities, 13.2% variance of employee retention is explained by employee incentives, 37.5% variance of employee retention is explained by employee pay of operative level employees which is significant at 1% (Sig. F= 0.000). As overall 48.2% variance of employee retention is explained by the employee rewards. Conclusion of the Study Various studies examined that employee compensation, rewards and recognition affects employee turnover and retention. Employee commitment is promoted by highly competitive wage systems and it results in attraction and retention of a superior workforce. Hence the study represents that rewards have a positive effect on employee retention.

2018-01-01T00:00:00Z Maheesha, M.J.F. Perera, G.D.N. http://dr.lib.sjp.ac.lk/handle/123456789/11004 2022-04-06T05:45:06Z 2018-01-01T00:00:00Z

The Impact of Incentive Programs on Job Performance: A Study of Office Employees in Selected Manufacturing Companies in Colombo District, Sri Lanka Maheesha, M.J.F.; Perera, G.D.N. Area of the Study This study attempts to identify the impact of incentive programs on job performance of office employees in selected manufacturing companies in Colombo District, Sri Lanka. Problem of the Study There is a gap concerning incentive programs and job performance in Sri Lankan context regarding the office employees in manufacturing sector. Therefore this study is filling the empirical gap of the respective study area. Problem of this study is how incentive programs impact on job performance amongoffice employees in selected manufacturing companies in Colombo District, Sri Lanka? Method of the study The data was collected from 112 office employees in two manufacturing companies in Colombo District using universal sampling method. Primary data collection was through a questionnaire consisting of 39 statements with five point Likert scale. The data collected were subject to analyze using univariate, bivariate methods of SPSS. Findings of the Study This study found that incentives have the significant impact on job performance of the office employees in the selected manufacturing companies in Colombo District. In accordance with the regression analysis, 11.6%of the total variation of job performance explained by the incentive programs. Further, it was proved that there is a positive impact of dimensions of incentive programs on job performance. Conclusion of the Study It is concluded that both monetary incentive and non-monetary incentive have positive effect on office employees’ performance in selected manufacturing companies in Colombo District, Sri-Lanka.Hence, it is concluded that incentive programs are essential for the enhance job performance.

2018-01-01T00:00:00Z Gunasekara, V.M. http://dr.lib.sjp.ac.lk/handle/123456789/11002 2022-04-06T05:36:29Z 2018-01-01T00:00:00Z

Family Responsibilities and Career Progression of Women Bankers: An Empirical Study in Galle District Private Banks in Sri Lanka Gunasekara, V.M. Area of the Study This study seeks to explore the impact of family responsibilities to the career progression of women bankers in Galle district private banks in Sri Lanka. Problem of the Study There is an empirical and knowledge gap in the Sri Lankan context on the impact of family responsibilities to the career progression of women bankers. The main objective of this research is to identify the impact of childcare responsibilities, spousal support, elderly care responsibilities and domestic chores to the career progression of women bankers in private sector banks in Sri Lanka. Method of the study The data were collected from a convenient sample of 100 women employees in private banks in Galle district. Data were collected using a structured questionnaire which consists of 35 items with five point likert scales. Data were analyzed using univariate analysis, correlation analysis and multivariate analysis with the SPSS 16.0 version. Findings of the Study It was found that family responsibilities have a negative relationship with the career progression of women bankers in private sector banks in Sri Lanka. Conclusion of the Study It was found that women bankers in the Galle district private banks 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, eldercare responsibilities and domestic chores responsibilities of women bankers in Galle district private banks have no significant relationship with their career progression while spousal support is positively affected to the career progression of the women bankers in Galle district private banks.

2018-01-01T00:00:00Z