Vol. 8 No. 1 (2018)

Relationship between Organizational Work Life Balance Factors and Executive Employee’s Performance in Selected IT Organizations in Sri Lanka

Mon, 01 Jan 2018 00:00:00 GMT

Relationship between Organizational Work Life Balance Factors and Executive Employee’s Performance in Selected IT Organizations in Sri Lanka Nilashini, W. T. A.; Sajeevanie, T. L. 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.

High Performance Work Systems in the Service Sector: A Literature Review

Mon, 01 Jan 2018 00:00:00 GMT

High Performance Work Systems in the Service Sector: A Literature Review Dayarathna, N. W. K. D. K. 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.

Determinants of Job Performance of Cabin Crew on Customer Service of an Aircraft: A Conceptual and Empirical Study in Sri Lanka

Mon, 01 Jan 2018 00:00:00 GMT

Determinants of Job Performance of Cabin Crew on Customer Service of an Aircraft: A Conceptual and Empirical Study in Sri Lanka Opatha, H.H.D.N.P.; Rathnayake, S.

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

Mon, 01 Jan 2018 00:00:00 GMT

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 Perera, G.D.N.; Madagamage, G.T. 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.