Job performance of the employees in tertiary and vocational education sector is really important since that decides survival of this sector. Also employee attitudes are related to different aspects of human life most importantly the job... more
Job performance of the employees in tertiary and vocational education sector is really important since that decides survival of this sector. Also employee attitudes are related to different aspects of human life most importantly the job he/she involved in.These attitudes are rooted in the mind of themand come out from the behaviour of the employee. Thus to sustain within the competition and to achieve the competitive advantage, it is vital to focus on the attitudes and respective job performance of the employees in a significant manner. In Sri Lankan context, there is a need to investigate that how does these employee work related attitudes affect on the job performance of the employees in the tertiary and vocational education sector in Sri Lanka. Therefore the objective of this is to identify the impact of employee attitudes on job performance. The dependent variable was employee job performance and the independent variable was employee work related attitudesconsist with three sub variable named; job satisfaction, organizational commitment and job involvement. The reliability of the instruments were tested against the collected data.The purpose of this study was hypotheses testing, the type wascorrelational study and conducted in noncontrived setting.This study was cross sectional in time and the unit of analysis in this research was individual as the data was collected from the employees working in Tertiary and Vocational Education Sector in Sri Lanka.The questionnaire was developed by the researchers was used to collect data for the study. Findings of the study revealthat 26.7% of the variance of the job performance wassignificantly explained by three independent variables. Consequently, it can be concluded as that there is a significant impact of employee related work attitudes on job performance of the employees of the tertiary and vocational education of government sector in Sri Lanka.
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O ver the years,there has been a significant concentration on recognition and managing job stress as an important organizational problem. With this identification, organizations have enhanced their awareness towards this problem, as job... more
O ver the years,there has been a significant concentration on recognition and managing job stress as an important organizational problem. With this identification, organizations have enhanced their awareness towards this problem, as job stress contributes to a significant portion of health care cost, absenteeism, and turnover consequently reduces the employee performance and leads to productivity losses. The purpose of this study is to investigate the job stress level of executive employees. The data were collected from 88 employees of apparel sector manufacturing organizations in Sri Lanka. Data were collected through a self-administered questionnaire, which comprised of standard measures with five dimensions. They are working environment and communication, work/home conflict and social life, administration and goal achievement, problems with subordinates, and demands from subordinates and others. The level job stress of the respondents was measure by the measure developed by Rout, Cooper, and Rout, (1996 cited in Rout 1999). The results shows that the executive level employees experience stress in any given situation while they are performing their job. So that this paper emphasizes that, the management of the companies should develop strategies focusing on reducing the level of job stress to enhancing the performance of the employees.
Research Interests:
Organizational behavior is the study of how people behave both individually and within informal and formal groups, and in organizations. Every organization’s performance is ultimately dependent on the motivational level of its human... more
Organizational behavior is the study of how people behave both individually and within
informal and formal groups, and in organizations. Every organization’s performance is
ultimately dependent on the motivational level of its human resources and the willingness
and ability of people to work harmoniously and effectively towards the accomplishment of
shared goals. Identifying the organizational behavior concepts is more important to make
resolutions for the issues that emerge within organizations. Banking industry is an industry
where problems are intense and the management should understand the human behavior
in order to manage them to excel in the competitive market. Culture, emotions and moods,
and teams are much more important concepts in Organizational Behavior and the banks and
the leaders therein must have knowledge on these concepts in order to achieve the goals and
objectives effectively. This articleis developed by identifying an issue which occurred in a
government bank in Sri Lanka and the case has been analyzed through culture, emotions
and moods, and teams which are important perspectives of Organization Behavior.
Key Words: Emotions, Team Work, Culture
informal and formal groups, and in organizations. Every organization’s performance is
ultimately dependent on the motivational level of its human resources and the willingness
and ability of people to work harmoniously and effectively towards the accomplishment of
shared goals. Identifying the organizational behavior concepts is more important to make
resolutions for the issues that emerge within organizations. Banking industry is an industry
where problems are intense and the management should understand the human behavior
in order to manage them to excel in the competitive market. Culture, emotions and moods,
and teams are much more important concepts in Organizational Behavior and the banks and
the leaders therein must have knowledge on these concepts in order to achieve the goals and
objectives effectively. This articleis developed by identifying an issue which occurred in a
government bank in Sri Lanka and the case has been analyzed through culture, emotions
and moods, and teams which are important perspectives of Organization Behavior.
Key Words: Emotions, Team Work, Culture
Research Interests:
The area of motivation has been receiving a lot of attention both by behavioral scientists as well as by industrial psychologists. As well motivation affects individual behavior and it related to performance and productivity of the... more
The area of motivation has been receiving a lot of attention both by behavioral scientists as well as by industrial
psychologists. As well motivation affects individual behavior and it related to performance and productivity of the organization as the
human is a unique resource compared to other resources. Therefore today’s management highly focused on the impact of employee motivation towards the productivity, since it ultimately affects achieving the organizational goals and objectives and also it drives
towards achieving the competitive advantage. Therefore there is a need of investigating the impact of employee motivation on employee productivity. So this research was conducted with the objective of identifying the impact of employee motivation on productivity of the
employees. The independent variable is employee motivation and the dependent variable is productivity of executive employees. This
study was engaged in hypothesis testing and it was corelational and this research study was conducted in the natural environment where work proceeds normally (noncontrived). Data was collected from each individual: executive employees of the Apparel Industry in Sri Lanka. The analysis was based on the information collected using a self administered questionnaire. Data used for analysis were totally
based on primary data which was collected using a questionnaire developed by the researcher. According to the results, there is an impact on employee motivation and productivity of executive employees and there is a relationship between employee motivation and productivity of executive employees, which is significant. Based on that it can be concluded that productivity of executive employees have been affected by the employee motivation.
psychologists. As well motivation affects individual behavior and it related to performance and productivity of the organization as the
human is a unique resource compared to other resources. Therefore today’s management highly focused on the impact of employee motivation towards the productivity, since it ultimately affects achieving the organizational goals and objectives and also it drives
towards achieving the competitive advantage. Therefore there is a need of investigating the impact of employee motivation on employee productivity. So this research was conducted with the objective of identifying the impact of employee motivation on productivity of the
employees. The independent variable is employee motivation and the dependent variable is productivity of executive employees. This
study was engaged in hypothesis testing and it was corelational and this research study was conducted in the natural environment where work proceeds normally (noncontrived). Data was collected from each individual: executive employees of the Apparel Industry in Sri Lanka. The analysis was based on the information collected using a self administered questionnaire. Data used for analysis were totally
based on primary data which was collected using a questionnaire developed by the researcher. According to the results, there is an impact on employee motivation and productivity of executive employees and there is a relationship between employee motivation and productivity of executive employees, which is significant. Based on that it can be concluded that productivity of executive employees have been affected by the employee motivation.
Research Interests:
To attain a competitive advantage and remain in the competitive market, organizations should focus on the employee job performance significantly. Achieving the Job performance of the employees has been a critical issue in both private and... more
To attain a competitive advantage and remain in the competitive market, organizations should focus on the employee job performance significantly. Achieving the Job performance of the employees has been a critical issue in both private and public sector organizations. Hence it is needed to investigate how the practices of the public banks in Sri Lanka, affect the job performance of their employees. Thus the objective of this research was to investigate the impact of administrative practices on job performance of the public banks in Sri Lanka. The independent variable was administrative practices, with two sub variables named Reward Management and Decision Making and the dependent variable was job performance. The reliability of the instruments were tested against the survey data. This study was engaged in hypothesis testing and it was corelational. This research was conducted in the natural environment where work proceeds normally, with less interference of the researchers (noncontrived). Data was collected from each individual: employees of the public banks, and the study was cross sectional. The analysis was based on the information collected using a self administered questionnaire from 92 Managerial, Executive and Non Executive employees doing a variety of jobs in the Public Banks in Colombo District. Data used for analysis were totally based on primary data which was collected using a questionnaire developed by the researcher. The analysis was done by simple regression models using the software SPSS 15.0. According to the results, there is an impact on administrative practices on job performance, but it is not significant. Based on that it can be concluded employee‘s job performance have been impacted by administrative practices, and the job performance can be improved by developing the administrative practices.
Research Interests:
Job Satisfaction is one of the most significant attitudes of the employees of an organization. Job satisfaction used to describe whether the employees are happy, asserted and fulfilling their desires and needs at work. The organizations... more
Job Satisfaction is one of the most significant attitudes of the employees of an organization. Job satisfaction used to describe
whether the employees are happy, asserted and fulfilling their desires and needs at work. The organizations are challenged, as they have
to make the employee’s satisfied in their Job. So they will perform better and consequently organization will achieve their competitive edge. Thus achieving Job Performance of the employees has been significant for both Private and Public Organizations. Basically
organizational practices affect the job satisfaction in a considerable extent. Hence there is a need to investigate the how the organizational practices affect the Job Satisfaction of the employees. Therefore the objective of this research was to identify the impact
of Reward Management and Decision Making on Job Performance. The Independent Variables were Reward Management, Decision making, and the Dependent Variable was Job Satisfaction. The reliability of the instruments was tested against the data. This study was
engaged in hypothesis testing and it was corelational. This research was conducted in the natural environment where work proceeds normally, with less interference of the researchers (noncontrived). Data was collected from each individual: an employee of the public
banks, and the study was cross sectional. The analysis was based on the information collected using a self administered questionnaire. Data used for analysis were totally based on primary data which was collected using a questionnaire developed by the researcher. According to the results, there is an impact on reward management, decision making on job satisfaction, and there is a relationship between reward management, decision making and job satisfaction which is significant. Based on that it can be concluded employee’s
job satisfaction have been impacted by reward management and decision making.
whether the employees are happy, asserted and fulfilling their desires and needs at work. The organizations are challenged, as they have
to make the employee’s satisfied in their Job. So they will perform better and consequently organization will achieve their competitive edge. Thus achieving Job Performance of the employees has been significant for both Private and Public Organizations. Basically
organizational practices affect the job satisfaction in a considerable extent. Hence there is a need to investigate the how the organizational practices affect the Job Satisfaction of the employees. Therefore the objective of this research was to identify the impact
of Reward Management and Decision Making on Job Performance. The Independent Variables were Reward Management, Decision making, and the Dependent Variable was Job Satisfaction. The reliability of the instruments was tested against the data. This study was
engaged in hypothesis testing and it was corelational. This research was conducted in the natural environment where work proceeds normally, with less interference of the researchers (noncontrived). Data was collected from each individual: an employee of the public
banks, and the study was cross sectional. The analysis was based on the information collected using a self administered questionnaire. Data used for analysis were totally based on primary data which was collected using a questionnaire developed by the researcher. According to the results, there is an impact on reward management, decision making on job satisfaction, and there is a relationship between reward management, decision making and job satisfaction which is significant. Based on that it can be concluded employee’s
job satisfaction have been impacted by reward management and decision making.