Abstract
Religiosity is closely interwoven with the lives of Sri Lankan citizens who are adherents of mainly Buddhist, and then Hindu, Muslim and Christian faiths. There is a growing interest in conducting research on religiosity. There are many definitions of religiosity but they need to be refined since they do not represent the whole idea of religiosity. Religiosity is defined as the extent to which the particular employee believes in and venerates the founder, gods or goddesses of the relevant religion, practices the relevant teaching and participates in the relevant activities. Religiosity involves one’s being religious earnestly and really rather than one’s being religious frivolously and nominally. The dimensions and elements of religiosity have been investigated with a view to developing an instrument to measure the variable of religiosity. Reliability and validity of the instrument are also presented. Key Words: Religiosity, Conceptualization, Operationalization
Highlights
Employees are the most important resource an organization has and utilizes to achieve its goals
Several studies done in Sri Lanka reveal the following findings: 1. There are considerable amount of employees suffering from grievances owing to many reasons (Akuratiyagamage and Opatha, 2004) and organizations are formally concerned with employee grievance settlement (Opatha, 1994)
The above research findings of the studies done mainly by one of the authors of this research paper reveal that the relevant Human Resource Management (HRM) phenomena in Sri Lanka need to be improved significantly
Summary
Employees are the most important resource an organization has and utilizes to achieve its goals. 7. As per the Gallup’s study, in Sri Lanka from 2011 to 2012, 14% employees are engaged, 62% are not engaged and 23% are actively disengaged (Iddagoda and Opatha, 2017). The above research findings of the studies done mainly by one of the authors of this research paper reveal that the relevant Human Resource Management (HRM) phenomena in Sri Lanka need to be improved significantly. It is interesting to find out the relationship and the impact of employee religiosity with and on the degree of employee suffering from grievances, employee participation in union activities, labour management relationships, employee morality, greening of employees and employee engagement. To that end it attempts to address: 1. In-order to provide the evidence of reliability and validity of the instrument a sample of 272 executives and managers of the listed companies in Sri Lanka was taken and the unit of analysis was individual
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