Executive Level Employees Research Articles

Factors Affecting the Supplier's Quality of the Perishables Supply Chain; Special Reference to the Hotel Industry in Sri Lanka

Food is the main factor that anyone who measures the quality on a hotel or a restaurant. If there is good quality food, consumer will never forget to revisit that restaurant. If they are unable to maintain the food quality of perishables there can be many issues for hoteliers that directly affect the business. In this context, suppliers' quality, of the perishables supply chain plays vital role in the hospitality industry as it engages with many aspects, procurement, packing, transportation. storage, temperature, and maintenance. However, these challenges affect the final quality of perishable food items therefore, identifying these factors is crucial for hoteliers to develop strategies to mitigate them. Therefore, the current study investigates the most critical factors that affect the supplier quality of the perishables supply chain and finds the impact of variables on the quality of the perishable supply chain in the hospitality industry, in Sri Lanka. In this study, an online questionnaire was distributed among the people who work in the procurement section and the hotel chefs in the 3-star to 5-star hotels, in Negombo and Colombo. The convenience sampling method was used with 384 respondents, but the survey was concluded with 200 responses because of these data collected from managerial and executive level employees from selected areas in Gampaha district. The reports of the statistical outputs of the SPSS analysis, including reliability analysis, demographic factor analysis, cross-tabulation analysis, descriptive analysis, correlation analysis, and regression analysis, are included in the study. However, the outcome shows high internal consistency in the reliability test, positive ratings for temperature, storage method, packaging method, lead time, and transport method and there was a significant positive correlation between these variables and the quality of the perishable supply chain showing the positive impact. Further research suggests examining the impact of each perishable factor in depth by exploring the relationship between quality and food wastage.

Sustainable Human Resource Management Practices in Achieving Employees’ Sustainable Performance: Evidence in the Hospitality Sector

Several hospitality businesses face numerous obstacles in enhancing and sustaining employee sustainable performance and commitment due to increased job demands and expectations. This study employs social exchange theory to explore the influence of sustainable HRM practices, such as training and development, employee participation, and employment security practices on employee sustainable performance among executive-level employees in 4- and 5-star hotels. Despite the scarcity of research focusing on the relationship between sustainable HRM practices and employee sustainable performance, especially in the high-end hotel industry, this research analysed 280 valid responses using the PLS-SEM approach. The findings reveal a significant association between training and development and task sustainable performance. Besides, the study identifies a relationship between employee participation and task and relational sustainable performance, while employment security practice appears to have no effect on either task or relational sustainable performance. Although the research primarily targets executives from 4- and 5-star hotels in Malaysia, which may not be representative of other organisational settings, it provides empirical evidence that sustainable HRM practices are directly linked to task and relational sustainable performance, which is beneficial for both researchers and practitioners. 
 

Beyond the final whistle: vocational careers of retired soccer players of the female Swiss national team

ABSTRACT The present study surveyed 57 retired female soccer national team players to examine their athletic, educational, and vocational careers. The respondents achieved higher educational degrees compared to the general population. Contrasted with their siblings, no difference was found in school-leaving certificates and occupational prestige. Using cluster analysis, the following three clusters were found: (1) highly educated employees working in sports, (2) university graduates in liberal professions or executive-level employees, and (3) skilled workers and lower-grade white-collar workers. While the players in the first cluster mostly benefited from their engagement in elite soccer, the players in the other two clusters did not seem to be either positively or negatively influenced by it. However, the career paths of female soccer players will likely change in the coming years as investment in the sport and social recognition of women’s soccer continues to increase.

The Impact of Trainee Characteristics, Training Design, and Work Environment on the Transfer of Training: A Study of Executive Level Employees of a Selected Tea Manufacturing Company in Sri Lanka

The primary purpose of this study was to identify the factors affecting the Transfer of Training. The current study was designed to study three main factors: Trainee Characteristics, Training Design, and Work Environment which were identified as possible factors that influence the Transfer of Training. Standard questionnaires were used to collect primary data for the study. This is a cross-sectional study done in a non-contrived setting. The study respondents were the entire population of 105 executive-level employees who had attended training programs in the selected organization and the final sample was 88 executive-level employees. Descriptive statistics, correlation analysis, simple regression analysis, and multiple regression analysis were used to analyze the data. According to the results of correlation analysis, it was revealed that there is a positive relationship between all three independent variables (Trainee Characteristics, Training Design, and Work Environment) and the Transfer of Training. The results of simple regression analysis revealed that Trainee Characteristics, Training Design and Work Environment significantly and positively impact the Transfer of Training. Moreover, the multiple regression analysis results indicate that there is a significant impact of the Work Environment and Training Design on the Transfer of Training, compared to the influence of Trainee Characteristics. Therefore, this study suggests that organizations can successfully achieve the expected outcomes from their training programs by ensuring the transfer of training through proper designing of the training programs and improving factors related to the work environment. This study was carried out only on one organization that operates in the tea manufacturing industry in Sri Lanka, and future researchers can extend the scope of this study by investigating other industries and other country contexts.

Job Satisfaction: The Factors That Influence It and Its Impact on Turnover Intention

This study is conducted to examine two issues: First, to examine the work environment factors that influence job satisfaction among executive level employees in the public sector organizations in Malaysia; second, to examine the effect of job satisfaction on turnover intention. The data of this study have been collected through survey. The respondents are 212 executive level employees. The data have been analyzed using a structural equation modeling technique. In summary, there are five work environment factors that influence job satisfaction among executive level employees in this context. The factors include perceived organizational support, training, coworker support, participative leadership style and work stress. In addition, this study provides empirical evidence about the role of job satisfaction as a factor that can decrease turnover intention, especially among executive level employees in the public sector organizations in Malaysia.

Employee Engagement through Corporate Social Responsibility: A Study of Executive and Managerial Level Employees of XYZ Company in Private Healthcare Services Sector

Today, in this rapidly changing business world, organizations focus more than ever on corporate social responsibility as a strategy to achieve their overall business objectives and attain sustainability. Therefore, properly recognizing its impact on both company and its employees is crucial. This study aimed to identify the impact of perceived corporate social responsibility (CSR) on employee engagement. Further, it attempted to understand the relationship between CSR and employee engagement and assess the level of perceived corporate social responsibility and employee engagement among the selected sample. The final study sample consisted of Executive and Managerial level employees in a selected private hospital which engages in the healthcare services sector in Sri Lanka. The data were collected from 216 respondents using a self-administered questionnaire via both personal visits to the organization and internet-based methods. The study was a cross-sectional research study done in a non-contrived setting with minimal researcher interference. Descriptive statistics, correlation analysis, and simple regression analysis were mainly used for the analysis. The results revealed a significant positive relationship between the two variables. Further, it showed a significant positive impact of perceived CSR on employee engagement. These research findings provide compelling evidence of how CSR could work as an investment rather than a cost for the organizations. Thus, this study helps the organization focus its attention on improving the employee engagement ratio through CSR activities.

The Effect of Locus of Control on Job Performance: An Empirical Study of Executive Level Employees in a Selected Sri Lankan Apparel Organization

The purpose of this paper is to examine the effect of Locus of Control (LOC) on the work-related job performance in Sri Lanka. Subjects were drawn from a pool of apparel sector executives who completed a questionnaire made up of valid and reliable instruments that measured each of the variables studied. The study was conducted on a sample of 168 executive level employees that was randomly selected from a sample frame of the selected apparel organization. The data was mainly analyzed by using the analytical software SPSS version 23 that provided more meaning and validated results. The findings indicate that one aspect of an executive’s (Apparel sector) personality, as measured by locus of control, plays an important role in predicting the level of job performance in a selected apparel organization in Sri Lanka. Executives with a higher internal locus of control are more likely to have higher levels of job performance. Further it reveals that there is a significant difference between male and female executive employees with regard to degree of locus of control. Consequently, this study extends the locus of control literature by examining the relationship of locus of control with job performance and gender difference.

Impact of Team Effectiveness on Organizational Performance: Special Reference to Apparel Manufacturing Firms in North Western Province

Many scholars emphasized that employee team effectiveness affects organizational performance. However, empirical evidence related to the team effectiveness of executive-level employees and organizational performance in the Sri Lankan apparel industry represents a significant gap in the literature. Therefore, the study was carried out to explore the impact of team effectiveness on organizational performance in the Sri Lankan apparel industry. From the critical review of literature, contextual factors, team composition factors, and team process factors were identified as the independent variable of the study. While organizational performance was identified as the dependent variable. This study was based on primary data collected from 181 executive-level employees who work for large-scale apparel companies in the North Western province. Data collected through a structured questionnaire and analysed using linear regression analysis. The results of the study reveal that the team effectiveness of the executive level employees has a significant impact on organizational performance. Team process factors are deemed to be the most influential component of the team effectiveness while contextual factor is the least influential team effectiveness factor. All the independent variables were positively correlated with organizational performance. With the findings of the study, policymakers and the management of the companies are able to formulate the relevant strategies to get the maximum output from the team effectiveness of the executive level employees to increase the overall organizational performance in the Sri Lankan apparel industry.

The Moderating Impact of Team Tenure on Team Trust - Team Performance Relationship with Relevance to Executive Level Employees of Sri Lankan Tyre Manufacturing Industry

Even though, many determinants of team performance are found in extended literature, team trust and the moderating effect of team tenure is little investigated in Sri Lankan context, and it has not been studied yet. Bridging the gap in this context, the current study assessed the moderating impact of team tenure on team trust and team performance relationship in Sri Lankan tyre manufacturing industry. The current study was conducted as a cross-sectional study among a sample of one hundred and ninety-two executive level employees selected from four major tyre manufacturing organizations following the stratified random sampling technique. Primary data were collected using a standard questionnaire distributed via Google form. The collected data were analysed with the support the SPSS employing correlation, regression, descriptive statistics and process matrix. It is found that team tenure does not moderate the relationship between team trust and team performance, and also founded that strong positive relationship between team trust and team performance. Moreover, team trust impact positively on team performance and team tenure does not impact team trust and team performance separately. It is recommended to tyre manufacturing organizations to facilitate more open communication and information sharing in order to improve executive level employees trust within teams, which in turn, will affect their team performance. Future researchers can use other variables like organizational support, team diversity, and personality as moderators of their study.

Enhancing Business Sustainability and Competitive Advantage by Using a Strategic Mathematical Computing Model

Nowadays, enterprises are trying hard to reach sustainability when the industry faces the challenge of high cost in the era of meager profit. Companies with corporate sustainable approaches based on cost leadership are trying to reduce operational expenses, increase business efficiency, and implement comprehensive cost reductions within their organisations. Cost is a strategic issue for businesses to survive and stand out. The deployment of profit costs is becoming strategically important to be sustainable and competitive in the market. The research design of this study integrates both qualitative and quantitative methods. 143 valid responses to snowball sampling in Taiwan (108 responses) and mainland China (35 responses) and 24 interviews with executive-level employees in Taiwan were conducted. In addition, a total of 51 companies’ financial statements were reviewed to triangulate the foundation of research findings. Reducing costs strategically should be considered as a principal concern of a firm that wants to make its efforts for business sustainability. The result shows that nonstrategic costs are between 10 and 30 percent of the sales turnover (revenue) in a firm, and strategic costs normally account for 70 to 90 percent of its all costs. Furthermore, only 20% really makes a difference to stand out from other market players. This provides a new orientation of cost management opinion that there is a need for paying more attention and extending the concept of strategic cost management to the management of nonstrategic costs. It is also supported that the dichotomy of nonstrategic and strategic is a viable and practical way for managing all costs across sectors, industries, and business scales from a strategic and sustainable perspective.

Business to Business (B2B) E-Commerce Adoption and Organizational Growth Food and Beverage Sector, Sri Lanka

This paper emphasize on the adoption level of B2B e-Commerce (B2BEC) and analyze the influence of related Technological, Organizational, and Environmental (TOE) factors on the e-commerce adoption decision quantitatively by considering the evidence from in Food and Beverage sector (F&B) in Sri Lankan context with the organizational performance. Study adopts both qualitative and quantitative aspects with a sample of 60 respondents, consists Executive and Managerial level employees in F&B sector adopting the purposive sampling technique. Primary data collected and performed Correlation and Regression analysis to determine the influence of related Technological, Organizational, and Environmental factors on the level of adoption. Findings concluded that the Technological, Organizational, and Environmental contexts can positively influence the level of B2BEC adoption and there was a strong positive relationship between those two variables. Qualitative aspects were tested using thematic analysis and conclude that organizational performance was inspired by the level of e-commerce adoption in the organization. Further, e-commerce adoption helps the managers to keep track with the existing customers and increase the companies’ market share and companies are able to generate more financial and non-financial offerings for their customer base and it creates more room to reach for efficiency and productivity thus the adoption create operational and maintenance issues.

Impact of Employee Engagement on Turnover Intention: Study of Third Space Global (Pvt) Limited

This study was carried out with the purpose of examining the importance of employee engagement to retain staff in a service providing industry and examining the relationship between the various factors that affect employee engagement as well as the intention to turnover. This study was carried out based on the non-executive level staff at Third Space global PVT Ltd. The sample size is one hundred non -executive level employees out of the population of two hundred and fifty. In determining the sample size, the table introduced by Sekaran (2006) was used. The questionnaire was developed by the researcher using different standard questionnaires depending on each variable and the questions were designed with Likert scale ranking strongly agree to strongly disagree. Findings revealed that the rate of attrition was quite high within the non-executive staff in the company. Further the research recommends to research on a new set of factors that aid in building employee engagement towards the company. Finally, the researcher presents his recommendations to renew the existing engagement techniques implied by the company, and the organization should focus on the salary based on the years of experience as well as their educational level.

Investigation of Performance Management System and its Effectiveness with Special Reference to Garment Factories in Katunayake Export Processing Zone in Sri Lanka

Performance management deals with identifying, measuring and developing performance of individuals, groups and teams and aligning performance with the strategic goals of the organization with the ultimate objective of improving organizational performance. This research was conducted with special reference to large scale garment factories in the Katunayake Export Processing Zone in Sri Lanka. The main objective of the study was to investigate the effectiveness of the performance management system with the implications of a systematic process of managing employee performance. Data were collected from managerial and executive level employees of the selected garment sector organizations. A structured questionnaire developed by the researcher was used to collect data the sample was selected using convenient sampling method. Hypotheses testing was used to complete the research study and Sixty seven participants have responded with a forty two percent response rate. Statistical Package for Social Sciences (SPSS 21) was utilised as the statistical tool to analyse data. Findings of the research suggested that the effectiveness of the performance management system is at an effective level and the components of the performance management system; planning performance, monitoring performance, reviewing performance, improving performance and managing unsatisfactory performance are positively related with the effectiveness of the performance management system. Furthermore, it was found that monitoring and reviewing performance are the most critical variables which determine the effectiveness of performance management system. In addition to these findings, slight variations between managers and executive employees were found in terms of perception on the same performance management system.

Employer Branding as a Predictor of Employee Retention

Employer branding is most practicable technique without considering the size of the organization to acquire several benefits among their competitors in the world. Most of the organizations engage with higher competition with the talent retention in the present business world. Therefore main objective of this study is to identify the impact of employer branding to employee retention among executive level employees of selected large scale apparel firms in Sri Lanka. The study was carried out among the 245 executive employees of apparel sector in Sri Lanka by using simple random sampling method. The primary data collected by using the structured questionnaire consisted of forty questions with seven point likert scales. Data was analyzed using bivariate analysis, correlation and regression analysis with the SPSS 22 version. Frequency analysis was used to recognize the sample profile and regression analysis was used to examine the extent of the impact of employer branding on employee retention. The results of the study showed that extent of the impact of employer branding to employee retention among executive level employees of apparel sector in Sri Lanka is at above average level with a high degree of dispersion. Finally The findings of the study, emphasize the organizational identification is the significant factor of the employer branding which was affect to employeen retention among executive level employees of apparel sector in Sri Lanka. The employees like to define about themselves as an employee of their organization if that organization has good image within the industry.

Affective Commitment: The Role of Work-life Balance and Organizational Pride (with special reference to XYZ Glove Manufacturing Company in Sri Lanka)

For any organization, ensuring the employment of a committed workforce is detrimental to their future success. Of which creating an affectively committed employee is even harder. Even though many determinants of affective commitment and work-life balance (WLB) have been extensively researched, the impact of organizational pride on these main variables were not significantly visible, especially in the Sri Lankan context. Hence, the major purpose of this study was to identify the impact of WLB on an affective commitment by exploring the mediation of organizational pride. The current study is a cross-sectional study comprising a sample of 134, junior executive and above level, employees in XYZ Company. The data was gathered using the simple random sampling technique through a standard questionnaire that was distributed via google doc. and paper-pencil surveys. The hypotheses were tested using the Pearson correlation coefficient, linear regression analysis. Findings revealed that WLB has a significant positive impact on affective commitment as well as organizational pride. Further, it was revealed that organizational pride has a significant impact on the affective commitment of junior executive and above level employees in XYZ company. Apart from that, organizational pride partially mediated the relationship between WLB and affective commitment. Hence, it is concluded that organizational pride has a considerable impact on enhancing the relationship between WLB and affective commitment.

Impact of Enterprise Risk Management Practices on Performance of Insurance Companies in Sri Lanka

Enterprise risk management (ERM) has gained an increasing attention among the corporate managers in the recent past as a strategic approach to managing risk. This study empirically verifies whether the adoption of ERM has an impact on firm performance and uses both primary and the secondary data relating to the Sri Lankan insurance companies. 230 executive level employees from 26 Sri Lankan insurance companies have been selected as the sample of this study using stratified random sampling technique and primary data were collected using a structured questionnaire. Return on Assets (ROA) and Tobin’s Q are used as proxies to measure the firm performance and ERM practices have been measured based on the guidelines of COSO ERM framework. Descriptive statistics, Correlation analysis and regression analysis are used to analyze data. Results of the mean testing reveals that three components of COSO ERM framework namely, Internal Environment, Objective setting and Risk Assessment indicate a high level of practice. Further, correlation analysis indicates two independent variables namely, control environment and Information & communication have a significant relationship with ROA. At the same time, two independent variables namely, objective setting and Information & communication have a significant relationship with Tobin’s Q. Hypotheses testing identified that Control activities; Information & communication and monitoring are the most crucial variables which have a positive impact on the performance of the insurance industry. These results indicate that, even though the level of implementation of ERM practices in Sri Lankan insurance industry is moderate / high levels, the other than Control activities, Information & communication and monitoring all other five components are not showing significant impact towards the performance. It implies that the expected value addition from the ERM practices have not been achieved by the Sri Lankan insurance companies yet. Findings of this study contributes methodologically as researcher used robust model to measure ERM practices and the results may be helpful to Insurance companies in Sri Lanka to improve their ERM practices and to adopt efficient strategies to improve firm financial performance through the implementing proper ERM practices.

Factors affecting to enhance the entrepreneurial orientation of executive level employees in the public service in Sri Lanka: Based on the case study at the ministry of education, Sri Lanka

Factors affecting to enhance the entrepreneurial orientation of executive level employees in the public service in Sri Lanka: Based on the case study at the ministry of education, Sri Lanka

High Performance Work System and Organizational Commitment: A Study of a Large State Sector Organization in Sri Lanka

The objective of this study was to identify the impact of High Performance Work System (HPWS) on organizational commitment in a large state organization engaged in Electricity industry in Sri Lanka. This study used two main variables which were HPWS and organizational commitment. The hypotheses which were used for this study were: High performance work system is positively related to organizational commitment; and the percentage of variability of organizational commitment explained by high performance work system is significant. The data for the present study were collected from 50 respondents and all those respondents were executive level employees in the organization under the study. The standard instruments developed by Chuang and Liao and developed by Meyer, Allan and Smith were utilized to measure HPWS and organizational commitment respectively. The type of investigation of this study was correlational. The study was conducted in the natural environment and the researcher’s interference was minimal. This study was cross sectional rather than longitudinal. Results which were obtained after data analysis supported the acceptance of the two hypotheses. Based on the research findings, practical implications have also been discussed.

High Performance Work System and Organizational Commitment: A Study of a Large State Sector Organization in Sri Lanka

The objective of this study was to identify the impact of High Performance Work System (HPWS) on organizational commitment in a large state organization engaged in Electricity industry in Sri Lanka. This study used two main variables which were HPWS and organizational commitment. The hypotheses which were used for this study were: High performance work system is positively related to organizational commitment; and the percentage of variability of organizational commitment explained by high performance work system is significant. The data for the present study were collected from 50 respondents and all those respondents were executive level employees in the organization under the study. The standard instruments developed by Chuang and Liao and developed by Meyer, Allan and Smith were utilized to measure HPWS and organizational commitment respectively. The type of investigation of this study was correlational. The study was conducted in the natural environment and the researcher’s interference was minimal. This study was cross sectional rather than longitudinal. Results which were obtained after data analysis supported the acceptance of the two hypotheses. Based on the research findings, practical implications have also been discussed. Key Words: High Performance Work System, Human Resource Management, Organizational Commitment

The Impact of Employee Happiness on Organizational Citizenship Behavior: A Study of Executive Level Employees in Selected Mobile Telecommunication Companies

At present, employees are not only concern about the pay which they receive for their work but also, the work environments, relationship with the supervisors and coworkers, expecting self-respect and ownership of one’s own work. Thus, the employees expect from employers to accommodate them with long term, continuous happiness at work. Therefore, employers focus on maintaining sustainable workforce through promoting employee happiness, which ultimately leads to build high levels of organizational citizenship behaviour. The main purpose this study was to identify the impact of employee happiness on organizational citizenship behaviour with special reference to the executive level employees in selected leading mobile telecommunication companies. Standard questionnaire was used to collect the primary data from 153 executive level employees using simple random sampling technique. Research includes the dimensions of employee happiness according to the Fisher’s conceptualization of happiness and how each dimension links to create organizational citizenship behaviour in employees, which ultimately used to build a relationship between employee happiness and organizational citizenship behaviour. Further, study tested results obtained from frequencies, mean analysis and correlation analysis revealed that there is a positive strong relationship between the employee happiness and organizational citizenship behaviour. Thus, the research further analyzed the impact of the two variables and results depicted that there is a significant impact of employee happiness on organizational citizenship behaviour.