8 research outputs found
COVID-19 in Sri Lanka and Seven HRM Related Recommendations against COVID-19
No full textHuman resource department that performs Human Resource Management (HRM) function in organizations has to play a key role in fighting against coronavirus while ensuring the sound health and safety of its employees and the sound performance of other HRM functions. A conceptual attempt was done to achieve three research objectives which are, 1) to explore about coronavirus disease and its symptoms, 2) investigate COVID-19 situation in Sri Lanka and, 3) to describe seven HRM related recommendations/strategies that can be adopted by an organization under COVID-19 pandemic situation. A comprehensive literature survey was done to achieve the mentioned study objectives. It was found that coronavirus is an infectious disease caused by a newly discovered coronavirus and its symptoms are fever, cough, fatigue, shortness of breath etc. Sri Lanka is still fighting against COVID-19 with various preventive measures to eradicate the virus from the country and many of those preventive measures have been successful so far. In addition, this study found seven HRM related recommendations that can be adopted by an organization under COVID-19 pandemic situation i.e. invest on training employees for remote working, give more consideration for worker wellbeing, introduce pay cuts instead of layoffs, conduct medical tests at the selection process, create employee resource groups, encourage sick employees to stay at home and, communicate all the necessary actions taken by the organization to employees
The impact of workload, co-worker pressure and supervisor pressure on employee presenteeism: Evidence from Sri Lanka
No full textPresenteeism is one of the major contemporary issues in Human Resource Management (HRM) as it negatively impacts on worker productivity and ultimately on organizational productivity and goal achievement. Thus, employee presenteeism which refers to attending work while ill needs to be discouraged. A systematic empirical study was carried out with regards to employee presenteeism owing to little research done, contextual gap and intellectual curiosity of authors. Objectives of the study were; (1) to find the degree of presenteeism of Sri Lankan executive and non-executive employees in Colombo District under study; (2) to find the impact of workload on employee presenteeism; (3) to find the impact of co-worker pressure on employee presenteeism; (4) to find the impact of supervisor pressure on employee presenteeism; (4) to find the overall impact of workload, co-worker pressure and supervisor pressure on employee presenteeism; and (5) to investigate whether there is any significant difference between male and female employees under study in terms of presenteeism. The nature of this study was analytical; time horizon was cross sectional; and the unit of analysis was individual. A theoretical framework was formulated based on some empirical evidences in literature review and logical beliefs of the authors. Three different instruments were developed by the authors to measure the workload, co-worker pressure, and supervisor pressure while Stanford Presenteeism Scale (SPS) was utilized to measure employee presenteeism. Reliability and validity of the instruments are assured. Survey method was utilized and 72 executive and non-executive employees in Colombo district responded to the questionnaire through the sampling technique of convenient sampling technique. Small sample size can be a major limitation of the study and it can be suggested to explore more on the difference between executive and non-executive employees in terms of presenteeism using a larger sample. The empirical findings revealed that the degree of employee presenteeism is between average and high and there is a significant positive impact from workload, co-worker pressure and supervisor pressure on employee presenteeism. Further it was revealed that there is no significant difference between male and female employees under the study in terms of presenteeism.
Keywords: Co-worker Pressure, Presenteeism, Supervisor Pressure, Workloa
Measuring Instruments for Human Resource Management and Employee Happiness
No full textA contextual endeavor is made to discover trending and highly focused sector on measuring Human Resource Management (HRM) functions together with employee happiness. Although in the present-day human resource professionals accept the essentiality of sound human resource management and employee happiness in achieving organizational strategic objectives successfully, they are continuously struggling to assess these two areas as there is a knowledge gap on measuring instruments. This study was carried out to address the contextual niche on measuring human resource practices along with employee happiness and aimed to answer three research questions as there is a significant need to assess these areas practically. An extensive inspection of literature has done to answer the research questions of the study i.e. (1) what is HRM? (2) what is employee happiness? (3) how to measure HRM and employee happiness? The desk research strategy was adopted to answer these research questions. As a response, two comprehensive research instruments were developed to assess human resource management practices in an organization together with employee happiness
HRM and its Impact on Employee Happiness: An Empirical Study on Sri Lankan Employees
No full textA systematic empirical study was carried out with regard to Human Resource Management (HRM) and Employee Happiness owing to little research done, contextual gap and intellectual curiosity of authors. Objectives of the study were (1) to find the degree of happiness of Sri Lankan employees under study; (2) to find the degree of HRM practices in the organizations where employees are working under study; and (3) to investigate whether there is any positive and significant impact from HRM on employee happiness. The nature of this study was analytical; time horizon was cross sectional; and the unit of analysis was individual. A theoretical framework was formulated based on some empirical evidences in literature review and logical beliefs of the authors. Two different instruments were developed by the authors to measure the employees’ happiness and HRM practice level of their organizations. Reliability and validity of the instruments are assured. Survey method was utilized and 110 employees responded to the authors developed questionnaire through the sampling technique of convenient sampling technique. The empirical findings revealed that employees’ happiness and HRM practices of their organizations are in a high degree and HRM has a significant and positive impact on happiness of Sri Lankan employees under study
The Relationship between Emotional Labor and Job Satisfaction among Nurses of Selected Private Hospitals in Sri Lanka with the Mediating Role of Emotions
No full textThe healthcare system in Sri Lanka is distinguished by its distinctive and sophisticated model, which combines elements of traditional and Western medicine. It is emerging as a highly competitive industry in Sri Lanka, with an enhanced consciousness regarding the medical-related elements in daily life. This study explores the nuanced relationship between emotional labor, emotions, and job satisfaction among nurses in private hospitals in Sri Lanka within the distinctive context of its healthcare system. Focusing on surface acting and deep acting as emotional labor strategies, the research delves into the emotions of anxiety, anger, fear, and happiness, considering their impact on job satisfaction. The current investigation is primarily based on the problem of identifying the intricate relationship between emotional labor, emotions, and job satisfaction, with a gap in existing literature in the Sri Lankan context. Thus, the primary objectives are to explore the associations between emotional labor (specifically surface acting and deep acting), emotions (anxiety, anger, fear, and happiness), and job satisfaction. The researchers collected data from five selected healthcare organizations and distributed 313 questionnaires to the study sample. The data collection process was primarily based on a simple random sampling method. The Pearson correlation analysis and the Hayes Process Model 4 Mediation Analysis were employed to unravel the direct and mediating role of emotions and emotional labor. Robust correlations regarding deep acting as a positive link with job satisfaction and surface acting as a negative link with job satisfaction are identified. The findings underscore the importance of addressing emotional labor dynamics in healthcare settings for enhanced employee well-being and improved patient care quality. This study significantly advances the understanding of the intricate relationship between emotional labor, emotions, and job satisfaction among nurses in private hospitals in Sri Lanka. The findings contribute to academic scholarship and offer actionable insights for healthcare management.
Key Words: Anger, Anxiety, Deep Acting, Emotional Labor, Emotions, Fear, Happiness, Surface Actin
In Search of Meaning and Content of Strategic Human Resource Management for Teaching and Learning Purpose
No full textThough Strategic Human Resource Management (SHRM) has become a specialized course in the education of Human Resource Management (HRM), a serious consideration of the current body of knowledge of SHRM reveals a theoretical gap that exists in ascertaining meaning and content of SHRM for teaching and learning purpose, particularly in Sri Lankan context, perhaps inAsian context. This non-traditional but systematic research paper was written to accomplish three objectives: (1) to present definitions of SHRM given by authors of authoritative generalized and specialized textbooks and make a brief descriptive analysis about the definitions explored; (2) to identify and mention various dimensions or aspects of SHRM; and (3) to introduce anadequate and relevant content of SHRM which is useful for teaching and learning purpose particularly in developing country context. The desk research strategy was the strategy adopted for this study and one non-scientific method called authority was applied to carry out the study. 14 textbooks on General HRM having a separate chapter on SHRM and 8 specialized textbooks on SHRM were utilized for the study. An analysis of the contents of writing in defining and logical judgement of the author were executed. 22 contents of defining of SHRM were identified and presented. The analysis of the definitions yielded a list of 18 specific dimensions or characteristics of SHRM suggesting 18 ways of viewing HRM strategically. As topics to be included in a typical syllabus of a course titled SHRM, 15 general items were identified and mentioned.
Key Words: Definition, Learning, Strategic Human Resource Management, Teachin
A Simplified Study of Definitions of Human Resource Management
No full textFor the purpose of achieving three research objectives: (1) to present definitions of Human Resource Management (HRM) given by various appropriately qualified authors and make a brief descriptive analysis about the definitions; (2) to revisit and review the definition of HRM developed by me in 2009; and (3) to introduce a definition of HRM which is inclusive, this theoretical research paper was written. The desk research strategy was adopted and the study was carried out by the use of two non-scientific methods, i.e., authority to a greater extent and intuition to a lesser extent. 34 definitions directly mentioned and implied from 34 textbooks were presented. The findings of the descriptive analysis of the definitions were that the most of the definitions have similarity and no salient contradictory differences exist in their meanings implying that the nature of the subject of HRM is notcontroversial but is generally agreeable or nondebatable. Further the descriptive analysis yielded a list of 20 characteristics of HRM. The revisit to the definition of HRM given by the author of this paper in 2009 resulted in an assertion that it is valid at present and the future too. However, in view of the possibility of criticizing the definition owing to lack of inclusion of strategic,partnership, and sustainable perspectives, an inclusive definition was formulated and presented.Key Words: Definition, Human Resource Management, Inclusive Definitio
The Colombo Twin and Singleton Study (COTASS): Piloting the Feasibility of Collecting Nutritional Data and Extension of the Sample to Include Children of Twins.
No full textNutrition and diet are key modifiable risk factors for the rising burden of non-communicable diseases like cardio-vascular diseases and diabetes in low- and middle- income countries (LMICs). The nutritional transition in dietary behaviours in LMICs has most likely contributed to this problem. Although traditionally assumed to be environmental, dietary choices are also genetically influenced. Twin study designs can be used to investigate the relative influence of genes and environment on nutrition intake, eating behaviours and associated psychological health. The overall aim of this project is to: provide proof-of-concept for the feasibility of using dietary (biomarker) data within the Children-of-Twin design in nutrition studies, develop laboratory skills and statistical genetic skills and establish a Sri Lankan-specific food composition database. Currently, a pilot study is being conducted with 304 individuals (38 Monozygotic twin pairs, 38 Dizygotic twin pairs and their male or female adult offspring). Questionnaire data on nutritional intake, eating behaviours, psychological well-being, physical health, and bio-specimens are being collected. A Sri Lankan-specific food composition database was developed, training sessions on macro and micro element analysis in biological samples and statistical genetics skills development were conducted and Community Engagement and Involvement programs were carried out in two districts of Sri Lanka. [Abstract copyright: © 2024. The Author(s).
