Effect of Employer Brand Image on Application Intentions of Final Year Management Undergraduates: Unfolding Employer Branding Determinants

Area of the StudyAs a significant determinant of the competitiveness and effectiveness of the entity, this study is to discuss what attributes of employer or determinants of Employer Branding (EB) are paramount for the attraction of final year management undergraduates towards the employer in Sri Lanka. Problem of the Study Theoretical and empirical gap of the knowledge available, especially in Sri Lanka with regard to determinants of EB which effect to the selection of future employer of the final year management undergraduates. Method of the study For the purpose of the study, data were collected from a randomly selected 300 final year management undergraduate students from 03 government universities in Sri Lanka by administrating a structured questionnaire, which consisted of 32 questions/statements with 7 point scale. The data analysis included the univariate and bivariate analyses. Findings of the Study The findings of the study are undergraduates more concern over the development, economic and social dimensions when they choose their future employer. The preference over the factors does not have significant impact based on the gender while there is significant differences of perceptions occur on factors of EB based on the level of academic achievement of the students. Furthermore the preferences over the EB factors have some differences based on the academic institution. Female students more prefer to be employed in public sector than the private sector compared to the male students. Conclusion of the Study It is concluded that in order to attract young talented graduates towards the employer, the organization must have a climate which fulfill the developmental, social and economic needs of the employees. Keywords: Employer Branding, Application Intension, Job Appealing Decision, Potential employees, Corporate Image

Impact of HR Practices on Employee Engagement among Machine Operators in the Large Apparel Industry in Sri Lanka

Area of the Study This study is mainly focused on examining the impact of HR practices on employee engagement among machine operators in the large apparel industry in Sri Lanka. Problem of the Study There is an empirical gap of how HR practices affect to employee engagement in the Sri Lankan context. Therefore researchers addressed: How HR practices affect employee engagement among machine operators in the large apparel industry in Sri Lanka? Method of the study The data were collected from a randomly selected sample of 384 machine operators who are employed in top three companies in the large Sri Lankan apparel industry. A structured questionnaire which included Bakar’s (2013) 16 items for measuring HR practices and Bakker, et al.’ (2002) 17 items for measure employee engagement was administered. The data were analyzed using Pearson’sCorrelation and simple regression analysis. Findings of the Study The findings exhibited that there is a positive relationship between HR practices and employee engagement among machine operators in the large apparel industry in Sri Lanka. As well as HR practices of the Sri Lankan large apparel industry companies are at a satisfactory level and employee engagement of machine operatorsare at a high level. Moreover, all dimensions of HR practices are positively and significantly correlated with employee engagement, namely selective staffing, reward system, performance appraisal, comprehensive training and employee participation program. Lastly, the regression analysis between HR practices and employee engagement indicated that 59.8% of total variance of employee engagement was explained by HR practices. Conclusion of the Study It is concluded that there is a positive impact of HR practices on employee engagement among machine operators in the large apparel industry in Sri Lanka. Thus organizations in this sector need to develop proper and well-structured HR practices to attain high employee engagement level among the machine operators. Keywords: HR Practices, Employee Engagement, Machine Operators

Impact of Performance Management System on Employee Job Satisfaction in Automobile Companies in Western Province, Sri Lanka

Area of the StudyThis study attempts to identify the impact of performance management system on employee job satisfaction of executives in the automobile companies in western province, Sri Lanka.Problem of the StudyThe empirical finding of the impact of performance management system of the employees on their job satisfaction is rare in the Sri Lankan context. Therefore, the problem of the study is developed as: Does performance management system of executives in the automobile companies affect their job satisfaction?Method of the studyThe primary data were collected from 248 respondents in automobile companies in western province by administrating a structured questionnaire, which consisted of 44 statements with 5 points Likert scale. The data analyses included the univariat, and bivariate analyses method conducted using SPSS (version 16.0).Findings of the StudyThe major finding of the study is that there is a strong positive impact of performance management system on job satisfaction of executives in automobile companies in western province, Sri Lanka. Also findings reveal that existing level of performance management system is in high range in selected organizations.Conclusion of the StudyIt is concluded that performance management system has strong impact on employee job satisfaction of executives in automobile companies in western province, Sri Lanka.Keywords: Performance Management System, Job Satisfaction, Executives, Automobile Companies

The Relationship between Personality Five Factor Theory and the Career Success of Executive Workers in Apparel Sector Organizations in Sabaragamuwa Province Sri Lanka

Area of the Study As a significant determinant of career success of employee, this study is discussing the relationship between Personality Five Factor theory and the Career Success of executive workers in the apparel sector organizations in Sabaragamuwa province Sri Lanka.Problem of the Study There is an empirical knowledge gap in the context of the impact of personality five factor theory on the career success of employees in Sri Lanka. therefore, the problem of the study is: Does Five Factor Theory of personality affect to the career success of executives in the apparel sector organization in Sabaragamuwa province.Method of the study The data were collected from a selected sample of 122 executives in the apparel industry in Sabaragamuwa province Sri Lanka by administrating a structured questionnaire, which consisted of 63 questions/ statements with 5 points scale. The data analyses included the univariate and bivariate analyses.Findings of the Study The authors found that some of the factors have strong positive relationship and some have negative relationship and some haven’t any relationship with career success of executives in apparel sector organizations in Sabaragamuwa province, Sri Lanka. Extraversion and Conscientiousness have strong positive relationship with career success of the executives and Agreeableness and Neuroticism have negative relationship with the executives of the apparel sector organizations. However, there is no any relationship in Openness to experience with career success of the executives.Conclusion of the Study Future research based on the current theoretical model can investigate the relationship of personality with other work related behaviors and outcomes. The empirical confirmation of this conceptual model is another area of future research. Future research should attempt to replicate these results and develop process models that may explain why conscientiousness and Extraversion have such apparently enduring associations with career success.Keywords: Personality Five Factors, Career Success, Executives, Apparel Sector Organizations