ICBM – 2006, University of Sri Jayewardenepura, Sri Lanka

Workers’ Stress and Its Impact on Productivity:

A Case Study of a Manufacturing Company in Sri Lanka

Gomes P T P C a

Abstract
Occupational stress is an adoptive response to an external situation that results in
physical, psychological and behavioral deviations for the organizational
participant. Literature suggests that occupational stress helps improve
performance up to a limit and then starts deteriorating. This case study examined
the effects of occupational stress on performance and productivity of
manufacturing employees of a factory operated in the FTZ, Katunayake.
Employees of one department were chosen as the sample. Data were collected
through critical incident technique, qualitative interviews and a questionnaire.
Triangulation of sources, methods and analysts were applied for the purpose of
verification and validation of data collected. The data analysis revealed that the
company employees suffered from stress, which in turn has affected performance
and productivity of company operations. The main stressors were domestic
problems of workers, work related pressures and peer group influences. Since the
ill-effects of stress have consequences to the company performance as well as to
the employee health in the long run, it is recommended that the employer,
employee and the government must work together to manage the situation.
Intervention strategies were proposed separately in respect of employees, the
employer and the government. Systematic management of occupational stress of
employees was identified as an important corporate social responsibility of an
organization.

Keywords: Performance, Productivity, Stress

a
Gomes P T P C, Director Finance, Confifi Management Services Ltd, Colombo 03, (Sri Lanka). Tel.
+94 11 2333320 Fax +94 11 2333324 thilina@confifi.net
 ICBM – 2006, University of Sri Jayewardenepura, Sri Lanka

The Effectiveness of Monetary Rewards in Motivating Police Officers

Wickramasinghe S M a and Dharmasiri A S b

Abstract
The research problem examined in this research is low effectiveness of monetary
incentive schemes in the Sri Lanka Police Department. The main argument of the
research is that perceived opportunities for gaining higher monetary rewards
motivate police officers with higher ability towards higher performance. In the
conceptual model for the study efforts- reward expectancy, influenced by ability of
the employees, an employee perception on fairness of reward system, and value
placed on reward are considered as critical factors affecting the effectiveness of
the reward scheme. The study was carried out by administering a questionnaire
and focus group interviews with a sample of 100 police officers. The study
recommends measures to minimise perceived unfairness and delay of reward
payment and to improve the transparency, which are of significance to policy
makers to review reward policies and make it instrumental to improve the
efficiency of the police service.

Keywords: Effectiveness, Monetary Incentives, Motivation, Police Department,

Rewards

a
Wickremasinghe S M, DIG, Presidential Security Range, Colombo, (Sri Lanka), Tel: +94 11 2395225,
Fax: +94 11 2395224, plpamoda@yahoo.com
b
Dharmasiri A S, Postgraduate Institute of Management, Colombo (Sri Lanka), Tel: +94 11 2689639,
Fax: +94 11 2689643, ajantha@pim.lk
 ICBM – 2006, University of Sri Jayewardenepura, Sri Lanka

Association among Personal Demographic Variables and

Incentive Systems in Sri Lanka

Velnampy T a

Abstract
Today’s organizations are using several techniques and strategies to achieve
organizational goals through the people. In a way, incentives are considered as the
most important element in motivating and satisfying employees to achieve a high
level of performance. Hence proper incentive systems should be maintained by the
organizations. Here personal variables may influence the incentive system. In the
present paper, the incentive systems in the private sector organizations and the
association among personal variables and perceived level of incentives are clearly
analyzed with 316 respondents from 30 private sector organizations in
TheColombo City by using appropriate statistical tools. This study revealed that
there is no association between rewards and personal variables, and employees
are preferred to wages and salaries, retirement benefits, promotion, performance
related pay and challenging job. Further, all levesl of employees emphasized
extrinsic rewards, and the level of rewards are found high among females,
graduates, middle level and higher income group of people. Finally, certain
suggestions are given to the organizations to make suitable alterations in their
incentive system.

Keywords: Demographic Variables, Incentive, Motivation, Performance.

Satisfaction,

a
Velnampy T., Senior Lecturer, Dept of Commerce, University of Jaffna, Thirunelvely, (Sri Lanka),
Tel: + 94-21-2227519, +94-77-7448352; tvnampy@yahoo.co.in
 ICBM – 2006, University of Sri Jayewardenepura, Sri Lanka

The Effects of Transformational and Transactional Leadership

Behaviors on the Job Satisfaction of Thai Female Civil Servantsa

Benjawatanapon W b

Abstract
This study examines the effects of transformational and transactional leadership
behaviors on the job satisfaction of Thai female civil servants. The specific area of
study was the causal effects of barriers, personal characteristics, leadership
competencies, transformational and transactional leadership behaviors on the job
satisfaction of Thai female civil servants. The specific organizations under study
were public agencies. The specific population was the ordinary Thai female civil
servants at the levels of C5-8. The specific sampling area was Bangkok and its
peripheral provinces. The study employed both quantitative and qualitative
approaches. Path analysis results indicated that both styles of leadership
behaviors, transformational and transactional, had direct effects on job
satisfaction. Among the five independent variables, transformational leadership
behaviors were found to have the highest total effect on job satisfaction (.40),
whereas transactional leadership behaviors had the second lowest (.19). The
regression coefficient (R2) showed that job satisfaction was moderately influenced
by transformational and transactional leadership behaviors, and leadership
competencies, accounting for 31 percent of the variance. Thus, it suggested that 69
percent of job satisfaction could probably be influenced by other factors not
included in the study. As Transformational and transactional leadership behaviors
were found to enhance the job satisfaction of Thai female civil servants in middle
management levels, this study recommends that leadership training should be
provided that emphasizes the approaches of transformational and transactional
leadership.

Keywords: Women Leadership, Public Management, Employment Relations,

Transformational and Transactional Leadership, Job Satisfaction.

a
A dissertation submitted for the Degree of Doctor of Philosophy (Development Administration),
School of Public Administration, National Institute of Development Administration, Bangkok,
(Thailand)
b
Prof. Benjawatanapon W, Researcher of Women Leadership, and Spiritual Leadership,
wanneebj@yahoo.com
 ICBM – 2006, University of Sri Jayewardenepura, Sri Lanka

A Survey of Management Selection Practices in Sri Lankan

Commercial Banks

Arachchige B J H a and Tharanganie M.G.G.b

Abstract
The aim of this paper is to investigate the selection methods used by the Sri Lankan
domestic licensed commercial banks in selecting management trainees and
examine their perception of the predictive validity of those methods. All eleven
domestic commercial banks were incorporated in the study. Questionnaire and
interviews were used as the major instrument to gather data. Findings revealed
that banks use more ‘respectable’ methods such as application forms/CVs,
interviews, aptitude tests, medical tests and knowledge tests. Interviews, aptitude
tests and knowledge tests are perceived as high valid predictors of future job
performance.

Key words: Domestic licensed banks, Selection, selection methods

a
Dr.Arachchige B J H, Senior lecturer, Postgraduate Institute of Management, University of Sri
Jayewardenepura, Colombo 8, (Sri Lanka), Tel: + 94-11-2689639, Fax: + 94-11 2689634:
bhadra@pim.lk or bhadra_arachchige@yahoo.com
b
Tharanganie M G G, Senior Lecturer, Dept: of Human Resource Management, University of Sri
Jayewardenepura, (Sri Lanka), Tel: + 94-11-2802010, Fax: +94-11-2803653 geetha@sjp.ac.lk
 ICBM – 2006, University of Sri Jayewardenepura, Sri Lanka

The Factors Influencing Employee Motivation in Private Sector

Service Organizations in Sri Lanka

Weerasinghe R N a

Abstract
Employee motivation is one of the major determinants of employee performance in
all organizations. Pleasing employees by appealing their intrinsic and extrinsic
needs is very essential for obtaining maximum contribution of employees towards
organizational objectives. In Sri Lanka, it is difficult to see that such studies on
employee motivation considering culture specific factors. To address the problem
of dearth of knowledge on employee motivation in Sri Lankan context, this study
aimed at identifying the factors which influence employee motivation in private
sector service organizations in Sri Lanka. Private sector service organizations
were randomly selected. 270 questionnaires were randomly distributed among
white-collar employees of the selected organizations and 202 employees
responded. Based on the collected data the study revealed that out of the fifteen
factors identified from literature survey, Recognition, Job security, Social Needs,
and Supervisor Characteristics are factors, which showed strong impact on
employee motivation. Personal characteristics, Advancement, Achievement,
Working conditions, Need for status, Responsibility, Autonomy, Salary and other
fringe benefits, and Organizational characteristics are the factors influencing
moderately to the level of motivation. Environmental factors, and Power have little
impact on employee motivation. Accordingly, the study suggests rethinking about
existing motivational programs again considering more intrinsic needs rather than
financial rewards. Recognition and job security are the factors which have high
impact on motivation but lack part in the practice in the private sector
organizations.

Keywords: Employee, Motivation. Needs, Factors

a
Weerasinghe R.N., Lecturer, Dept. of Business Administration, University of Sri Jayewardenepura,
Nugegoda (Sri Lanka), Tel: +94-11-2803472, rukmal@sjp.ac.lk
 ICBM – 2006, University of Sri Jayewardenepura, Sri Lanka

An Empirical, Perceptual Investigation of Accidents and Safety

Culture in Firms Engaged in Sri Lankan Apparel Industry

Perera G D N a

Abstract
The most vital resource of an organization is its human resources-the people who
work in the organization. People are essential for the effective operation of a
company. To meet the challenges and competitive atmosphere of today’s business
environment, managers must recognize the potential of human resources, and then
acquire, develop and retain these resources with minimum accidents.

This study aims at determining the accidents and safety culture in the three firms
engaged in the apparel industry in Sri Lanka. The study was conducted among the
sample of 150 employees who were randomly selected from the three garment
factories, of which 130 employees responded to the survey. Respondents were
asked to indicate their agreement on five point Likert Scale. Data analysis was
conducted by using Statistical Package of Social Sciences. The levels of
measurement of the variables were interval and relevant statistical techniques for
these measures under univariate and bivariate statistical analyses were used.

The findings of the study revealed that there is a negative relationship between the
accidents and safety culture in the three firms engaged in the apparel industry. The
results of univariate analysis indicated that the level of accidents was moderate in
general.

The findings and information gathered in this study could be used for further
research, which will assist in many ways to improve the safety culture and reduce
accidents in the apparel industry in Sri Lanka.

Keywords: Accidents, Acquire, Apparel Industry, Develop, Retain, Safety Culture

a
Perera.G.D.N., Lecturer, Dept.of Human Resources Management, University of Sri Jayewardenepura,
(Sri Lanka),Tel:+94-11-2802010 Fax:+94-11-2803653, dinokanp@yahoo.com
 ICBM – 2006, University of Sri Jayewardenepura, Sri Lanka

A Study of Human Resource Development for Middle and Higher

Level Employees in the Food Industry to Enhance Productivity and
Competitiveness in Thailand
Suwannathep S a,11 Arpanutud P b12 and Kiratipiboon S c13

Abstract
The food industry, in this paper, is defined as the process of transforming agricultural
raw material into semi-finished or finished products with longer shelf-lives for further
processing or for consumption. The food industry is a labor intensive industry. The
majority of the workforce or about 73 percent are unskilled labors working on
production lines. Few are middle and higher level employees working in maintenance,
quality control, and research and development. The demand for middle and higher
level workforce working in value chain primary function has increased with the growth
of the food industry, and one of the measures to increase competitiveness is to increase
the skills and knowledge or competency of these employees. The core competency of the
middle and higher level employees required for working in the primary four functions
of the value chain of the food industry (research and development, production, quality
control, and marketing) can be classified into two categorie:
a) General competency refers to skills and knowledge required for all who are working
in any functions of the value chain in the food industry.
b) Specific Competency refers to skills and knowledge required for those who are
working in any particular function of the value chain in the food industry.
The study found that there were gaps between the required competencies and existing
competencies, the general competency gaps which urgently need filling are skills and
knowledge in quality control, quality assurance, and food safety regulations; in
agriculture basis; and English. Moreover, the specific competency gaps to be filled are
as follows: for research and development, key functions concern biotechnology,
nutrition, and packaging development; for production, key functions concern business
and environment management. This study proposes three strategies for developing the
quality of middle and higher level employees working for the food industry, namely, a
strategy of collaboration between education institutions and industry, a strategy of
enhancing potential and expertise in education institutions, and a strategy of workforce
development.

Keywords: Food Industry

a
Prof.Suwannathep S, Dean, School of Liberal Arts, King Mongkut’s University of Technology
Thonburi (Thailand), Tel: +66-2-470-8701 Fax: +66-2-428-3375, sasitorn.sin@kmutt.ac.th
sasitorns@yahoo.com
b
Prof. Arpanutud P, Vice President for Academic Affairs, Songkhla Rajabhat University (Thailand),
Tel:+ 66-7-433-6933 Fax:+ 66-7-432-4221 , pornlert_a@yahoo.com
c
Prof. Suwimon Kiratipiboon, Senior Lecturer, Chulalongkorn University (Thailand), Tel: +66-2-282-
0904, suwinom.k@chula.ac.th