OTHM LEVEL 7 DIPLOMA IN STRATEGIC MANAGEMENT AND LEADERSHIP | ASSIGNMENT BRIEFS

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Learner Name Nadhiya Pushkaran

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Qualification Title DIPLOMA IN STRATEGIC MANAGEMENT AND LEADERSHIP
Unit Reference No. J/616/2726
Unit Title Advanced Business Research Methods
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Date: 07th June 2021      Date:      
 Assessment Marking Sheet
OTHM Level 7 Diploma in Strategic Management and Leadership (RQF)
Advanced Business Research Methods (J/616/2726)
(Please tick the appropriate Box)

Learner OTHM Registration Number Pass

Final Result
Refer

Pass Grading Criteria

Learning Outcome Assessment Criterion Pass/refer Assessor comments
1. Be able to 1.1 Appraise business research problems.
develop 1.2 Develop and justify appropriate research aims and
research objectives within a defined scope and timeframe.
approaches in a 1.3 Critically explore, select and justify research
business and approaches.
economics
context.
4. Be able to 2.1 Critically analyse different theoretical approaches to a
critically review research problem.
literature on a 2.2 Create a structured and thorough critical literature
business review.
research topic.
7. Be able to 3.1 Critically evaluate relevant research methodologies to
design business reflect the research objectives.
research 3.2 Design an appropriate methodology in terms of the
methodologies. research objectives for a defined population.
3.3 Justify the methodology selected in terms of the
research objectives within agreed ethical guidelines.
10. Be able to 4.1 Create a research question, literature review and
develop and methodology.
present a 4.2 Propose techniques for use with quantitative and
research qualitative data collection and analysis.
proposal. 4.3 Present the proposal using suitable methods.

Overall Assessor Comments

 ADVANCED BUSINESS RESEARCH
METHODS

Factors Influencing Loyalty of the Employees Towards

Organizations Limited to Insurance Companies

Student
Nadhiya Pushkaran

OTHM LEVEL 7 DIPLOMA IN

STRATEGIC MANAGEMENT
AND LEADERSHIP
CONTENT

1. INTRODUCTION.................................................................................................................6
1.1 Research Background...................................................................................................6
1.2 Research Problem.........................................................................................................6
1.3 Research Objectives.....................................................................................................7
1.3.1 Specific Research Objectives................................................................................7
1.3.2 Recommendations.................................................................................................7
1.4 Research Questions......................................................................................................7
1.5 Significance of Research..............................................................................................8
2. LITERATURE REVIEW......................................................................................................8
2.1 Introduction..................................................................................................................8
2.2 Remuneration Package.................................................................................................9
2.3 Career Growth..............................................................................................................9
2.4 Work Environment.....................................................................................................10
2.5 Employee Loyalty......................................................................................................11
2.6 Conclusion..................................................................................................................12
2.7 Conceptual Framework..............................................................................................12
2.8 Hypothesis..................................................................................................................13
3. RESEARCH METHODOLOGY........................................................................................13
3.1 Research Philosophy, Approach, Strategy, Choice and Time Horizon.....................13
3.2 Data Source and Collection........................................................................................13
3.3 Data Sampling............................................................................................................14
3.4 Data Collection Instrument........................................................................................14
3.5 Operationalization......................................................................................................14
3.6 Data Analysis.............................................................................................................15
3.7 Reliability...................................................................................................................15
3.8 Data access.................................................................................................................15
3.9 Validity.......................................................................................................................15
3.10 Generalizability......................................................................................................16
3.11 Ethical Consideration.............................................................................................16
3.12 Delimitation............................................................................................................16
4. APPENDICES.....................................................................................................................17
4.1 Research Questionnaire..............................................................................................17
4.2 Time Frame................................................................................................................19
4.3 Reference....................................................................................................................19
1. INTRODUCTION

1.1 Research Background

According to the strategic human resource aspect, human resource is considered as the
most important asset of an organization. The human resource is the employees that a
company has. Employee retention is a vital phenomenon in today’s business
environment and it has become a vital issue and challenge to all the organizations
nowadays. The number of workers leaving the organizations is more than workers
joining the organization. The war of talent will start in the near future because of the
lack of labour (Holland et.al 2007). As per above statement by Holland retaining
talented workers is very important to the organization but it is a challenge due to lack
of labour. This is a exact interest for Insurance Sector organizations too. Therefore it is
important to recognize how to avoid future employee losses successfully (Samuel and
Chipunza 2009)

1.2 Research Problem

There are various studies that has been conducted in measuring the factors influencing
employees’ loyalty towards the association in countries like Vietnam, India,
Bangladesh, Iran, Malaysia and Saudi Arabia. There are studies that has been
conducted to measure the relationship between certain factors and worker loyalty in
various industries. There are researches conducted in Sri Lanka on employees’ loyalty
that affects performance and job contentment. And a particular research that has been
conducted under the name of “An Investigation of the worker Satisfaction and
Organizational Commitment on worker Job Retention in Selected Insurance
Companies in Sri Lanka. But there is no research done in the Insurance Companies in
Colombo Sri Lanka to identify the factors influencing Employees’ loyalty towards
organization. Employees of insurance company has been chosen to conduct this
research since the researcher was an employee and the researcher is interested to
identify the factors that will influence the loyalty of them towards the organization.
Insurance Companies in Colombo are chosen because, the employee turnover rate in
Insurance Companies are high also the researcher has somewhat access to those
professionals and data collection would be much easier.
1.3 Research Objectives

The main investigate objectives to identify which factors affect loyalty of workers
which leads good workers to leave the Organization and to help the management to
take necessary corrective action to mitigate those factors. Identify the relationship
between and Employee loyalty.

1.3.1 Specific Research Objectives

1. To assess the relationship between Remuneration package and Employee

loyalty
2. To assess the relationship between Career growth and Employee Loyalty
3. To assess the relationship between Work environment and Employee Loyalty

1.3.2 Recommendations

1. To make recommendation to retain good employees of the organization by

adjusting certain policies and protocols of the organization.

2. To be the aid to the other researchers to study the subject more in depth and
students to have a basic understanding towards loyalty.

1.4 Research Questions

A. Is there any relationship between Remuneration package and employee loyalty?

B. Is there any relationship between Career growth and employee loyalty?
C. Is there any relationship between Work environment and employee loyalty?
 1.5 Significance of Research

This study will help to address the gap in the literature in insurance companies in Sri
Lanka. Findings of this study will help to identify whether there is a relationship
between the selected factors and loyalty of Employees towards organization. Also it
will identify which factor affects the most the loyalty of Employee, therefore
Insurance Companies can take necessary corrective actions to prevent them. in
addition other organizations will also benefit from the results of this research to
evaluate the factors that affect workers and what their level of loyalty is to the
organization, thus solving the problems and drawbacks of their strategies to satisfy and
retain the employees. Finally, this research helps to bridge the gap in Human Resource
Management literature about the relationship between worker job satisfaction and
organizational commitment on employee retention in insurance industry.

2. LITERATURE REVIEW

2.1 Introduction

This chapter carries out a comprehensive review of the factors that influence the
employee loyalty towards the organization. The review will act as one of the vital
prerequisites for conducting the structural research. A detailed review of the prior
research in the related fields not only assists in identifying the research gaps, but also
helps in formulating the hypotheses and identifying the independent variables related
to them.

2.2 Remuneration Package

This chapter carries out a

comprehensive review of the
background literature per-
taining to social sustainability and
the ways in which social
sustainability in the
supply chain has been perceived and
practised. The review will act as one
of the
vital prerequisites for conducting the
structural research.
This chapter carries out a
comprehensive review of the
background literature per-
taining to social sustainability and
the ways in which social
sustainability in the
supply chain has been perceived and
practised. The review will act as one
of the
vital prerequisites for conducting the
structural research.
chapter carries out a comprehensive
review of the background literature
per-
taining to social sustainability and
the ways in which social
sustainability in the
supply chain has been perceived and
practised. The review will act as one
of the
vital prerequisites for conducting the
structural research. A detailed review
of
the prior research in the related fields
not only assists in identifying the
research
gaps, but also helps in formulating
the hypotheses and identifying the
independent
and dependent variables related to
them.
 The perception of a good remuneration package depends on number of things
including the abilities and responsibilities required for the work, the time and energy
put in, as well as how the pay benefits match up to to what others receive for similar
work.

According to Mondy (2014) the total remuneration of all rewards is provided to

employees in return for the services. This includes the salary commission bonus and
allowance provided to the employee. Sindik (2011) says if a company wants to
motivate workers with salary and rewards, it would certainly should have a fair reward
system, stimulating and punishment, otherwise it can cause distortion of human
relations in the company. Motivated and satisfied workers retain longer in an
organization, their commitment towards the organization is higher comparing to new
or workers with short tenure period. When employees feel that they are not paid
sufficient remuneration for the contribution given by them to the organization will lead
to demotivation and resignation. workers will start looking for new employment to
gain much rewards for the effort they put in.

In order to motivate a worker to be satisfied and to be loyal, the organization must

provide an extra perk to the performers. The fixed salaries only does not motivate an
employee to work more than the average, when there is a fixed salary to all the
employees it will create conflict in between employees working better and worse,
employees who are above average capable and motivated to work often leave from
such companies because their fixed salary does not provide sufficient satisfaction, they
are aware that somewhere they maybe can be paid a lot more for their efforts and work
(Tippet and Kluvers, 2009).

2.3 Career Growth

Career growth is an identification and motivation to the employees who perform well
in the organization. According to Allen & Tuselman (2009) another way for
organisations to encourage loyalty in their workers is through offering prospective
careers such as promotions in the near future. In their research, Allen and Tüselman
(2009) found that a worker who feel dissatisfied with their current situation could still
remain loyal to their company if there are opportunities for them to be promoted.
 Creating a proper career path through training and developing employees to reach that
path is one of the responsibilities of the employer, performers must be identified and
recognized through performance appraisal in order to retain them in the organization.
Apparently, lack of career growth and opportunities for promotion were key aspects
associated with employee turnover (Ineson&Berechet, 2011), indicating poor
employee loyalty. Abdullah et al. (2009) confirmed that opportunity for career growth
has increased the tendency of employees to become loyal to the organization. It
implies that the employees feel they have future endeavour with the organization.
Therefore, career growth is seen as an important determinant in assessing employee
loyalty.

2.4 Work Environment

Work environment is a significant factor that makes decisions. Work environment

includes all the features about the job such as all the amenities for doing the job,
comfortable place of work and ventilation, safety workspace, and the degree of noise.
A positive work environment is always filled with fun, friendship affection between
workers together; recognition and encouragement. A positive work surroundings will
always increases job satisfaction and worker loyalty towards the organization. It is
shown that work surroundings is a critical factors in determined the level of worker
job contentment (Chang et al., 2010; Jun et al., 2006).

According to Al-Anzi (2009) a proper work surroundings is regarded as a healthy

workplace and it helps in examining specific perceptions of employees towards the
work space. workers must have a comfortable work station or a place to work. All the
infrastructures to do the job must be provided in order to work peacefully. Different
office designs and arrangements also directly affect the mood and attitude of
employees to perform in their job (Hughes, n.d. as cited in Al-Anzi, 2009). Relaxing
and ergonomic office design is one of the ways to motivate employees’ to increase
their performance substantially, and also affects the job performance and loyalty
towards an organization. Past study has shown that employees are likely to be unhappy
with work environment, thus resulting in low level of loyalty in organization. Working
in a space less workplace without proper infrastructure with a bad environment will
mentally and physically effect employees which leads to demotivation and disloyalty.
 Denison argues that culture refers to the underlying values, beliefs and values that
serve as a foundation for an organisation's management system as well as the set of
management practices and behaviours that both exemplify and reinforce those basic
principles. Corporate culture is a soul part of firm, creating distinctive characteristic
for firm and be able to make difference with others. Corporate culture is product of all
employees and adapts need of a sustainable value. Corporate culture makes a common
belief and be motivation for loyalty, pushing up employees to gather for an overall
objective of firm. It is also very important for leadership and management to listen to
more ideas about how to do the job, trust employees, and exchange ideas before
making a decision on the job so that workers highly aware their roles at work. Their
contributions within the enterprises, promoting work inspiration, long-term loyalty to
the organization, helping employees all create more contributions to the organization.

2.5 Employee Loyalty

Employee faithfulness or commitment to company is not about the name of the

company or status of the company or in which position that the company in the market
but it is purely on how company treat its workers. Employee loyalty is considerable
when employees believe that they have no regrets for working in the company, and
they consider it as the best choice for them (Loyalty Research Center, 2002). Vince
(2005) had stated that employers should understand employees’ needs, as it could
cultivate worker loyalty towards the company. Workers are the most determinant and
most important factor that determine the success of the company in competitive and
dynamic surroundings (Kennedy and Diam 2010, Molina and Ortega 2003, Chapman
2009). In above statements from Vince (2005) and Kennedy and Diam (2010), Molina
and Ortega (2003) it is understood that the employees of a company is the great asset
that must be looked after correctly for the success of the business. Workers are not like
machines and they have feelings and expectations it is not possible to get work done
through them like getting work done through machines. workers expect something in
return for the effort they put in order to retain the company in future, therefore it is
very important that employers must understand the needs and feelings of workers and
fulfilling them in order to obtain their commitment or loyalty towards the company.
 According to Sirin and Sirin (2013) Organizational commitment is thought to be a
significant part of the psychological condition of the workers, including the attitudes
they generalize towards their organization. Those workers with a higher degree of
emotional commitment are more likely to continue working for the company
voluntarily and eagerly because they feel integrated within the company and identify
with the norms and values of the company (Nagar, 2012). Highly committed workers
are going to be identified with the goals and values of the company, features a stronger
desire to belong to the organization; and is willing to display greater organizational
citizenship performance that is a willingness to go over and beyond their required job
duties. There are various researchers that have been done worldwide based on
different companies and conditions about the impact of worker job satisfaction and
organizational commitment on employee retention.

2.6 Conclusion

From the above research reviews the authors from their studies says that there are
certain factors positively associated with employee loyalty. The factors are
remuneration package, career growth and Work environment. From the articles it is
concluded that “Employee loyalty cannot be taken for granted it must be frosted and
cultivated”.

2.7 Conceptual Framework

The theoretical structure was adapted from the study conducted in Vietnam on Factors
influencing the Organizational loyalty of workers by Ngoc Thanh Trinh (Brian). This
framework will be modified to Sri Lanka circumstance.

Independent Variable Dependant Variable

Remuneration Package Ha1

Employee’s Loyalty
Career Growth H 2
a towards the Organization

Working Environment
Ha3
 2.8 Hypothesis

H01 There is no relationship between Remuneration package and employee loyalty

Ha1 There is a relationship between Remuneration package and employee loyalty

H02 There is no relationship between Career growth and employee loyalty

Ha2 There is a relationship between Career growth and employee loyalty

H03 There is no relationship between Work environment and employee loyalty

Ha3 There is a relationship between Work environment and employee loyalty

3. RESEARCH METHODOLOGY

3.1 Research Philosophy, Approach, Strategy, Choice and Time Horizon

As Johnson and Clark (2006) note, as business and management researchers we need
to be aware of the theoretical commitments we make through our choice of investigate
strategy since this has important impact not only on what we do but we understand
what it is we are investigating. Therefore, this study is positivism as the researcher will
be trying to find the answer by the philosophical stance of the natural science by
Survey Strategy using questionnaires. Approach of the research will be deductive and
methodological will be Mono method quantitative. This research will be a descriptive
research, because the researcher will be collecting data of employees to understand
their profiles and the factors influencing loyalty towards the organization. The
research will be cross-sectional, because we recognise that most research projects
undertaken for academic courses are necessarily time constrained (Bryman, 2012).

3.2 Data Source and Collection

Sample for this study is all the employees in the Insurance Companies in Colombo,
data will be collected by a structured questionnaire with the topic of ‘Factors
Influencing Loyalty of the employees’ towards Organizations’. Both online survey
through survey monkey and hard copies will be circulated for those who are unable to
do it through online. There are 13 structured questions under three independent
variables that is remuneration package, career growth, Work Environment.
3.3 Data Sampling

According to Insurance Regulatory Commission of Sri Lanka (2020), there are 27

Insurance Companies in Colombo Sri Lanka, and total employees working in those
Insurance companies are around 4234 which will be taken as the total population. The
sample applicable for this study will be 351 as per Morgan’s table, assuming a sample
error of 0.5 and with the confidence level of 95%.

3.4 Data Collection Instrument

To ensure the reliability and the validity of the data collection, the questions will be
structured in a simple and understandable manner – using Likert Scale. To check the
consistency of the questionnaires it will be given twice to 4 people selected from the
sample with an interval of 4 days to see the reliability of the questionnaire and further
if needed, questionnaire will be refined and modified accordingly.

3.5 Operationalization

Concept Variables Indicators Question

Salary Q2
Remuneration package
influencing Employee Commission Q3
loyalty towards the Remuneration
organization limited to Package
insurance Companies Bonus Q4
in Colombo
Allowance Q5

Promotion Q6
Career growth
influencing Employee Training &
Q7
loyalty towards the Development
Career Growth
organization limited to
Rewards & Recognition Q8
insurance Companies
in Colombo
Performance appraisal Q9
Work Environment
Work Environment Organization Culture Q10
influencing Employee
 Leadership &
Q11
loyalty towards the Management
organization limited to
Working condition Q12
insurance Companies
in Colombo
Company Policy Q13

3.6 Data Analysis

Data collected will be brief in the data sheet and average for each variable will be
formulated through SPSS software and hypothesis will be tested using correlation
analysis.

3.7 Reliability

The study will be conducted at a selected organization. However, the challenges being
identified and factors being assessed are common for employees. Respondents will be
provided the assurance on confidential use of the provided information only for the
stated purpose. If required, participants will be given the opportunity to provide
feedback through hard copies that does not disclose their identification.

3.8 Data access

Researcher will be collecting lists of employees with their email addresses from each
insurance companies through the help of the HR Managers of the organization, then
Close ended questionnaires will be provided to the employees who are selected
randomly from the provided list. Surveys online link will be emailed to employees
who are accessible.

3.9 Validity
 The validity of the data collection selecting relevant content of questionnaires
discussed with supervisor. And valid sample would be selected relevant to the research
objectives and valid methodology has to be chosen to analyse the data.

3.10 Generalizability

While the research cannot be conducted to the whole population of the insurance
organizations the researcher generalizes the factors that influence employees loyalty
toward the organizations based upon the response received from the sample population

3.11 Ethical Consideration

The topic of this research is ethical since it is a topic to find out the factors influencing
employee’s loyalty towards organization, it doesn’t hurt or harm any person. When
conducting this study following ethics will be taken into consideration; that is
participants prior permission will be taken and will be given the freedom of choosing
whether to participate in the research or not, according to Rosnow, R. (2005),
participants consent is very significant therefore an explanatory information will be
included at the start of questionnaires.

Further survey will be designed in a manner which doesn’t hurt/harm participant

psychologically. To maintain confidentiality and privacy collected data will be kept
anonymously since the online survey will be distributed via survey monkey.

The author will ensure that the collected data will be used only for this investigate and
will not be published for any other study. Sample population for this study is
employees therefore author will not be considered children, elderly people and
differently abled people for data collection for this study

3.12 Delimitation

The employee loyalty is influenced by many factors, but in this research, author will
be focusing only on three variables taken into consideration for evaluation that is
 Remuneration package, Career development and Working Environment due to time
limit, accordingly the employee’s loyalty survey will be limited to the scope of work-
related issue. Also the study will be conducted in Insurance Companies based in
Colombo only with a limited number of respondents due to restricted time and budget.
Further delimitation is that often workers are unaware of their loyalty towards the
company and may unintentionally answer wrong when filling the survey
questionnaire.

4. APPENDICES

4.1 Research Questionnaire

FACTORS INFLUENCING EMPLOYEE’S LOYALTY TOWARDS THE

ORGANIZATION

Respondents are anonymous and information about individual answers will not be reported.
Please carefully read these instructions before completing the questionnaire.

Dear Respondent,

As a part of Research Project for my Postgraduate Diploma Strategic Management and

Leadership, this research is conducted by student Nadhiya Pushkaran for her Diploma to find
out the factors influencing employees loyalty towards the organization who are employed at
Insurance Companies in Colombo, Sri Lanka.

This is study is intended for educational purpose only not for any commercial purposes. The
information gathered via this questionnaire will be kept confidentially and used only for this
study. Also information will be kept anonymously.

If you have any questions or queries with regard to this questionnaire or the research in
general, please contact me at the following details.

Nadhiya Pushkaran, nadhiyapushkaran@gmail.com, +971 581 950 480

Please tick the correct answer

1.Below components of Remuneration package, career growth and Working Environment has
directly influenced my loyalty towards the organization.
 Strongly Disagre Neutra Strongly
  Disagree e l Agree agree
Employee Loyalty
1. I am Loyal towards the organization I am
employed at
Remuneration Package          
1.My salary is influencing my loyalty
towards the organization.          
2.my commission influencing my loyalty
towards the organization          
3.The annual bonus is paid is influencing my
loyalty towards the organization.          
4.The allowance is influencing my loyalty
towards the organization.          
Career Growth          
5.The promotion offered by the organization
is influencing my loyalty towards the
organization.          
6. The Training and Development offered by
the organization is influencing my loyalty
towards the organization.          
3. Rewards and recognition offered by the
organization is influencing my loyalty
towards the organization.          
4.The performance appraisal conducted is
influencing my loyalty towards the
organization.          
Work Environment          
1.The organization culture of the
organization, influencing my loyalty towards
the organization .          
2. The leadership and management
influencing my loyalty towards the
organization.          

3.My work environment is influencing my

loyalty towards the organization.          

4.The company policies are influencing my

loyalty towards the organization.          
 4.2 Time Frame

Gantt Chart
Completed To be completed
1st Week 3rd Week 6th Week 9th Week 11th Week13th Week15th Week17th Week
1 Identify Research Area
ForumulateResearch
2 Formulate ResearchStrategy,
Questions
3 Research design and sleect methods
4 Prepare Proposal Presentation
5 Prepare Research Proposal
6 Literature Review
7 Questionnaire Desinging & Testing
8 Data Collection
9 Data Analysis
10 Writting Conclusion
11 Finishing the First Draft
12 Addressing feedback
13 Completing the Survey

4.3 Reference

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York: Wiley.

Abdullah, R., Karim, N. A., Patah, M. O. R. A., Zahari, H., Nair, G. K. S. &Jusoff, K.
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Valley, Malaysia. International Journal of Business and Management, 4(10), 152-160.

Allen, M. &Tüselman, H.J. (2009). All powerful voice? The need to include ‘Exit’,
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Al-Anzi, N. M. (2009). Workplace environment and its impact on employee

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Bartlett, K. R., & Kang, D. S. (2004). Training in organizational commitment in

response to industry and organizational change in New Zealand and the United States.
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Chang C., Chiu C. and Chen A. C. 2010. The effect of TQM practices on employee
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Hewitt Associates. (2004). Employee engagement higher at double digit growth

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Hughes. (n. d.). Predictors of job satisfaction and organizational commitment. Journals
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Ineson, E. M., & Berechet, G. (2011) Employee loyalty in hotels: Romanian

experiences. Journal of Human Resources in Hospitality & Tourism, 10(2), 129-149.

Jun, M. and Cai, S., and Shin, H. 2006. TQM practice in maquiladora: Antecedents of
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Kennedy, E, Dalm, T. U (2010), A Strategy to Assist Management in Workforce

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Loyalty Research Center. (2002). Definition of loyalty. Retrieved from

http://www.loyaltyresearch.com/media/thoughtperspectives/4.3.3%20Employee%20L
oyalty.pdf

Molina, J.A, Ortega, R (2003), Effects of Employee Training on the Performance at

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Mondy, R. Wayne dan Judy Bandy Mondy. Human Resource Management. Global
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Nagar, K (2012), Organizational Commitment and Job Satisfaction Among Teachers

During Times of Burnout, Research Journal, 37(2), 43-60.

Rosnow, R. (2005). Beginning behavioural research. New York: Pearson Prentice

Hall.

Saboori, S. (2014, July 6). Retrieved from http://www.managementportal.ir/2607. [In

Persian]

Samuel, M.O, and Chipunza, C (2009), Employee Retention and Turnover Using
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Sirin, H and Sirin, E.F (2013), Research on the Organizational Commitment of the
Instructors in Terms of Job Satisfaction, and Organizational Alienation: School of
Physical Education and Sports Sample: International Journal of Academic Research
5(3) 176-183

Tippet, J., & Kluvers, R. (2009). Employee Rewards and Motivation in Non Profit
Organisations: Case Study from Australia. International Journal of Business and
Management, 4(3), p7.
Trinh, N. (2014). Factors Influencing the Organizational Loyalty of Employees in
Vietnam. Maters. I-Shou University.

User, S. (2020). Insurance Companies - Insurance Regulatory Commission of Sri

Lanka. [online] Ircsl.gov.lk. Available at: https://ircsl.gov.lk/insurance-
companies.html [Accessed 5 Jul. 2021].

Vince, D. (2005). Cultivating employee loyalty. Retrieved from http://www.sgia.org/

feature_article/pdfs/employee_loyalty-DiCecco.pdf