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Gamage, Prasadini N.
- Multiplicity of Trade Unions: Issues and Challenges in Sri Lanka
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Authors
Affiliations
1 Dept. of HRM, Faculty of Comm. and Mgt. Studies, University of Kelaniya, LK
1 Dept. of HRM, Faculty of Comm. and Mgt. Studies, University of Kelaniya, LK
Source
Indian Journal of Industrial Relations: Economics & Social Dev., Vol 49, No 1 (2013), Pagination: 22-34Abstract
The history of trade unionism in Sri Lanka dates back to 1890s when the first formal organization of employees emerged. With the enactment of the Trade Unions Ordinance in 1935 employees got the opportunity to legally register their trade union. However, since then politicization and multiplicity have crippled the entire trade union movement. The author identifies the desire of the political parties to popularize their political agenda and the loopholes in the legal framework on trade unions as the two most significant causes for this situation. The evidence also proves that multiplicity is significant in the public sector than in the private sector. Multiplicity of trade unions also hampers the principle of collective bargaining as it reduces the trade union membership density.
- Organizational Justice and Organizational Commitment of Employees in Star Class Hotels in Sri Lanka: A Dimensional Perspective
Abstract Views :266 |
PDF Views:2
Authors
Affiliations
1 Department of HRM, University of Kelaniya, Kelaniya, LK
1 Department of HRM, University of Kelaniya, Kelaniya, LK
Source
Journal of Hospitality Application and Research, Vol 9, No 1 (2014), Pagination: 47-68Abstract
This paper attempts to identify the relationship between dimensions of Organizational Justice (OJ) and dimensions of Organizational Commitment (OC) of frontline employees in star class hotels in Sri Lanka. For the purpose of the study the researcher collected data from sample of 239 employees representing fifteen star class hotels located within Colombo City and Greater Colombo region by using a structured questionnaire.
According to the statistical results, the correlation between IJ and AC is stronger than between IJ and other dimensions of Organizational Commitment. The study further reveals that there are positive significant relationships between Procedural Justice and dimensions of Organizational Commitment: Affective Commitment, Continuous Commitment and Normative Commitment. The statistical results of the study revealed that the Procedural Justice has the highest impact on Affective Commitment and Continuous Commitment.
This paper provides further insight, for people who are responsible in handling employees as human resource managers of organizations, on how the perceptions and attitudes of employees affect organizational performance.
Keywords
Organizational Justice, Organizational Commitment.References
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