Human 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.
A 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.
Presenteeism 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, Workload
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