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The impact of the grievance management on perceived job performance of employees in garment industry in Sri Lanka

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dc.contributor.author Kalyani, LD
dc.date.accessioned 2018-05-21T14:40:30Z
dc.date.available 2018-05-21T14:40:30Z
dc.date.issued 2013
dc.identifier.uri http://ir.kdu.ac.lk/handle/345/1206
dc.description article full text en_US
dc.description.abstract An effective grievance management procedure is essential for enhanced employees work performance and organizational productivity. Grievance administration is important machinery which enables organizations or companies to deal with matters that may affect the achievement of organization or company objectives. This paper attempts to show the relationship between three selected grievance management aspects such as organizational aspect, informational aspect, human aspect and perceived job performance of shop floor employees in large scale garment industries. According to Gantz and Whitehead, 1982, Lewin, 1983, Monappa, 2007, Ichniowski, 1986 Rahim, Manager & Shapiro, 2000, Mamoria, 1991, Rose, 2004, Salmon, 2000, grievance management was impacts on employees job performance. Therefore, the research problem which is being addressed as; investigate the extent to which grievance management affected job performance of shop floor employees in large scale garment factories in Sri Lanka. The hypotheses were developed as follows: H1- There is a positive/negative relationship between organizational aspect and job performance, H2-There is a positive/ negative relationship between informational aspect and job performance, H3-There is a positive/ negative relationship between human aspect and job performance. This study is identified as a correlation study. The strength and direction of relationship among variables were examined through testing the hypotheses. Research setting for this study was the large scale garment industries of Sri Lanka in the Western province. Unit of analysis was at individual level of the shop floor employees. A sample size was 237 shop floor employees from ten large scale garment industries. The questionnaire for the shop floor employees was distributed according to convenience sampling. A questionnaire with total of 39 items in Sinhala was designed by the researcher based on already established instruments to gather data for study variables. Data analysis was done using the software SPSS version 17.0. Univariate, Bivariate and Multivariate analysis were carried out. Hypotheses were tested using Correlation and Regression analysis. The results indicated that all the independent variables were positively and significantly correlated to the dependent variable of perceived job performance. Results regression showed that, organizational aspect and human aspect are strong predictors of perceived job performance. The finding of this study can be applied to develop new knowledge in the discipline of grievance management, improve policy and strategic development to Human Resources Management and organizations in grievance management, enhance the employee and employer relationship and maintain quality of work life for employees, Increase job satisfaction of employees through grievance management and reach the organizational goals with increasing the job performance of shop floor employees of large scale garment factories. en_US
dc.language.iso en en_US
dc.subject perceived job performance en_US
dc.subject organizational aspect en_US
dc.subject informational aspect en_US
dc.subject human aspect en_US
dc.title The impact of the grievance management on perceived job performance of employees in garment industry in Sri Lanka en_US
dc.type Article Full Text en_US
dcterms.bibliographicCitation Kalyani, L. (2013). The impact of the grievance management on perceived job performance of employees in garment industry in Sri Lanka. In KDU International Research Symposium Proceedings (pp. 416–423). General Sir John Kotelawala Defence University. https://doi.org/http://ir.kdu.ac.lk/handle/345/1206
dc.identifier.pgnos 416-423 en_US


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