Abstract:
In the scenario of continuous discussions on challenges faced by the apparel industry in Sri Lanka,
Human involvement has significant importance and a human element is yet to be considered as
the most important factor in any organization. The apparel industry in Sri Lanka is facing several
human resource problems due to poor management of human resources, such challenges as high
labor turnover due to job dissatisfaction, absenteeism, poor product quality due to lack of training,
etc. This has made a huge barricade to minimize the effort of achieving organizational objectives
in the apparel industry. All the categories of human resources have a significant role to play in
maintaining the highest labor productivity in this sector.
However, the available literature does not provide sufficient empirical evidence with regard to the
impact of factors on the job performance of executive and non-executive employees in this industry
in Sri Lanka. Therefore, this study empirically investigated five variables, which could influence
the job performance of the executive and non-executive employees in the apparel industry in
the Western Province in Sri Lanka. The data were collected from a randomly selected sample of
350 executive employees and non - executive employees in the apparel industry by administrating
a structured questionnaire, which consisted of 65 questions/ statements with a 5-point scale. The
data analyses included the univariate, bivariate, and multivariate analyses.
The findings of the study are that Organizational Commitment, Motivation, Salary, and Benefits,
Working Environment/Working condition and Working relationships are positively and strongly
correlated with Job satisfaction of executive and non-executive employees while Motivation and
working relationship have a significant impact on Job Satisfaction of employees. A strong and
positive significant relationship exists between job satisfaction and job performance in both
categories of employees. It is concluded that among the five factors, Motivation and working
relationships should be considered in enhancing the performance of executive and non-executive
employees in this industry. However, the behaviors of factors among executive and non-executive
employees are divergent in nature.
Key words: Organizational Commitment, Motivation, Salary/ Benefits, Working
Environment/Working condition, Working Relationships, Executive/Non-executive, Job
Satisfaction, Job Performance
