http://repository.rjt.ac.lk/handle/123456789/4840 Mon, 13 Apr 2026 00:35:57 GMT 2026-04-13T00:35:57Z http://repository.rjt.ac.lk/handle/123456789/7719 A STUDY OF FACTORS AFFECTING TO INTENTION TO TURNOVER OF THE SALES AGENTS AT SRI LANKA INSURANCE CORPORATION LTD: WITH REFERENCE TO NORTH CENTRAL BRANCHES Karunarathna, W.M.G. ABSTRACT Employees are the most important asset of an organization. Therefore the management of the organizations must aware of and make solutions for the problems incurred due to employee turnover. Statistics of Insurance Board of Sri Lanka (IBSL) shows that when comparing to the data of 2016, total sales agents in insurance industry were reduced in 2017 at North Central province. The insurance sales agents are the intermediaries between the company and the customers. The insurance companies financing large amount of money for recruiting, training and retaining of their sales employees. Hence study of factors affecting to intention to turnover of the sales agents in insurance companies is important to the insurance industry. This study is based on the data from North Central branches of the Sri Lanka Insurance Corporation Ltd. The main objective of this research is to identify the influence of seven factors namely, immediate supervisor support, nature of the carrier, skill development, unionization, remuneration, environment of the work place and Geo-demographic factors to the intention to turnover of the sales agents at North Central branches of Sri Lanka Insurance Corporation Ltd. The independent variables were Immediate Supervisor support. Nature of the Carrier, Skill Development, Unionization. Remuneration and Environment of the workplace and the dependent variable was Turnover intention. This study was conducted with an empirical survey which was thoroughly conducted using a questionnaire and the sample consisted of 168 sales agents in North Central branches of SLIC. Mean, standard deviation, t-test, ANOVA, Pearson correlation and regression analysis were used in statistical analysis. The findings indicated that there were Negative relationships between Turnover intention and all the key independent variables such as Immediate Supervisor support. Nature of the carrier. Skill Development. Unionization. Remuneration, and Environment of the work place.According to the results of the Multiple Regression Analysis, the model was accepted by 40.007% ANOVA value where all the independent variables were significant. Marital status and the monthly income of the respondents were significantly effect to the Turn over intention 111 Table of Contents Sun, 01 Jan 2017 00:00:00 GMT http://repository.rjt.ac.lk/handle/123456789/7719 2017-01-01T00:00:00Z http://repository.rjt.ac.lk/handle/123456789/7718 Relationship of Organizational Climate on Turnover Intension of Employees in a Medium Scale Apparel Sector Organization with Reference to Sumithra Group of Companies ABSTRACT Apparel sector generates an income of USD 538bilIion as the 2014 Central Bank of Sri Lanka report. Apparel sector is the highest income generator of the country; Textile Industry provides 33% of employment in the manufacturing sector as per the Board of Investment of Sri Lanka. However today the apparel sector faces a major challenge due to high labor turnover. Human capital is a very important factor in the apparel sector. Having one operators less in the production line could bring the entire line in to a production halt. Managers of the apparel sector industries are trying their best to increase the recruitment and labor retention. Thereofore it was important to investigate the reasons why people leave. The researcher's intention was to find out why people intend to leave rather than why people have left the organization. Aim of the study was to examine how the Organization Climate effect on the labor turnover intention of the employees of medium scale apparel sector organizations in Sri Lanka with reference to Sumithra Group of companies. Five organizational climate dimensions were chosen for this study, namely, structure, responsibility, rewards, conflicts and standards. In this respect, significant findings have been collected through a structured questionnaire using 477 respondents covering all managerial and non-managerial employees of the Sumithra Group of Companies. Study resuhs revealed that 40% of the labor turnover intention is explained by the organization climate of Sumithra Group of Companies. The organizational climate had a significant negative correlation with employees' intention to leave of the organization. Out of the five organizational climate dimensions four dimensions (Structure, Reward, conflicts, standards) had significant negative correlations with turnover intention of employees. Meanwhile only Responsibility did not show a significant correlation with turnover intention of employees. According to the study results it is concluded that a good organizational climate could reduce the labor turnover intention among employees. Sun, 01 Jan 2017 00:00:00 GMT http://repository.rjt.ac.lk/handle/123456789/7718 2017-01-01T00:00:00Z http://repository.rjt.ac.lk/handle/123456789/7717 Relationship of Organizational Climate on Turnover Intension of Employees in a Medium Scale Apparel Sector Organization with Reference to Sumithra Group of Companies Naotunna, Kaushalya ABSTRACT Apparel sector generates an income of USD 538bilIion as the 2014 Central Bank of Sri Lanka report. Apparel sector is the highest income generator of the country; Textile Industry provides 33% of employment in the manufacturing sector as per the Board of Investment of Sri Lanka. However today the apparel sector faces a major challenge due to high labor turnover. Human capital is a very important factor in the apparel sector. Having one operators less in the production line could bring the entire line in to a production halt. Managers of the apparel sector industries are trying their best to increase the recruitment and labor retention. Thereofore it was important to investigate the reasons why people leave. The researcher's intention was to find out why people intend to leave rather than why people have left the organization. Aim of the study was to examine how the Organization Climate effect on the labor turnover intention of the employees of medium scale apparel sector organizations in Sri Lanka with reference to Sumithra Group of companies. Five organizational climate dimensions were chosen for this study, namely, structure, responsibility, rewards, conflicts and standards. In this respect, significant findings have been collected through a structured questionnaire using 477 respondents covering all managerial and non-managerial employees of the Sumithra Group of Companies. Study resuhs revealed that 40% of the labor turnover intention is explained by the organization climate of Sumithra Group of Companies. The organizational climate had a significant negative correlation with employees' intention to leave of the organization. Out of the five organizational climate dimensions four dimensions (Structure, Reward, conflicts, standards) had significant negative correlations with turnover intention of employees. Meanwhile only Responsibility did not show a significant correlation with turnover intention of employees. According to the study results it is concluded that a good organizational climate could reduce the labor Sun, 01 Jan 2017 00:00:00 GMT http://repository.rjt.ac.lk/handle/123456789/7717 2017-01-01T00:00:00Z http://repository.rjt.ac.lk/handle/123456789/6959 OWNER’S RISK ATTITUDE, RISK MANAGEMENT AND BUSINESS PERFORMANCE OF SMES IN SRI LANKA WITH SPECIAL REFERENCE TO NORTH CENTRAL PROVINCE Bandara, A.A.D.P. Sun, 01 Jul 2018 00:00:00 GMT http://repository.rjt.ac.lk/handle/123456789/6959 2018-07-01T00:00:00Z