Prof. (Dr). Prasadini Gamage

In the contemporary business environment organizations have to carry out their business activities in more competitive way. One of the biggest challenges faced by the modern organizations is to gain competitive advantage over the other competitors in the market. To gain competitive success organizations utilize various resources such as economy of scale, natural resources , technology etc. But out of theses various resources human resource is unique due to its special characteristics. Today most of the organizations understand the importance of managing human resources effectively and efficiently to become successful. This study attempts to identify the impact of high performance work practices on behavioural outcomes of managerial level employees in three star class hotels in Sri Lanka. The sample of the study consists of 72 managers worked in five three star hotels located within Colombo District in Sri Lanka. The main objective of the study was to identify the relationship between bundle of High Performance Work Practices and Behavioral Outcomes ; Organizational Commitment, Ethical Behavior and Knowledge Sharing. The independent variable of the study , High Performance Work Practices consist of eight dimensions ; Selective Hiring, Extensive Training, Empowerment, Symbolic Egalitarianism, High Wages, Incentive based Performance Management, Promotions from within and Sharing of Information. Further the dependent variable behavioural outcomes was analyzed under three dimensions namely; Organizational Commitment, Knowledge Sharing and Ethical Behaviour of managers. Data were analyzed by using correlation coefficient technique and also regression analysis. To gather information a structured questionnaire was distributed among the respondents. The statistical results of the study showed that except Symbolic Egalitarianism all the other dimensions of the independent variable High Performance Work Practices have been adopted by three star class hotels in 1 Sri Lanka. The statistical results further revealed that there is a positive association between high Performance work practices and Behavioural Outcomes ; Organizational Commitment, Ethical Behavior and Knowledge Sharing of managers in three star class hotels in Sri Lanka.

This study empirically investigates the effectiveness of grievance handling and its impact on perceived industrial relations climate in ceramic tile manufacturing industry in Sri Lanka. The objectives of this study are first to identify the level of perceived trust among organizational members when grievance handling is effective and secondly to examine the level of perception of employees towards industrial relations climate when trust is built and thirdly to test the relationship between grievance handling and industrial relations climate and finally to identify the mediation effect of trust between grievance handling and industrial relations climate. The study was cross sectional in time horizon and unit of analysis was individual: executive level employees. The survey method was used in data collection and 7-point Likert type scale questionnaire was administered. The study population was limited to majorfirms in ceramic tile manufacturing industry in Sri Lanka and two major firms have been selected as the sample of the study using nonrandom sample techniques. The sample consisted of 48 executives of two firms. Industrial relations climate was assessed using 03 dimensions: employee-management understanding, cooperation and partnership. The effectiveness of grievance handling was analyzed using 04 characteristics: grievance policy, procedure, practice and perceived justice whereas mediating variable trust was assessed using 03 sub constructs: ability, benevolence and integrity. Findings revealed from multivariate analysis that grievance handling was positively related to perceived industrial relations climate and it was found to be significant predictor of IR Climate. Also grievance handling was positively related to trust among employees, unions and management and it was found to be significant predictor of trust. Trust was too found to be significant predictor of IR climate and there was a positive relationship between trust and IR climate.

This study examined the impact of levels of collective bargaining on perceived degree of labour management relationship (LMR) and bargaining scope of private sector firms in Sri Lanka. The sample of this study that was randomly selected contained twenty four private sector firms out of sample frame of 76 firms which formulated collective agreements with their clerical employees over three year period from 2003-2006. Out of 24 firms 12 were selected from firms which tailored collective agreements under firm level bargaining and the rest of 12 were selected from the firms which tailored collective agreements under industry level bargaining. The main objectives of this study were to identify the relationship between the levels of collective bargaining and the perceived degree of LMR, to find out the relationship between bargaining levels and bargaining scope and also to identify that what size of firms formulate majority of collective agreements related to clerical employees in Sri Lanka. In order to achieve the first objective of the study a questionnaire was sent to 192 middle and lower level managers of firms under study. LMR was measured by Opatha & Ismail (2002) revision of the perceived degree of LMR description questionnaire. Bargaining scope was measured by using a sheet contained of elements of bargaining scope adopted from Sloan & Witney (1995). The data obtained from respondents and collective agreements of firms under study were analyzed in an attempt to answer 3 main hypotheses dealing with bargaining levels, LMR , bargaining scope and also size of the firms. Collective bargaining was considered under two bargaining levels; firm & industry level. LMR was analyzed into five dimensions: dispute, understanding, coo-operation, participation and grievance while bargaining scope was analyzed into four dimensions namely; wage concessions, benefit concessions, administrative issues and institutional issues. Size of the firms was analyzed by considering the number of employees worked on permanent basis in the firms under study. The independent sample t test was used to analyze data related to first and second hypotheses while percentage method was applied for the third hypothesis of the study. The statistical results of the study revealed under firm level bargaining, perceived degree of LMR is more favourable than under industry level bargaining. Bargaining scope was also wider in collective agreements which formulated under firm level than under industry level. The mean differences of administrative issues and benefit concessions were highly significant between firm and industry level. In Sri Lanka more than 90% of collective agreements related to clerical employees in private sector firms under study, have been formulated by large firms with more than 250 employees.

This study examined the effect of levels of Collective bargaining on Bargaining scope of Collective agreements of private sector firms in Sri Lanka. The sample of this study that was randomly selected contained twenty four private sector firms out of sample frame of 76 firms which formulated Collective agreements with their clerical employees over three year period from 2002-2005. Out of 24 firms 12 were selected from firms which tailored Collective agreements under Firm level bargaining and the rest of 12 were selected from the firms which tailored Collective agreements under Industry level bargaining. The main objective of this study was to identify the relationship between the levels of Collective bargaining and Baragining scope of the Collective agreements. Bargaining scope was measured by using (Witeny & Sloan (1995) revision of a sheet including different elements of Bargaining scope. Collective bargaining was considered under two bargaining levels; Firm & Industry level. Bargaining scope was analyzed in to four dimensions: Wage concessions, Benefit concessions, Administrative issues, Institutional issues. The statistical results of this study revealed under Firm level bargaining Bargaining scope is wider than under Industry level.

The physical and psychological conditions of the employees will be undoubtedly depending on their mental conditions. Accordingly the performance of the employees will be decided basically on whether they are having an interest to work or not. This research project discusses whether the employees are satisfied in working in the company and the behavior of the employees was also a subject matter of this research as any mission accomplishment purely depends on "skill and will". This study investigates the relationship between employee job satisfaction and organizational citizenship behavior. Previous related researches had concluded a positive relation between these two and thus it had been hypothesized. Several other demographic factors such as gender and age had also been hypothesized in relation to job satisfaction and organizational citizenship behavior. it is expected that females would have a higher level of job satisfaction, males might possess higher organizational citizenship behavior, older employees would have higher level of job satisfaction and younger employees would possess higher organizational citizenship behavior. The correlation analysis and regression analysis were used to test the relationship between the job satisfaction and organizational citizenship behavior. Other developed hypotheses were tested with the comparison of the relevant mean values in the independent t-test. All the analyses were carried out in the SPSS 18 version. The end result of the research study supported the positive relationship among the job satisfaction and organizational citizenship behavior; whereas, all other hypotheses with regard to the demographic factors failed to show a significant difference. However, the identified relationship between the two variables was quantitatively validated and was able to provide an outcome for further studies in the future.

As the older generation is retiring from the work force, the new generation employees flow into the current work force different skillset, attitude and work expectations. This new generation is known as Generation Y or Millennials, and has different characteristics than their previous generations. If organisations want to retain them and utilise their full potential, they should understand the factors which keep the Generation Y engaged, thus create a work environment which is favourable for their employee engagement. The present study was conducted to examine the factors influencing the employee engagement in case of Generation Y employees, involving 117 Generation Y employees in a KPO company. A sample of 155 was selected using Krejcie Morgan table. Research design was quantitative, and the data was collected through an online questionnaire based on 5 point Likert scale. The respond rate was 75% resulting 117 responses. The techniques utilized in statistical analysis of data included descriptive statistics techniques, Pearson correlation, simple regression analysis and multiple regression analysis. The statistical results indicates that career growth, supervisor behaviour, work content and work life balance have a positive relationship with the employee engagement of Generation Y employees. However, career growth and supervisor behaviour are the most significant predictors of employee engagement of Generation Y employees. Based on the results analysis, recommendation for the organisations are provided and suggestions for future research are described.

In the contemporary business environment, organizations have to carry out their business activities in a highly competitive manner. As a result of the stiff competition improvement in organizational performance has become a very challenging undertaking. Although traditional sources of competitive success like natural resources, technology and economies of scale add value to an organization, their significance is decreasing as these sources are easy to imitate. As such, the importance of human resources (HR) as the most valuable asset of a business organization has increased since HR consists of an organization's intangible, irreplaceable and inimitable resources. Association between HRM and performance is based on two main conditions. The first one is that as a result of using HR efficiently an organization can gain competitive advantage. The second condition is that effective utilization of HR depends on the application of distinctive combinations of practices or a bundle of practices which are popularly known as high-commitment, high-involvement or high-performance HRM practices (HPWPs). During the past three decades scholars have made a tremendous effort to identify the various dimensions of HPWPs. This study is an attempt to identify the various theories and dimensions of HPWPs and also to link HPWPs with organizational performance and various attitudes and behaviors of employees.

The purpose of this research seeks to find out the relationship between the Employee Motivation and Employee Engagement in ABC Bank in respect of Financial Service Providing Sector, Sri Lanka. The sample size of this research was 88 number of Executive Level Employees attached to ABC Bank in different regions in Sri Lanka. The study was specifically focused on the Executive Level Employees of the organization. The research has been carried out based on the Primary and Secondary data obtained through the organization. Theoretical findings are being exhibit and analysed through a conceptual framework. The rest of primary data have been technically analyzed through SPSS v.20. The findings implicated a significant and positive correlation between the variables. Limitations of the study, and its research and practical implications are discussed.

Employee turnover is a critical issue for organizations due to associated cost and other negative consequences such as losing productivity, loss of talented, experienced employees and ultimate decrease of profits, harmful to the company's long term sustainability etc. In this study, researcher aims to examine the performance appraisal and intention to leave of the executive level employees' at RTS (Pvt) Ltd and mediating effect of motivation. A quantitative method was followed through a questionnaire to collect research data from 47 executive level employees at RTS. Data was analyzed in details using descriptive and statistical analysis to measure the influence on the independent variable on dependent variable as well as how mediating effect of motivation influence both independent and dependent variable. The research findings showed that there is no relationship between performance appraisal and intention to leave as well as motivation and intention to leave of executive level employees at RTS. Moreover it was proved that, there is no mediating effect of motivation between performance appraisal and intention to leave of executive level employees at RTS. Research results emphasize the requirement to study other factors which may have influenced intention to leave of executive level employees at RTS. Finally research limitations and suggestions for future researches have also been discussed.

The main purpose of this study was to identify whether there is a significant impact of the glass ceiling on women's career development. Further study was focused to identify the acceptance of career aspiration and career goal achievement by female employees in the Sri Lankan context. Therefore the study has focused on female employees who are about to top layers and females who are in the Apparel industry. The study is an explanatory cross-sectional study in nature. The researcher conducted a descriptive study in order to identify the real perception of the glass ceiling in the apparel industry. A self-administrated questionnaire which has extracted from standard and well-tested questionnaires were used to collect data from female employees. The respondents were senior executive and above-layer female employees who have well experienced and have to climb us to a certain extent in their career ladder, selected from three giant apparel manufacturing organizations in Sri Lanka. And the sample consists of 100 female employees who included in the prior mentioned population. Descriptive statistics and correlation was used to analyze the collected data set in order to come to a statistically supported conclusion. Through the findings, it has revealed that apparel sector female employees who are in senior executive and above layers significantly do not perceive the glass ceiling as a barrier to their career development. This study mainly focused on organizational climate, focus toward work-life balance, personal factors, and gender stereotypes which are a few of the factors of the glass ceiling. The study further revealed that females are fully confident about their capabilities, females are ready to accept top positions and they work for career goal attainment. Further study has concluded that untested other factors can work as a glass ceiling for these females and also culture existing and educational level might be acting a significant role to break the glass ceiling.

The main purpose of the project is to identify the relationship between job satisfaction and the work-family balance of nurses in Hemas Capital Hospitals in Sri Lanka. Work-related stress, Supervisor's support, and interpersonal relationships have taken as the factors that affect job satisfaction, and work to family interference and family-to-work interference have been selected as the factors affecting work-family balance. In order to gather information, a structured questionnaire was distributed among randomly selected 73 respondents. Only 54 questionnaires were returned and out of which only 50 (68%) were in a usable state. Data were analyzed using SPSS 20 the version. Person's correlation and regression analysis were used to test the hypotheses of the study. The statistical results reveal that the impact of all the variables come under the independent variable (job satisfaction) on the dependent variable (work-family balance) is 85%.

Due to the globalization & high competition in the modern world every employee in the organization is expected to excel in multiple jobs. In that situation, employee remains confused about his role in the organization. It ultimately, leads to give a stress, strain, nervousness and anxiety to the employees. Job stress is considered as the harmful physical and emotional response that occurs when there is a poor match between job demands and capabilities, resources or needs of the employee. Job satisfaction describes how much people feel positive about their job. Yet previous studies indicate that stress leads to reduce the job satisfaction among the employees. The researcher selected the commercial banking sector for this study as it is one of the most developed sectors which contribute to increase GDP in a significant amount in every year. The study has conducted a research on the 60 middle managerial level employees working in the commercial banks. To conduct the survey convenience sampling techniques is used. The results revealed that the Stress related Role, Demand, Supervisory Support & relationships have a negative relationship with Job Satisfaction. Findings proved that female managers have a high degree of job stress than male managers but both of their stress level is in a low level which is closed to the moderate level. Women managers enjoy their jobs highly whereas male managers have moderate level of job satisfaction and also married employees experience high level of Job Stress compared to single employees but both of their level of Job Stress is in a low level. The findings reveal that middle managerial level employees in the commercial banks experience a moderate level of Job Satisfaction near to the high level and low level of Job Stress. Thus, it can be statistically claimed that, employees who are having a low level of job stress will experience a higher degree of Job Satisfaction and it is evident that the relationship between these two variables are negative. It is better to maintain a moderate level of job stress to reach higher degree of employee job satisfaction, in Sri Lankan banking sector.

Retention of the field staff and field management is a key issue in the insurance industry in Sri Lanka. Currently there are 22 Insurance companies in Sri Lanka and out of that 15 companies are doing life insurance business. Most of the life insurance companies acquire their business through their field staff members. High turnover of field management has caused low productivity and customer service. This study is an attempt to identify the relationship between reward and intention to stay via mediating job satisfaction This study was examining and focused on three selective life insurance companies in Sri Lanka. This sample represented the field management staff members of the three insurance companies, in all 92 Field managers and assistant field managers were selected as the sample size to response the questionnaires on rewards, job satisfaction and intention to stay. Analysis of the data was mainly by means of descriptive statistics. The main objectives of the study were To identify relationship between extrinsic rewards and job satisfaction, To identify relationship between intrinsic reward and job satisfaction, To find out the relationship between job satisfaction and intention to stay and To identify the mediating effect of job satisfaction between rewards and intention to stay. Correlation analysis and Sobel test were used to analyze the collected data and it discovered that significant correlation between extrinsic reward and job satisfaction , there is no significant correlation between intrinsic reward and job satisfaction , between job satisfaction and intention stay has a positive correlation and the relationship between reward and intention to stay is mediated by job satisfaction. Given the exploratory nature of this study , The results of the study provide insight for the management of the insurance industry in Sri Lanka to prevent the issue of turn over intention of field management. 1

A Protean Career Attitude is considered as an important determinant for organizational development and individual development in the modern world of work. Literature on Protean Career mainly emphasizes that it has a significant impact on employees career development, job satisfaction and job involvement. However empirical research carried out in Sri Lankan context to examine this relationship is lacking. This study is an attempt to empirically examine the impact of Protean Career Attitude on career development, job satisfaction and job involvement of executives in three multinational companies engaged in food and beverage manufacturing in Sri Lanka. A structured questionnaire was used to collect data from a randomly selected sample of 89 executives in those sampled firms. The results of the correlation coefficient analysis and regression analysis proved that the Protean Career Attitude has positive and significant impact on career development, job satisfaction and job involvement.

The main objective of this study was to identify the barriers which affect female employees to get career advancement. Barriers affecting breaking the glass ceiling was the independent variable of the study which consists of four dimensions namely stereotyping and preconception of women's role, lack of family-friendly policies, sexual, ethnic, racial, religious discrimination or harassment in the work place, attitudes towards their own jobs. The s dependent variable was the ability to breaking the glass ceiling For the purpose of the study a questionnaires were distributed among 100 executive level female employess work in top five companies in Sri Lanka. But only 68 employees responded. Data were analyzed by using correlation coefficient technique. The statistical results of the study revealed that there are negative relationships between all the dimensions of barriers affecting braking the glass ceiling and ability to break the glass ceiling. The most prominent barrier tobreak the glass ceiling was lack of family friendly policies in the work place and also the weakest relationship was exhibited by the attitudes toward their own jobs. However, without doubt these four factors are very much powerful when try to break the glass ceiling of reputed companies in Sri Lanka. Hence managing these factors properly are very important. However, it won't be an easy task to manage all these at a satisfactory level. But reaching that particular goal will ensure unprecedented success over barriers affecting to breaking the Glass ceiling of reputed companies in Sri Lanka.

This study explores the relationship between various predicators of Union Participation namely; Union Loyalty, Union Instrumentality, Union Commitment and Union Equity on employees' willingness to participate in union activities in the three (03) selected Plantation Companies in Sri Lanka. A structured questionnaire was distributed among randomly selected sample of 60 non-executive employees from the total population of 200 non-executive employees in three highly unionized estates representing three large scale plantation companies as it was assumed that there is no significant difference of opinions of the employees in different estates in the same company since there is only one union for all the nonexecutive employees in all the three companies. The statistical results of the study revealed that Union Loyalty, Union Instrumentality, Union Commitment and Union Equity were positively associated with Union Participation

Competency is the ability of an employee to do his or her job properly. Broadly speaking competencies are the knowledge, skills and attitudes critical to successful job performance. Employees' competencies can be divided into two; technical competencies and behavioral competencies. Technical competencies represent the knowledge based requirements needed to perform a job where as the behavioral competencies are more general and can be applied across multiple job categories. HR professionals need a wide range of competencies to become successful at the strategic level. HR Expertise The best HR professionals must have sound knowledge of HR practices, principles and policies in order to help organizations accomplish their mission and objectives. As a result of adopting good HR practices, organizations are able to enhance their productivity, financial performance and also reduce labour turnover and absenteeism rates (Huselid, 1995). Someone taking an early career level job in HR may not be expected to have all the specific knowledge in HR and must be ready to learn those as quickly as possible. Under this competency, employees are required to display behaviors such as ; maintain up to date knowledge of general HR practices, relevant laws, legal rules and regulations, develop and utilize the best practices , prioritize work duties for maximum efficiency etc (SHRM, 2012). This competency is relevant and critical to become successful at any career level. However this is a very vital and requisite qualification to enter into senior career level rather than early career levels. Interpersonal Competency HR professionals always deal with employees and stake holders. Hence the ability to maintain interpersonal relationships is imperative and also affects his/her career in a positive manner. Keeping and maintaining positive formal relationships with various parties such as superiors, subordinates and peers will give a number of beneficial outcomes for employees such as getting promotions and increments in salary. Apart from that, developing informal relationships give greater job satisfaction, performance, productivity of employees etc. Hence healthy and more favorable interpersonal relationships contribute positively to an employee's and organizations' success. Proficiency in this competency must steadily increase with each career level and this competency is more important to develop at senior level in the career ladder. HR professionals must be able to establish relationships throughout the organization and maintain those relationships. HR professionals who have a strong network across organization can gain necessary credibility. Leadership and Personal Credibility

Increased labor turn over, high absenteeism, low worker moral, low productivity may be symptoms of a chronic problem of an organization. MAS Active Synergy, a renowned company among Sri Lankan apparel companies is also experiencing such symptoms and this research is carried out in order to understand the problem behind all these symptoms. Employee motivation to be available at work, be efficient and

In the contemporary business environment organizations have to carry out their business activities in more competitive way. One of the biggest challenges faced by the modern organizations is to gain competitive advantage over the other competitors in the market. To gain competitive success organizations utilize various resources such as economy of scale, natural resources , technology etc. But out of theses various resources human resource is unique due to its special characteristics. Today most of the organizations understand the importance of managing human resources effectively and efficiently to become successful. This study attempts to identify the impact of high performance work practices on behavioural outcomes of managerial level employees in three star class hotels in Sri Lanka. The sample of the study consists of 72 managers worked in five three star hotels located within Colombo District in Sri Lanka. The main objective of the study was to identify the relationship between bundle of High Performance Work Practices and Behavioral Outcomes ; Organizational Commitment, Ethical Behavior and Knowledge Sharing. The independent variable of the study , High Performance Work Practices consist of eight dimensions ; Selective Hiring, Extensive Training, Empowerment, Symbolic Egalitarianism, High Wages, Incentive based Performance Management, Promotions from within and Sharing of Information. Further the dependent variable behavioural outcomes was analyzed under three dimensions namely; Organizational Commitment, Knowledge Sharing and Ethical Behaviour of managers. Data were analyzed by using correlation coefficient technique and also regression analysis. To gather information a structured questionnaire was distributed among the respondents. The statistical results of the study showed that except Symbolic Egalitarianism all the other dimensions of the independent variable High Performance Work Practices have been adopted by three star class hotels in 1 Sri Lanka. The statistical results further revealed that there is a positive association between high Performance work practices and Behavioural Outcomes ; Organizational Commitment, Ethical Behavior and Knowledge Sharing of managers in three star class hotels in Sri Lanka.

Trade unions are democratic organizations that would assist the social and economic aspirations of workers. Union participation is considered as one of the most important issues to be addressed in this era The dramatic decline of registration of trade unions and membership during last two decades emphasizes the importance of understanding the determinants of union participation. Early research on union participation highlighted the impact of demographic and socialization variables and attitudinal measures on union participation. But in recent research attention has been paid to understand the determinants of union participation. This study explores the relationship between various predictors of union participation namely; union loyalty, union instrumentality, them and us attitude, workplace collectivism and organizational justice on employees' willingness to participate in union activities of public sector workers in Sri Lanka. For the purpose of the study a structured five point Likert type questionnaire was distributed among 221 unionized employees in five large scale highly unionized settings. The statistical results of the study revealed that member attitudes; union loyalty and union instrumentality were strong predictors of union participation while them and us attitude , organizational justice and also collectivism were not strong determinants.

Today a considerable number of legal practitioners or lawyers are experiencing burnout, low productivity, and stress-related illnesses, undoubtedly due to a lack of balance between their work and professional lives. When the responsibilities attached to the personal life get neglected due to the tasks of professional life, lawyers get pressurized. This pressure or the imbalance of working life and the professional life lead to job dissatisfaction which results in forgetfulness, less commitment towards work, client complaints, losing regular clients, and deserting the job at its extreme end. In such a context this study seeks to identify the relationship between Work-Life Conflict, Job Satisfaction, and Family Satisfaction using a sample of lawyers practicing in Colombo District. The sample for the research was 50 practicing lawyers out of 600 lawyers of the population who were selected randomly. Pearson Correlation Method and independent-sample t-test were used to measure the relationship between the variables. The finding of the research was that there exists a negative significant correlation between the work-life conflict and job satisfaction of practicing lawyers. At the same time, it was found that the relationship between work-life conflict and family satisfaction of practicing lawyers is also negative. It was also found that a higher degree of job satisfaction and family satisfaction exist among males rather than among female practicing lawyers.

This study examines the relationship between job satisfaction and organizational commitment of class one officers of Sri Lanka Administrative Service (SLAS). As well as to measure the moderate effect of individualism between job satisfaction and organizational commitment. The sample of this research consisted of 108 class I SLAS Officers who work for the top ten Cabinet Ministries. These officers are worked in key designations at relevant Ministries. Theoretically, the study has analyzed and formulated a conceptual framework for the research. Methodologically, the data used in the study were collected from ten cabinet ministries at one time. SPSS 20 version was used for analyzing data. The statistical results of the study revealed that there is a significant and positive relationship between job satisfaction and organizational commitment among the class I SLAS officers, further to that results showed a slightly moderate effect of individualism on the relationship of job satisfaction and organizational commitment.