Browsing by Author "Janadari, M.P.N."

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AN EMPIRICAL INVESTIGATION OF ARTIFICIAL INTELLIGENCE ADAPTATION ON TALENT ACQUISITION: A FOCUS ON THE IT SECTOR IN SRI LANKA’S WESTERN PROVINCE
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2025) De Silva, J.H.R.K.K.; Janadari, M.P.N.
This study examines the influence of AI adaptation on talent acquisition processes in the IT sector of Sri Lanka, with a focus on organizations like Dialog and Virtusa. While AI is swiftly redefining talent acquisition landscapes worldwide, this research addresses contextual and empirical gaps in understanding the consequences of AI-driven tools on efficiency, candidate engagement, and bias reduction. Informed by the theoretical lenses of the Technology Acceptance Model and Resource-Based View, the study adopts a quantitative research design, utilizing a structured survey to gather insights from HR professionals in the IT sector. The methodology involves a survey-based approach, analyzing AI’s role in optimizing recruitment processes. Data were collected from HR professionals, focusing on AI-driven automation, predictive analytics, and decision-making enhancements in hiring. The study examines how AI streamlines candidate sourcing, shortlisting, and selection while mitigating biases and improving engagement. The analysis highlights that AI significantly improves recruitment efficiency by automating repetitive tasks, enhancing decision accuracy, and enabling personalized candidate interactions. However, challenges such as algorithmic bias, lack of technical expertise among HR professionals, and ethical concerns regarding fairness in AI-driven recruitment were identified. The study emphasizes the need for transparent AI implementation and regulatory oversight to ensure fairness and inclusivity in hiring processes. The conclusion affirms that AI offers transformative potential in talent acquisition but requires a balanced approach that integrates human oversight with automation. Ethical considerations, such as algorithmic bias and data privacy, must be addressed for responsible AI adoption. Organizations should invest in AI literacy, ethical guidelines, and continuous monitoring to maximize AI’s benefits. Future research should explore AI’s impact on workforce diversity, long-term recruitment trends, and cross-industry applications.
“Doing Good or Being Good” The Choice Between Corporate Social Responsibility and Social Sustainability by SMEs: A Review and Research Agenda
(Faculty of Graduate Studies - University of Kelaniya, Sri Lanka, 2021) Tennakoon, W.D.N.S.M.; Janadari, M.P.N.
Societal marketing strategies underpinned the concept of Corporate Social Responsibility (CSR) of institutions to harness their Key Performance Indicators to contribute towards societal goals. This strategic initiative is often expected to sustain the brand reputation, thus improving the organizational performance in the long run. Uniformly, Social Sustainability (SS) is the societal pillar of the sustainable business models, a dynamic, open and contested concept in which social values, social identities, social relationships and social institutions can continue in the future. No development can be called "sustainable" if it leads people to change or give up their social values, identities or relationships for the sake of achieving the development status. Whilst the sustainable development agendas stressed the importance and welcomed sustainability's social aspect, there is only very little agreement on what it is. Resultantly, many practitioners view CSR in exchange for SS, which is contradictory as far as the theoretical substances of each concept are concerned. Notably, the practice of CSR and SS dimensions were reported overlapping in the context of SMEs due to unseen reasons. Thus, in the context of SMEs, this study performed a systematic review of literature about the practice of CSR and SS to reveal the underlying meaning of adopting each concept. Specifically, researchers looked at how CSR and SS are viewed and practiced, and their mutually inclusive nature as presented in the domain of SMEs literature. The review included 334 research papers published mainly in five databases. The inclusive criteria were "peer-reviewed", "written in English", "published in any year", "having keywords CSR or SS", and "addressed the SMEs context". The content analysis supported synthesizing the information and derived valuable insights. The representativeness of CSR is dominant among the reviewed papers in contrast to SS. Two concepts were regularly presented interchangeably to denote the interactions of any nature between the organization and the society. Moreover, most papers have treated CSR initiatives of organizations as symbolic acts of SS focus, implying the perceived mutually inclusive nature of the two concepts. A distinct lack of SS focus is noted in the SMEs context instead of the practice and reporting. Instead of the societal dimension in corporate conduct, many seem to practice and report CSR to showcase the organizational commitment to preserving the interests of society. However, the longevity of CSR activities seems to be evaluated seldom while substitution is made. Based on the review outcomes, the future avenues of research on the practice and reporting of SS of SMEs are outlined. Furthermore, the necessity to contrast two concepts explicitly in terms of aligning and distinguishing their attributes is encouraged.
The Effect of Emotional Intelligence on the Effectiveness of Transformational Leadership
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, 2019) Hettisingha, H.M.C.W.,; Janadari, M.P.N.
Nowadays organizations have realized that technical skills and intelligence quotient alone cannot predict an individual's performance or success. The literature suggested that emotional intelligence plays a vital role in the success of the leadership effectiveness of managers in the workplace. Hence, the purpose of this study was to investigate the effect of emotional intelligence on transformational leadership effectiveness of line supervisors in the apparel sector organization in Sri Lanka. Based on the literature a conceptual model was developed. The study adopted already validated research instruments. The model was empirically tested by collecting data from the line supervisors in ABC Company. A total of 80 line supervisors were selected for the study using the random sampling technique. Regression and correlation analysis was performed using SPSS version 23.0 to test the research hypothesis of this study. This investigation explored the relationship between emotional intelligence and leadership practices. This study supports the position that emotional stability and emotional intelligence are important factors for organizational transformational leadership. According to the findings of the study, there was a significant relationship between emotional intelligence and transformational leadership effectiveness and emotional intelligence had a strong positive impact on transformational leadership effectiveness.
Effect of Followership on Transformational Leadership: Study of Non-Executive Level Employees in Central Bank of Sri Lanka
(Department of of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2020) Sanjeewani, W.N.; Janadari, M.P.N.
Leadership is the art of encouraging a group of people to achieving a common goal. Transformational leadership is a very important leadership style. Because they create a vision for their followers and guide the change through inspiration and motivation. Followership is a critical role of achieving common goals of the organization. Leadership and followership is supportive bond. Without followers there are no leaders. The prime purpose of this paper is to investigate the effect of followership on transformational leadership in Central Bank of Sri Lanka. The current study was adopted a quantitative research approach and to collect data a self-administrated questionnaire was used. Final sample included of 108 non-executive level employees in Central Bank of Sri Lanka. This study was found that there is a moderate positive correlation between followership and transformational leadership. Furthermore, it shows that there is a significant impact of followership on transformational leadership. Based on the findings of the study emphasizes the prime importance of followership plays in shaping transformational leadership behavior. Banking sector need to pay more attention to follower’s development to provide better followership outcomes and it leads to build strong relationship between followers and leaders.
FACTORS IMPACT ON ENTREPRENEURIAL INTENTION AMONG UNDERGRADUATES SPECIALIZED IN BUSINESS MANAGEMENT
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2025) Wijendra, W.A.B.H.; Janadari, M.P.N.
The purpose of this research is to identify factors impact on entrepreneurial intention among undergraduates specialized in business management field which in turn would also educate stakeholders and educational policy-makers. This research is deductive (theory–testing) research. This research was conducted using a survey research strategy and quantitative research method. State university students were chosen as the population of the study. The sample size was 384, data collection was done through a self-administered questionnaire and Random sampling technique. A Google form was created and distributed to collect data. The number of undergraduates who responded was 384 among 9,780 students. Statistical Package for Social Science (SPSS), version 23.0 was used as a tool for data analysis and both descriptive and inferential statistics, namely correlation and regression were used to analyze data. The findings indicate that the most important influences on entrepreneurial intentions are attitudes and perceived behavioral control, while subjective norms have only mild effects. A positive mindset for entrepreneurship and the acquisition of practical skills in undergraduates are thus illustrated by the findings.
Impact of ‘Internal Communication Channel Richness’ on Employee Task Performance of Banking Sector Employees in Sri Lanka
(Department of of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka, 2021) Arachchi, P.K.J.; Janadari, M.P.N.
Effective communication is considered very important in enhancing the productivity and performance of the employees in the workplace. There is limited research on the impact of internal communication channel richness on employee task performance in the Sri Lankan context. Thus, this study intends to contribute to fill the literature gap by looking into the effect of internal communication channel richness on employee task performance in the banking sector. The purpose of this study was to determine the impact of internal communication channels richness on employee task performance in the banking sector in Sri Lanka. The study was quantitative, cross-sectional study and standard questionnaire was used to collect primary data. Questionnaires are distributed to a sample of 205 of middle level and top-level employees who are currently working in the Bank of Ceylon branches in Gampaha district. The collected data analyzed with the support with of SPSS encoding reliability, validity, descriptive statistics, correlation and regression analysis. It was found to be that there is a significant moderate positive relationship between communication channel richness and employee task performance. By drawing from rich scholarly history on internal communication channel richness researcher has identified the main four determinants as dimensions of channel richness: multiple channels, language variety, immediacy of feedbacks and personalness. The present study would provide the direction to HR policy makers, employees, supervisors and to future researchers.
The impact of business development services: as a method of improving small-scale industries
(University of Kelaniya, 2008) Janadari, M.P.N.
The Impact of Career Planning on Job Satisfaction: A Study of Banking Sector Employees in Sri Lanka
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, 2019) Hettiwatta, I.U.K.,; Janadari, M.P.N.
Employee job satisfaction is significantly important for the management of any organization, industries and sectors as it determines the mindset and behavior of employees of a workplace. Among several factors that affect the employee job satisfaction, career planning is one of the most important human resource management practices widely used in many organizations to improve career ladder. The prime purpose of this paper is to investigate the impact of career planning on job satisfaction in Regional Development Bank for which it seeks a timely needed solution. The current study adopted a quantitative research approach. A self- administered questionnaire was used to collect data from a sample of 108 managerial level officers in Regional Development Bank. Regression and Correlation analysis was performed using SPSS version 23.0 to test the research hypothesis of the study. The results show that the link between career planning and job satisfaction varies according to the type of indicators used. Specifically, it shows that organizational factors, job related factors and personal attitude factors positively impact on job satisfaction. Findings of the study emphasized the prime importance of designing and maintain a well-established career planning within the Regional Development Bank to ensure a high level employee job satisfaction. It also aided us in furthering our understanding about how career planning affects employee job satisfaction in Regional Development Bank. Further, it is expected that the model of the current study will benefit several other private and public banks in designing their career planning.
Impact of Changes in General Working Environment on Employee Engagement: Moderating Effect of COVID-19 Status in Sri Lanka
(Department of of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka, 2021) Bopegamage, A. S.; Janadari, M.P.N.
Employee engagement is one of the absorptions of the human resources department in any organization. Many programs are run to increase employee engagement value from year to year. This study aims to analyze the influence of COVID-19 Safety Practices and Flexible Working hours on employee engagement with moderating effect of COVID-19 proliferation. COVID-19 pandemic originated in China has rapidly spread across the world. The global destruction caused by this disaster has not yet been deep-rooted. In this crisis, the respective authorities and governments put several efforts to control the pandemic outbreak. In the face of this emergency, different rules and regulations were enforced by different countries. The respondents of this study focus on operational level worker in Apparel industry in Gampaha District. The apparel industry significantly contributes to the GDP in Sri Lanka as it accounts for 15% of Sri Lanka’s exports and provides over 300,000 direct employment and 600,000 indirect employment opportunities. The type of research used is quantitative with survey method. Research respondents were 384 people, and the data were analyzed using several data analyze techniques with regression and correlation effect. The results show that there is a significant influence of Safety practices and flexible working hours on employee engagement. We also used ANOVA test to see that employee motivation have a function as a Moderate or not in this study. According to the results, COVID-19 has the effect of Moderating between work environment and employee engagement.
The Impact of Employee Wellbeing on Employee Job Performance: With Special Reference to Operational Employees of Star Fashion Clothing (Pvt) Limited, Sri Lanka
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, 2019) Jayalath, P.V.J.K.,; Janadari, M.P.N.
Employee wellbeing has become an area of increasing interest to Sri Lanka employers as the effects of poor employees’ psychological and physical wellbeing can be detrimental not only for affected employees but also to the business as an increase in absenteeism and workplace accident. Despite the importance of managing employees’ wellbeing in the workplace being largely recognized nowadays, many employers still feel like they need more support in the area. Thus, this research aims at understanding both employers’ and employees’ perceptions around how employees’ wellbeing can be fostered within an organization and what the most effective initiatives are to enable a discussion around employee wellbeing. The study was quantitative and a cross-sectional survey design. Deductive approach was used in a non-contrived setting. Data was collected through a structured questionnaire. Random sampling technique applied to select the sample, and the final sample consisted of 132 operational level employees from a selected apparel sector organization in Sri Lanka. This research project was able to explore different existent literature. It was found that employee wellbeing (psychological and physical wellbeing) had a significant impact on employee job performance and there was a positive relationship between these two variables. The findings underline the importance of a transparent and open culture as well as management support in order to foster a discussion of employees’ wellbeing in the workplace. Moreover, employees found a variety of organizational practices to be most effective in relation to good psychological and physical wellbeing while participating employers underlined offering specific resources for employees with an employee wellbeing problem to foster inclusion.
Impact of Flex Work on Role Conflict: A Study Based on Information Technology Sector Employees in Colombo District, Sri Lanka
(Department of of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka, 2021) Ashoka, A. K.; Janadari, M.P.N.
The purpose of this study was to assess the impact of flex work on role conflict in the information technology sector. In this study, role conflict is the dependent variable whereas flex work is the independent variable. Based on previous theoretical explanations and empirical findings, researcher use the job border theory and boundary theory for this study. The study was quantitative study and cross-sectional study. The sample random sample was used to select sample. Further, final sample consists of 232 workers in IT sector. Standard measurement scale was used to collect primary data which was developed by using five-point Likert scale. Furthermore, online questionnaire used to collect primary data from target population. The collected data analyzed with the support with of SPSS encoding reliability, validity, descriptive statistics, correlation and regression analysis. It was found that flex work is significantly moderate negative impact on role conflict. Finally, findings indicate that the flex work has impact to reduce employee role conflict.
Impact of Idiosyncratic Deals on Innovative Work Behavior of Managers of IT Sector in Sri Lanka
(Department of of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka, 2021) Asheni, H. A. N.; Janadari, M.P.N.
The main purpose of this study is to study the impact of idiosyncratic deals on innovative work behavior among managers of IT sector in Sri Lanka. This was conducted as a cross-sectional, quantitative explanatory field study the sample of 180 managers in IT companies located in the Colombo district of Sri Lanka. Preliminary data were collected through a standard questionnaire that met acceptable validity and reliability. The collected data were tested using SPSS (version 26). To interpret data analyzed and to obtain the result graphical charts, descriptive statistics, histogram, linearity, correlations, simple regression analysis, residual analysis, and independent sample T-test were used. The present study finds that Idiosyncratic deals are the strongest impact on innovative work behavior among managers of the IT sector. Analyzed results show a positive impact of task ideals, flexibility ideals, development ideals, financial ideals on innovative work behavior among managers. Furthermore, this study raises the IT companies to look at employee ideals on innovative work behavior in a more serious and holistic approach. The finding of the study, it is evident that idiosyncratic deals improve IWB among managers of the IT sector in Sri Lanka.
The Impact of Quality of Work Life on Organizational Commitment
(University of Kelaniya, 2012) Janadari, M.P.N.; Chathurani, R.A.I.
Impact of Virtual Learning on Stress: Study of Final Year Undergraduates of Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka
(Department of of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka, 2021) Bandara, W. M. M.; Janadari, M.P.N.
Stress is the natural body reaction it can be either negatively or positively impact on human health.it related with the feelings of the humans as their own. Because stress is different from one person to another. Virtual learning is a critical role of achieving common goals of the learning. Stress and virtual learning is having supportive bond. Based on the Covid- 19 pandemic, without virtual learning difficult to process the learning and stress of the students. The prime purpose of this paper is to investigate the impact of virtual learning on stress in the Faculty of Commerce and Management Studies in the University of Kelaniya, Sri Lanka. The current study was adopted a quantitative research approach and to collect data a self-administrated questionnaire was used. Final sample included of 225 final year undergraduates in Faculty of Commerce and Management Studies in University of Kelaniya Sri Lanka. Correlation and Regression analysis was performed using SPSS version 23.0 to test the research hypothesis of the study. This study was found that there is a strong negative correlation between virtual learning and stress. Furthermore, it shows that there is a significant impact of virtual learning and stress. Based on the findings of the study emphasizes the prime importance of virtual learning plays in discouraging stress. Final year undergraduates need to pay more attention to both training activities or internship activities, academic activities and dissertation activities together to get better achievements and it needs less stress among interns. According to this study, final year undergraduates must impact on virtual learning.
Impact of Voluntary Retirement Scheme on Employee Loyalty
(Department of of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2020) Basnayake, B.M.A.I.; Janadari, M.P.N.
Although the direct effect of voluntary retirement scheme on employee loyalty is well documented, previous theoretical explanations and empirical findings of these two variables' relationship have been inconsistent. Thereby, the current study examines the impact of voluntary retirement scheme (VRS) on employee loyalty. This study was a quantitative and cross-sectional study. Data collected through a structured questionnaire. The probability sampling technique was applied to select the sample, and the final sample consisted of 86 employees who opted for VRS from a garment manufacturing company in Sri Lanka. The data were analyzed using regression and correlation test with the aid of SPSS. The findings revealed that voluntary retirement scheme significantly impacts on employee loyalty. Thus, it was concluded that VRS negatively impacts employee loyalty and damages the company's reputation. Moreover, this study suggested that managers and practitioners should attempt to help the downsized employees for controlling the impact of VRS on employee loyalty. Accordingly, cross-validation of the study's findings to be done in different industries comparatively among a more significant sample in subsequent studies is recommended, which will add more insights to the present study's substance.
Impact of Workplace Harassment on Employee Turnover Intention: Study of Employees in Sri Lankan Army
(Department of of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2020) Aberathna, H.P.D.T.S.; Janadari, M.P.N.
A main existing challenge for the most organization is to retain employees within their organization. In the current scenario, Sexual and Racial harassment have been significant factors that affect employee turnover. Therefore, considering sexual harassment and racial harassment as independent variables and employee turnover intention as the dependent variable, this study is being conducted to determine, “How workplace harassment impact employee turnover intention in Sri Lanka Army?” The data for the research was collected from the soldiers of the Sri Lanka Army. The total population is whole soldiers in Sri Lanka Army. Among them, chosen sample is one hundred and sixteen soldiers. When selecting the specific sample from the population, the simple random sampling method was used. Primary data for the current study was gathered through a Likert scale questionnaire, whereas secondary data collected through a literature review of previous studies. This research study is intended to identify whether Workplace harassment can impact employee turnover intention of soldiers in the Sri Lanka Army. Therefore, to determine the relationship between the independent and dependent variable, Pearson Correlation and Regression Analysis methods were employed. The findings revealed a weak positive relationship between sexual and racial harassment with turnover intention. Accordingly, essential rules and regulations should be implemented to ensure security within the workforce.
Psychometric Properties of Reflective Constructs; Psychological Capital and Organizational Citizenship Behavior towards the Environment
(9th International Conference on Business and Information (ICBI-2018), Department of Management Studies and Toc H Institute of Science and Technology, India, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka, 2018) Janadari, M.P.N.; Subramaniam s/o Sri Ramalu; Wei, C.C.
As an outgrowth of the extended seminal works much of the scholarly concentration focus on the positive psychology of the work place or positive organizational behaviour. Consequently, attention was drawn on psychological movements at the macro or organizational level and individual movements less examined though it improves the efficiency and the effectiveness of the organization. Likewise, more research studies on psychological capital and organizational Citizenship Behaviour towards environment (OCBE) centred on western context and the testing of the goodness of measure of these variables in Sri Lankan context relatively scant. Therefore, the general objective of this paper is to validate the conceptualization of psychological capital and OCBE in Sri Lankan Context. Data were collected through the survey method by using adapted questionnaires from 196 public sector utility employees in Sri Lanka. As per the discussion mainly, two core criteria were employed as reliability and validity to confirm the goodness of the measures of the constructs. Internal reliability and composite reliability scales were commonly work out to assessed construct reliability of the intended constructs. Convergent validity achieved through Average Variance Extracted and factor loadings. Discriminant validity evaluated by assessing the cross loadings, Fornel-Larcker criterion, and Heterotrait- Monotrait Ratio of correlation (HTMT). All validity and reliability indicators including items’ loadings, composite reliability, and average variance extracted (AVE), and square roots of the AVE and HTMT correlations have demonstrated higher coefficients confirming the reliability and validity of the study constructs. Therefore, findings demonstrated that the psychological capital and OCBE constructs could be used for potential researchers in Sri Lankan context for their future studies. The PLS 03 data analysis technique added more value in this study providing significant contribution theoretically and methodologically by validating and conceptualizing the concepts
Revitalizing the Green mindset: Environmental Sustainability approach towards Community Resilience
(Center for Sustainability Solutions, University of Kelaniya, Sri Lanka, 2021) Janadari, M.P.N.; Tennakoon, W.D.N.S.M.
Global communities are increasingly becoming more vulnerable to natural disasters. Be¬sides the massive loss of invaluable human lives, the economic loss caused by natural disas¬ters is mounting day by day (Brikmann, 2016). The nearest experience was the COVID-19 pandemic which paralyzed the entire world both economically and socially. In the period 2000 -2019, 7,348 major recorded disaster events were claiming 1.23 million lives, affecting 4.2 billion people (many on more than one occasion) and resulting in approximately US$ 2.97 trillion in global economic losses (UNDRR, 2020). In face of the challenges posed by natural disasters, the concept of “resilience” started gaining much attention from individuals, organizations, and global communities at large. The term resilience simply means the ability to “bounce back”. It is rooted in the Latin term “resiliere” which gives the similar meaning of “jumping back” (Paton & Johnston, 2006). Despite the appearance of the term being noted in general use for decades, ecology was the first scientific discipline to adopt the term in building its theoretical construction. Holling (1973) pioneered the use of the resilience concept in the field of ecology. Resilience is a multidimensional, socio technical phenomenon about how individuals or groups manage uncertainty. The term community resilience, a branch of the resilience knowledge domain, is regard¬ed as a way of protecting and empowering communities while enabling them to reduce the negative impacts of both environmental and socio-political challenges in their lives, liveli¬hoods and dignity (Amul & Shrestha, 2015). Thus, building community resilience should primarily arise at individual, household and community levels (Silva, 2016). Community resilience relies on services and employment provided by the organizations to plan for, respond to, and recover from emergencies and crises (Lee, Vargo & Seville, 2013). Hence, the disaster preparedness, disaster response, and disaster recovery of organizations predict community resilience. Simply, more the organizations are resilient the more resilient the community will be. The ecological component, the biosphere of sustainability, is perhaps the widely discussed dimension of sustainability. The eye-opening report of “Our Common Future” (Brundtland, 1987) paved many governments, institutional bodies, and individuals to have a second look at their activities through the ecological lens. However, when it comes to defining and mea¬suring, this component of sustainability was found to be the most challenging among the three of them (Husgafvel et al., 2017). As the environmental challenges mushroomed since conventions, and policy frameworks (e.g., Vienna Convention of 1985, Espoo Convention 1991, Kyoto Protocol of 1992, Paris Agreement of 2015, Hyogo Framework for 2005_2015, Sendai Framework for 2015-2030 etc.) have been staged from time to time in ensuring eco¬logical sustainability. From a theoretical perspective, a gigantic number of scholarly works have generated an ample number of definitions and measures to assess environmental sus¬tainability. The common aim of almost all these models is to provide relevant information for decision-makers. There, the environmental impact of each decision is expected to be assessed within the frame of organizational performance. Next, they are evaluated against their im¬pact on the surrounding environment, society and economics. In such a way environmental sustainability plays a central role in the overall decision-making cycle of the large communi¬ty; thus, can look upon a tenable approach towards community resilience (Okvat & Zautra, 2011; Rivera-Muñoz, 2021; Shenk et al., 2019). In congruence with discernible interrelated¬ness between lead constructs, the authors of the present work are motivated in offering their insights on an enduring path towards community resilience: environmental sustainability.
Role of Emotional Intelligence in Organizational Learning: An Empirical Study Based on Banking Sector in Sri Lanka
(2010) Dissanayaka, D.R.; Janadari, M.P.N.; Chathurani, R.A.I.
In the present millennium one factor that appears to be constant in organizations is change. As a result, of that organizations are forced to make significant transformations in order to adapt and survive in this new world. Revans (1983) says that in any epoch of rapid change, those organizations which are unable to adapt will soon find themselves in trouble, and adaptation is achieved only by learning. Organizational Learning (OL) is about the acquisition of new knowledge and highlights the importance of acquiring and disseminating information to assist organization actions (Miller, 1996). Huber (1991) identified that OL consists of four constructs; Knowledge Acquisition, Information Distribution, Information Interpretation and Organizational Memory. Any organization wishing to thrive through change must make the choice to promote, and allow employee expressions of Emotional Intelligence (EI) (Hunton et al, 1998; Robertson et al, 1999). Goleman (1998) has identified four main dimensions of Emotional Intelligence (EI); Self Awareness, Self Management, Social Awareness and Relationship Management. Most of the literature expressed that there are very few studies on this topic in Sri Lankan context as well as all over the world. In addition to that empirical studies also proved that emotional research studies in organizational setting was ignored for a significant period of time. Therefore researchers were attempted to explore the nature and relationship of emotional intelligence in organizational learning Researchers have selected Sri Lankan domestic banks for the study as financial sector is identified as one of the most dynamic and vibrant sectors of the economy. The units of observation of the study were at individual level, managerial level employees. 70 managerial level employees were selected through simple random sampling method for the study. Both primary data and secondary data were collected for the study. Primary data were collected using a structured questionnaire and in-depth interview. Questionnaire was pre-tested using test-retest method for estimating the reliability. SPSS computer package was used as a tool for compiling and processing data. The findings of this study emphasized that the employees possessed above average level of EI and the processes of OL characterized by innovation, implementation, and sustenance of new ideas, processes structures and the likes are more than satisfactory. Further study results depicted EI as being positively and significantly related with OL. The findings have implications for management of people towards creating and maintaining OL.
A Study of Employee Perception towards Psychological Contract and Employee Job Engagement
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, 2019) Harischandra, A.B.I.M.,; Janadari, M.P.N.
Employees are one of the most important assets of an organization. In order to retain and engage them, it is important to evaluate and analyze the exchange relationship of the employees and the organization, known as psychological contract. The current study attempts to examine the relationship between employee perception towards psychological contract fulfillment and the employees' job engagement at the selected apparel sector organization in Sri Lanka. The study was quantitative and a crosssectional survey design. Deductive approach was used in a non-contrived setting. Based on the previous literature reviewed, the researcher developed a conceptual framework for the study using the selected variables. Four non-directional hypotheses were developed for this study. Data was collected through a structured questionnaire. Random sampling technique was applied to select the sample, and the final sample consisted of 132 executive-level employees from selected apparel sector organizations in Sri Lanka. Pearson’s correlation and simple regression was performed using SPSS version 26.0 to test the research hypotheses of the study. It was found that perception towards psychological contract has a significant impact on employee job engagement and a positive relationship between these two variables. The researcher has studied most of the literature sources for this study and compared them with company background. It is suggested that improvements in the psychological contract in the existing context for increasing employee job engagement. Cross-validation of the findings of this study to be done in different industries and different cultures comparatively among a bigger sample in subsequent studies is recommended, which will add more insights to the substance of the present study. Finally, it is concluded that employee perception towards psychological contract impacts employee job engagement and there is a positive relationship between these two variables.