Browsing by Author "Priyashantha, K.G."

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Determinants of Intention to Use e-Government Services in Sri Lanka
(Faculty of Commerce and Management Studies, University of Kelaniya, 2021) Dilhani, V.I.; Priyashantha, K.G.
The study examined the impact of relative advantage, trust (trust in internet and trust in government), internet access, and internet skill on intention to use e-government services with the main research question as “What is the impact of relative advantage, trust, and the digital divide on the intention to use of e-government service in Sri Lanka”. The research adopted quantitative research method and the proposed model was validated with the survey data collection from 211 respondents out of 300 samples, via both Google form and manual data collection methods. According to the findings, relative advantage has a significant positive impact on intention to use while trust, internet access, and internet skill have a positive impact on intention to use e-government services. Therefore, all four variables are unanimously recognized as important constructs in the Sri Lankan context. Among three demographic variables considered to the study as age, sex, and level of education, only the level of education influences the intention to use e-government services. Findings of the research would be supported by the policymakers and practitioners in policymaking to accelerate the intention to use e-government services in Sri Lanka.
Disruptive human resource management technologies: a systematic literature review
(European Journal of Management and Business Economics, 2022) Priyashantha, K.G.; Alwis, A. Chamaru De; Welmilla, Indumathi
Purpose – The disruptive human resource management (HRM) technologies are now considered a significant facilitator to change and benefit the entire HRM landscape. This view needs to be further verified by reviewing the knowledge on the subject in the empirical research landscape. Thus, the study’s objectives were to find (1) the current knowledge and (2) the areas where empirical research is lacking in disruptive HRM technologies. Design/methodology/approach – The article is a literature review that was followed by the systematic literature review and the preferred reporting items for systematic reviews and meta-analyses (PRISMA). The review considered 45 articles published during the 2008–2021 period extracted from the Scopus database, and bibliometric analysis was performed to achieve the research objectives. Findings – The results found that scholarly attention has been given to electronic HRM (E-HRM) rather than the disruptive HRM technologies. The areas investigated include the determinants of intention, adoptions and use of E-HRM and the outcomes of E-HRM adoptions and use. These outcomes can be further divided into general outcomes and HRM outcomes. Research limitations/implications – The findings reveal gaps in E-HRM research and disruptive HRM technologies remain untapped in the empirical research landscape. Hence, the study findings provide some implications for future research and applications. Originality/value – The study found empirically proven determinants of E-HRM intention, adoptions and use and E-HRMadoptions and use outcomes.Thesewere found in the studies conducted during the 2008–2021 period.
The Facets of Gender Stereotypes Change: A Systematic Literature Review
(Faculty of Commerce and Management Studies, University of Kelaniya, 2021) Priyashantha, K.G.; De Alwis, A.C.; Welmilla, I.
This systematic literature review paper highlights the definitions, dimensions, and various outcomes associated with the changing gender stereotypes. Articles were extracted from Scopus and LENS.ORG databases published during the 1970-2020 period. Initially, we retrieved 215 articles, which was reduced to 60 articles complying with the PRISMA Framework guidelines. The results found that people's attitudes towards adopting the culturally defined social role of the opposite biological sex are ideal for being globally applied. Concerning the dimensions, the most used dimensions are agency and communion. Instead, there are nine dimensions derived from the attitude towards role ascription, attitude towards role conflict, and attitude towards role segregation for each public sphere, private sphere, and the intersection of these two spheres roles found ideal. Depending on the surface nature of gender stereotypes change outcomes found, only a few outcomes are favorable to the economy. There are more negative related outcomes that are in the family, work, and health clusters. Besides, there is a gap in research that gender stereotype change has any associations or impacts on the technology landscape. Thus, the finding implies that future researchers need to consider the areas for finding remedies to overcome these adverse outcomes and make the positive outcomes generated productively and focus more research on untapped areas like the technology landscape. Moreover, the definitions, dimensions, and consequences synthesized in this paper provide insights to build an extended theoretical foundation for gender research of the future.
Gender stereotypes change outcomes: a systematic literature review
(Emerald Publishing Limited, 2021) Priyashantha, K.G.; De Alwis, A.C.; Welmilla, I.
Purpose Even though researchers have discussed gender stereotype change, only a few studies have specifically projected outcomes or consequences. Hence, the main purpose of this study is to examine the impact of gender stereotype change concerning the different outcomes. Design/methodology/approach In achieving the purpose, the authors searched and reviewed current empirical knowledge on the outcomes of gender stereotype change in the Scopus and EBSCOhost databases from 1970 to 2020. The entire process was conducted through a systematic literature review methodology. The article selection criteria were executed using the PRISMA article selection flowchart steps, and 15 articles were included for the review. Findings The findings reveal that the outcomes from gender stereotype change research can be categorized mainly under the themes of “family and children,” “marriage” and “equality and women's employment.” Research limitations/implications The co-occurrence network visualization map reveals gaps in the existing literature. There may be more possible outcomes relating to the current realities, and more cross-cultural research is needed. Practical implications These outcomes provide some implications for policymakers. Originality/value Even though researchers have discussed gender stereotype change on its various outcomes or consequences, research is less. Hence, this study provides a synthesis of consequences and addresses the gaps in the area.
Outcomes of Egalitarian Gender Role Attitudes: A Systematic Literature Review
(Department of Marketing Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2021) Priyashantha, K.G.; Alwis, A. Chamaru De; Welmilla, I.
Egalitarian gender stereotypes or gender role stereotype change have emerged with the employment participation of females. Even this topic is in the discussion among the gender study researchers much, and there is no enough research on its various outcomes or consequences. In this research, our effort was to examine the knowledge on empirical research landscape on different outcomes resultant from egalitarian gender attitudes of people. To do that, we searched the articles on empirical studies in Scopus and EBSCOhost databases during 1970-2020. We used a systematic literature review methodology, and in which we used PRISMA guidelines to include and exclude the articles. The findings reveal that there are various outcomes from gender stereotype change and they can be attributed to the main clusters of family, work, health, and societal/economic. These results imly that there are gaps in the research landscape on gender stereotypes and those provide research agenda for the future.
Promoting Employee Engagement: Concept Paper for the Development of a Conceptual Framework
(Wayamba Journal of Management, 2022) Priyashantha, K.G.; De Alwis, A.C.; Welmilla, I.
This study aimed to examine how employee engagement can be increased through the perceived desirability of disruptive Human Resource Management (HRM) technologies where sociological phenomena like gender stereotype change and work realities as work- family conflicts derive lower employee engagement. This study is a literature review in which employee engagement, gender stereotype change, work-family conflicts, and disruptive HRM technologies literature were surveyed and reviewed from two perspectives. Both perspectives developed a conceptual framework that focuses on three impacts. The first is the role of work-family conflicts in mediating the impact of changing gender stereotypes on employee engagement. Second, the perceived desirability of disruptive HRM technologies has a direct impact on increasing employee engagement. The third effect is that the perceived desirability of disruptive HRM technologies has a moderating effect on the impact of work- family conflicts on employee engagement. The paper provides directions for empirical research basedon the predicted impacts.
A Theoretical Perspective on Egalitarian Gender Role Attitudes and Behaviors
(Department of Marketing Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2021) Priyashantha, K.G.; Alwis, A. Chamaru De; Welmilla, I.
The egalitarian gender role attitudes are a prevailing discussion of gender researchers. In that, researchers tend to use social role theory to explain the cognitive processes involving in such a concept. However, in the current article we argue that it lacks detailed explanation on stepwise cognitive processes of people involved in such an egalitarian gender role attitudes and behaviors. Moreover, theory can't be applied to determine whether traditional gender role attitude have been changed by the people or not in a society. This perspective paper proposes that the theory of planned behavior is a good basis to examine whether egalitarian gender stereotypes and behaviors prevalent or not. We took the Sri Lankan examples to analyze the components of theory of planned behavior in the lens of egalitarian gender role beliefs. we present it in two perspectives where in the first perspective we have organized information to reveal that the components of theory of planned behavior; the Attitudes, Subjective Norms, and the Perceived Behavioral Control influence the Intentions for Egalitarian Gender Role Behaviors. In the second perspectives we provide information to support Intentions and Facilitative Conditions for Egalitarian Gender Role Behaviors ultimately Influence to the Egalitarian Gender Role Behaviors. While provide future research directions in each perspective, we provide implications for future researchers that the theory of planned behavior is suits in explaining the egalitarian gender role attitudes and behaviors of people.
Three Perspectives on Changing Gender Stereotypes
(FIIB Business Review (FBR), 2021, 2021) Priyashantha, K.G.; De Alwis, A.C.; Welmilla, I.
Changing gender stereotypes is an essential topic among researchers since the 1970s. The debate on this subject continues in the twenty-first century. Some researchers argue that gender stereotypes have not changed, since ...
Work-Family Conflicts in the Context of Labour Market Change: A Systematic Literature Review
(Management and Economics Review, 2022) Priyashantha, K.G.; De Alwis, A.C.; Welmilla, Indumathi
Reviews on Work-Family Conflicts (WFCs) research are done to establish new knowledge and to set future research directions as the subject evolves and the gaps in existing reviews need to be filled in. The purpose of the research was to find out the common areas addressed in the empirical research landscape on WFCs during the last five years and the areas that need more focus for future research. The study used the systematic literature review methodology using the PRISMA framework. Four hundred twenty (420) empirical studies conducted between 2015 and 2020 were considered for the review. The finding revealed that eleven common areas had been addressed. They can be categorized into four themes: “volatile resources, gender, and mental health outcomes”, “social support, work-life balance policies, and well-being problems”, “emotional exhaustion and work-family enrichment” and “job-related outcomes”. The results have implications for theory, practitioners, and future researchers. Furthermore, there were some limitations to this study.