Economics

Permanent URI for this collectionhttp://repository.kln.ac.lk/handle/123456789/4627

Browse

Now showing 1 - 20 of 30

A CASE OF AN ACCOUNTANCY STUDY PROGRAMME IN SRI LANKA TO IMPROVE RELEVANCE AND QUALITY OF UNDERGRADUATE EDUCATION: A NEW DIMENSION ON INSTITUTIONAL VIEW
(2010) Senaratne, S.; Gunarathne, A.D.N.
The quality enhancement of undergraduate education is presently, a much discussed area in Sri Lanka, with the implementation of the World Bank funded Improving the Relevance and Quality of Undergraduate Education (IRQUE) Project. In this context, this study explores the case of IRQUE Project of Department of Accounting (DA), University of Sri Jayewardenepura (USJ) in relation to the institutionalization of good practices resulted through its interventions. The study examines the institutionalization of these practices in DA by drawing inferences from New Institutional Sociology (NIS) (Scapens,2006) with specific reference to the works of DiMaggio and Powell in relation to institutional isomorphism. The study finds that DA has developed and adopted many good practices through the interventions made through the IRQUE Project to improve the quality and relevance of B.Sc. Accounting (Special) Degree Programme. Further, the study suggests that institutionalization of these good practices in DA, reflects all three forms of isomorphism viz. coercive, mimetic and normative as proposed by DiMaggio and Powell (1983).
A Study on Human Resource Management and Organization Change with Specific Reference to Globalization in Various Organizations in Bangaluru City, India
(2011) Parvathy, L.; Ahmed, A.A.; Manjunath, R.L.
This study was undertaken to investigate the impact of the globalization on HRM and Organizational change. In the back drop of Liberalization, Privatization and Globalization there has been a tremendous change in work culture, behavior, expectations and the involvement of employees in an organization. There are some crucial questions which could not be answered. The fast changing economic and social scenario in India has brought to light many faces. It is observed that the organizations are finding it difficult to cope up with the change. Those organizations which are able to adapt themselves with the latest techniques and alter their traditional and regular practices according to the demanding situation could succeed in the market. Those who are not able to adapt will find it difficult to succeed. This research was done to study the impact of globalization on Human Resources Management. Apart from this the objectives were set accordingly to study the factors like competitiveness and cultural convergence and the results show that there is a positive relation between the variables. This research also implies the need of training leading to change management.
An Empirical Study on the Impact of Hygiene and Motivation Factors on Job Satisfaction of Bank Executives in Western Province, Sri Lanka
(2011) Dissanayake, D.R.; Wickremasinghe, M.T.P.
In the organizational sciences, job satisfaction occupies a central role in many theories and models of individual attitudes and behaviors. The problem of job dissatisfaction exists across various spheres of industries around the world although numerous theories have been established and empirical studies conducted to address the problem. Hence, more researches and empirical studies pertaining to the concept of job satisfaction are essential in order to enhance the boundaries of existing knowledge. Although theories of job satisfaction have been extensively studied, researchers are yet to agree on the major predictors of Herzberg?s two factor theory of job satisfaction, Hygiene factors and Motivation factors. Further, it seems very rare to find a good empirical study with respect to job satisfaction of bankers in Sri Lankan context. This is the research gap that will be addressed in this empirical study. This study aims at finding out the impact of Hygiene and Motivation Factors on job satisfaction of bank executives (junior and middle level) of Commercial banks in Western Province, Sri Lanka. To investigate this, a quantitative empirical study was conducted using a self-designed questionnaire on the selected convenient sample (n = 200). Then reliability (Cronbach?s Alpha) of the questionnaire was determined and the questionnaire was found to be reliable. Descriptive and inferential statistics were calculated. The findings indicated that 85% of the variance in job satisfaction is significantly explained by hygiene and motivation factors. Further, the study reveals that except for salary, benefits, working condition, relationship with peers and growth, other hygiene and motivation factors are not significant predictors of the job satisfaction. But, if individually taken, all the hygiene and motivation factors are significantly correlate with job satisfaction. It is, therefore, recommended that the banks should focus on hygiene and motivation factors very seriously when crafting and executing new strategies. This will ensure that the banks remain sustainable and continue to make a positive contribution to Sri Lankan economy.
Are Financial Benefits Superior to Non- Financial Benefits? Evidence form Harischandra Mills PLC
(2011) Galhena, B.L.; Ranjana, K.A.P.
In order to compete with the cmpetittors and gaining sustain competitive advantages over them, well motivated, value driven human resources has become an essential element in today?s dynamic and competitive organizational context.This leads to create a crtical human resource issue that attracting and retaining the commited, talented, ans enthusiastic employees with the organization. Most commonly used strategy in this respect is that offering and maintaintg attractive benefits package. Many of the firms spend significant amount of money on developing and implementing such an emplyee benefits program. This paper investigates the relationships between employee benefit program and work related variables namely job satisfaction, organizational commitment, intention to quit and job stress with special reference to Harischandra Mills PLC, Sri Lanka. Further, impact of, gender, civil status, educational level and tenure, salary level, designation and age work related variables were explored. The research was conducted as a survey, where a structured questionnaire was used among a sample of 80 employees. Sample consists of executive, supervisor and check roll employees. Financial benefits variable considered in the present study comprise personal security, financial assistance and personal needs while non financial benefits variables include Status, Power, and Recognition for achievement, Training, Working condition, and Flexibility. The findis reveal that the both financial and non financial benefits are significantly and positively related with job satisfaction and organizational commitment and significantly and negatively linked with intent to quit and job stress. Independent sample t-test found significance differences between males and females and civil status with Job satisfaction, intention to quit and job stress. However, no significance differences found between emplyees? service experience with respect to four work related variable.ANOVA test fond executive & allied and check roll employees repond significantly different way with respect to job stress. More over, ANOVA test found that thare is a significance difference between young and old with job satisfaction. Finally multiple regression analysis found that explanatory power of the non financial benefits is superior to financial benefits.
Comparisons of job related variables between temporary and permanent academics: Case from University of Ruhuna
(2011) Galhena, B.L.
This paper aims to investigate the differences of job related variables: job satisfaction, organizational commitment, job stress and intention to quit, between temporary and permanent academics in Sri Lanka. Further, the gender differences with respects to job related outcome variable also explored. Data were collected using self reported questionnaire from 142 academics in University of Ruhuna, Sri Lanka. Males (n=63) and females (N=79) were almost equally represented in the sample and academics from three faculties were considered for the study. Survey results revealed that there are no significant differences among jobs related variables between temporary and permanent academics except for intention to quit. Further, it was found that there is no significant differences between male and female academics with regards to the entire four job related variables tested in the study. Few empirical researches have been conducted on this aspect in Sri Lankan context. Findings of the study would be important for university administrators in making policy decision for motivating and recruiting temporary academics.
Determinants of Career Choice Decision of Management Undergraduates in Sri Lanka
(2011) Galhena, B.L.; Rathnayake, R.M.D.D.
This paper aims to explore the influence of various factors on career choice decision of management undergraduates in Sri Lanka. Further, influence of the different individual in the students? network on career choice was also examined. Data were collected using self reported questionnaire from 156 management undergraduates in the University of Ruhuna, Sri Lanka. Males and females were almost equally represented in the sample and third and final year students were considered for the study. Survey results revealed that skills and abilities, education and personality were the most influential factors while teachers are the greatest influencers on determining students? career choice. No empirical research has been conducted on this aspect in Sri Lankan context. This paper addresses this issue and findings of the study would be important for career counselors.
The effect of board characteristics on tax aggressiveness: the case of listed entities in Sri Lanka
(Emerald Publishing Limited, 2023) Shamil, Mohamed Mihilar; Gooneratne, Dulni Wanya; Gunathilaka, Dasitha; Shaikh, Junaid M.
Purpose – This study examines the effect of board characteristics on the tax aggressiveness of listed companies on the Colombo Stock Exchange in Sri Lanka. Design/methodology/approach – The sample consists of 264 firm-year observations of non-financial listed companies in Sri Lanka from 2014 to 2019. The dynamic panel system GMM technique was used to test the hypotheses, and further analyses were performed using the propensity score matching technique. Findings – All four effective tax rate measures’ mean values were lower than the statutory tax rate, indicating the likelihood of tax planning. Whether board attributes are likely to mitigate tax aggressiveness is uncertain because the results are inconsistent and depend on the ETR measure. Similarly, the logistic regression results derived using the PSM approach are inconsistent, suggesting that board characteristics may have a limited effect on tax aggressiveness. Hence, the corporate governance-tax aggressiveness nexus is limited in the case of Sri Lanka. Research limitations/implications – This investigation is limited to non-financial listed companies in Sri Lanka and incorporates only four tax aggressiveness measures. Findings are imperative for policymakers, regulators, and professional bodies to improve corporate governance codes and rules to enhance organizational transparency toward corporate tax payments. Social implications – Aggressive tax planning by companies will reduce government tax revenue, hinder social progress, and cause public mistrust of large corporations and institutions. Originality/value – This study provides insight into the nexus between corporate governance and tax aggressiveness in a middle-income economy in South Asia hit by an economic crisis where tax revenue has fallen and tax enforcement is weak.
Elements of microfinance on spatial poverty alleviation in Sri Lanka: Structural equation modeling
(Policy Studies Organization., 2022) Kumari, P.
Sri Lanka being a developing country, its poverty can be identified as a serious issue for the development of the country. Poverty can be identified as a spatial characteristic in Sri Lanka which can be seen in the high poverty rates in several areas as the result of disparities of natural and physical resources distribution and, geographical disadvantages. Microfinance has been identified as a significant tool for eradicating poverty in many Asian countries after the 1990s. Sri Lanka also launched several microfinance programs to reduce poverty in the country. Despite the availability of microfinance in Sri Lanka, very few studies have been carried out; therefore, only limited knowledge of the empirical and theoretical impacts of the various microfinance elements on poverty alleviation is available. This study is an attempt to remedy this paucity of knowledge. Primary data were gathered through a Likert scale questionnaire that was distributed among 497 borrowers of the Samurdhi microfinance program. This sample was chosen from five districts of Sri Lanka. Structural Equation Modeling was used for testing the hypotheses. The findings of the study revealed that microcredit was the most significant element of microfinance for alleviating spatial poverty in Sri Lanka. Nonfinancial Services and Insurance Services also had a positive impact on spatial poverty alleviation. Micro Savings and Social Intermediation Services did not have a notable positive impact on spatial poverty alleviation in Sri Lanka. The findings of this study enhance the existing knowledge of microfinance, providing conceptual and empirical contributions. This study could substantially contribute to the government by offering it deeper insight into its programs. Therefore, policymakers and regulators will be able to introduce better tools for eradicating poverty, based on this new knowledge.
Eliciting OCB through Human Resource Management Practices: Review of the Extant Literature
(2011) Bambale, A.J.; Shamsudin, F.M.; Subramaniam, C.
This paper is an attempt to gather various organizational factors identified to have influence in eliciting OCB. This paper is a content analysis that provided a comprehensive and updated development about numerous organizational factors that positively affect employees which in turn elicit OCB. The paper has identified several HRM practices that positively affect OCB in different organizational contexts. HR practices including conducive work atmosphere, equity, empowerment, training and development, job description, socialization, evaluation and rewards were among important HRM practices reported to have positive impact on employee work attitudes and behaviors. These HR practices were demonstrated to influence job satisfaction, commitment, and eventually OCB. The paper is significant to both the theory and practice of HRM. Theoretically, the paper has provided an updated framework for understanding theoretical contributions of various authors to the development of the subject areas of HRM and OCB. This paper has also provided insights for further theory development of both HRM and OCB. Practically, this paper has unveiled updated information concerning HR practices that enhance OCB performance. This paper provided insights into new research directions for further development of HRM theory and practice.
Emotional Intelligence and Employee Productivity: An Educator?s Perspective
(2011) Rebello, F.S.
Emotional intelligence is essential factor responsible for determining success in life & at work place. Psychological wellbeing seems to play an important role in shaping the behavior & performance of individual?s work-life environment. This study is undertaken to understand the performance level of teachers/lecturers in educational institutions in Maldives, the study focuses on understanding emotional intelligence of teachers/lecturers, its connectivity to their performance on the job. This paper examines the impact of four significant aspects of Emotional Intelligence that is self awareness, self management, social awareness and relationship management. Data for this study was collected through questionnaire and the respondents were the school heads of Academic Institutions. The results revealed that there is connectivity between emotional intelligence and employee productivity. A teacher/ lecturer with better emotional intelligence can perform better in-terms of class delivery, leading the team & building trust among colleagues and the surrounding network.
Equality and Personality Development of Women-Headed House Hold: The Role of INGOs and NGOs in Women-Headed House Hold in Manmunai South West D.S Division of Batticaloa
(2011) Arulrajah, J.A.; Phillip, P.G.
In general, it has been observed that there is an empirical knowledge gap regarding gender equality and personality development of Women Headed Households (WHHs) in most part of Sri Lanka including Batticaloa. In order to overcome this issue INGOs and NGOs are taking many initiatives in Batticaloa. In this view the objectives of this study were develop to assess the role of INGOs and NGOs in improving gender equality and personality development of WHHs in this study area, to identify the types of services provided by the INGOs and NGOs in order to improve gender equality and personality development and to suggest the strategies to further improve gender equality and personality development of WHHs in the future. In order to achieve the objectives of this research, an empirical study was conducted by using 100 WHHs based on stratified random sampling method. This study was cross-sectional in time horizon. The unit of analysis of this study was individual WHH. Mainly by using univariate analysis, results and findings were generated. The results of univariate analysis revealed that the INGOs and NGOs contributed to the overall level of gender equality and personality development. The gender equality variables are gender awareness, maintaining the children with gender equality, equal opportunities in education and employment, equality in work distribution and works and freedom in expressing ideas and opinions. The mean values for gender equality variables were 3.4, 3.2, 3.5, 3.32, and 3.41 respectively. This overall value 3.4 was fallen under the range of moderate level. The personality development variables are awareness, character development, family leadership, leadership in social events and independent life style. The mean value for personality development variables were 3.5, 3.3, 3.6, 3.2 and 3.5 respectively. This overall value was fallen under the range of moderate level. Therefore these results revealed that INGOs and NGOs need to improve their assistant to the WHHs in order to improve gender equality and personality development further in the future.
FIXED POINT THEOREMS FOR DISCONTINUOUS MAPS ON A NON-CONVEX DOMAIN
(Metroeconomica, 2013) Fujimoto, T.
This paper introduces economists to some ?xed point theorems for discontinuous mappings with non-convex images on a non-convex domain. These theorems have recently been developed based on a new approach by mathematical economists and mathematicians. The new method of proof is ?rst transformed into a sort of metatheorem, which is then used to obtain a set of necessary and suf?cient conditions for a map to have a ?xed point. Some ?xed point theorems for discontinuous maps are then explained in more concrete cases. The formulations are intended for easier applications towards economic models involving discontinuity as well as non-convexity.
The Impact and Sustainability of Remittances on Sri Lanka’s Economic Development
(Faculty of Graduate Studies, University of Kelaniya, 2012) Bachama, Y.N.
Workers’ remittances consist of goods or financial instruments transferred by migrants living and working abroad to residents of the home of the migrants. There is no doubt that workers’ remittances can spur economic development. Evidence abounds that workers’ remittances in many nations have helped in no small way in the development of the countries. The impact of remittances on development is both at the macro and micro level. Have remittances impacted on Sri Lanka’s economic development? Could the impact be sustained? And, for how long could it be sustained? The objective of this study is to find out the impact of remittances on economic development in Sri Lanka, and the sustainability or otherwise of the foreign capital inflow into Sri Lanka. Secondary data was collected and used for this study. The study confirmed that remittances have impacted positively on the economic growth and development of Sri Lanka at both macro and micro level, but the study found that sustaining such inflow of foreign capital may be hampered by growing resentment against foreign workers in many countries of the world, macroeconomic instability across nations that is becoming more frequent et cetera.
IMPACT OF JOB DESIGN ON EMPLOYEES? PERFORMANCE (WITH SPECIAL REFERENCE TO SCHOOL TEACHERS IN THE KALMUNAI ZONE)
(2010) Ali, M.A.M.H.; Aroosiya, M.A.C.F.
The objective of this study was to investigate the impact of job design on employees? performance in the school of Kalmunai Zone in Sri Lanka and which factors of job design highly influence on employees? performance in the organizations. To analyze this condition, one hypothesis was formulated using deductive approach. The study was conducted by using a random sample of five school in Kalmunai Zone. Type of investigation was correlational and it was cross-sectional on time horizon. The unit of analysis was organizational level; each school. Teachers served as respondents on behalf of the firm. Measures of the study were of good quality after assuring reliability and validity. Data were collected from 103 respondents which was 100% response rate. In order to test the hypothesis that was concerned with relationship between perceived level of job design and perceived degree of employees? performance the Pearson Product- Movement Correlation technique was applied. The results of the study showed a significant and positive relationship between perceived level of job design and perceived degree of employees? performance in the schools. Found relationship was significant (correlation coefficient was .363 that was significant at 0.01 level) implying that a school should adopt an effective task identity, autonomy and feedback in order to improve teachers? performance.
Impact of Organizational Corporate Social Responsibility on Employee Motivation in Public Quoted Companies in Sri Lanka
(2011) Mahindadasa, U.; Lakshan, A.M.I.
It is an acceptable fact that the human resource is the most important asset in the world. The importance of human resources is more in Sri Lanka since the service sector is growing rapidly. In order to get the maximum output from this valuable resource, HR professionals of organizations execute different strategies to motivate their employees. This study focused on analyzing the concept of corporate social responsibility and how it affects on employee motivation. The research was carried out with executive level employees in public quoted companies in Sri Lanka. Selected sample size was hundred executive level employees and convenience sampling method was used. Data collection was done by a questionnaire and reliability was checked by Cronbach Alpha. Results of covariance analysis reveal that the organizational corporate social responsibility has positive and significant impact on employee motivation. So, it is suggested Human Resource Management to take a leading role in encouraging CSR activities at all levels. The combined impact of CSR and human resource activities, which reinforce desirable behavior, can make a major contribution in creating long term success in organizations.
Job Stress and Job Satisfaction: A Study of Managerial Employees in Domestic Commercial Banks
(2011) Weerasinghe, T.D.; Batagoda, C.K.
This study was conducted to measure the impact of job stress on job satisfaction of managerial employees working in Domestic Commercial Banks. 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 comfortable an individual is with own job. A self develop research model was tested where job stress is stated as the independent variable. All the branches of domestic commercial banks located in Colombo district were investigated and it was carried out on a sample of sixty branch managers. Simple random sampling was applied to select a representative sample. A self develop questionnaire was used to collect data. It was found that the measurement scales met the acceptable standards of validity and reliability analyses. Correlation analysis and regression analysis were used to test the research hypothesis. Researcher found that there is a high degree of job stress among branch managers of private commercial banks while having a moderate degree of job stress among branch managers of public banks. Findings revealed that women managers have a higher degree of job stress than male managers. Managers in public banks are highly satisfied while managers in private banks have either moderate or low level of job satisfaction. Women managers enjoy their jobs highly while male managers enjoy moderately. Study confirmed that job stress is significantly correlated with job satisfaction. Though job stress is a significant predictor of job satisfaction, it can be concluded that too little or too much of job stress leads to have low level of job satisfaction and moderate level of job stress leads to have high level of job satisfaction, in the tested domain. Key Words: Domestic Commercial Banks, Job Satisfaction, Job Stress
Managerial Perception of Unionization and Its Effect in Sri Lankan Public Sector Organizations
(2011) Dhammika, K.A.S.; Ahmed, F.B.; Sam, T.L.
Public sector organizations in Sri Lanka are characterized with high unionization of their employees. This has created a unique context, where managers of these organizations face a problem of managing them with the conventional thought of management. Most of the public sector organizations have failed to achieve the expected level of performance which has caused criticism against them. Therefore, there is a need of a study to explore this situation prevailing in the public sector organizations in Sri Lanka. As a first step of a series of empirical exploration, an attempt was made to understand the issues of employee unionization in the public sector organizations in Sri Lanka. A purposive sample of fifty middle and lower level managers of the public sector organizations was drawn. A self developed questionnaire was administered among respondents, and data was analyzed with the tools of descriptive analysis such as frequency distribution, mean and median. Since this is a preliminary study, the attempt was made to understand the union perception of managers of the public sector organizations in Sri Lanka. It was found that managers differ in their perception of unionization and the effect of unionization varies at different managerial activities. Among them, decision making, implementation and evaluation were found to be mostly affected by the employee unionization. Further, it was found that perceived performance ranged along with the perception of managers and strategies dealing with unionized employees. However, a deep and rigorous study is needed to understand this complex contextual scenario.
Mediating and Moderating Effects of Union Commitment and Union Politicization on Transactional and Transformational Leadership Effectiveness: Development of a Conceptual Model
(2011) Ahmed, F.B.; Sam, T.L.
Leadership effectiveness has been the central theme in most of leadership research from the beginning of leadership studies in early years of the 20th century. Thousand of studies have been conducted examining the components of leadership, emergence of leader and the factors for leadership effectiveness. Behaviour of the leader stands prominent as a determinant of leadership effectiveness in organizations. The extensive research on transactional and transformational leadership has accumulated a vast body of knowledge explaining leadership effectiveness. However, leadership and transactional and transformational leadership in particular have not been explored adequately in deferent contexts for its contextual validity. Comparatively very few studies have been carried out on transformational and transactional leadership in unionized work contexts. Researchers have explored the specific variables associated with employees?behaviour in unionized work environment. Among these unionization variables, union commitment is found to be associated with employees outcomes , namely job satisfaction, commitment and performance and political belief of employees has been cited as a possible moderator on perceived management performance. This conceptual paper aims at proposing a conceptual model for empirical examination of the effect of union commitment and union unionization implications on leadership effectiveness. It attributes a mediating effect for union commitment and moderating effect for union politicization by reviewing the relevant literature. This paper makes a significant contribution to the body of knowledge with the proposed conceptual framework so that it can be used as a basis for the future research in this context.
Multidimensionality of urban poverty: an inquiry into the crucial factors affecting well-being of the urban poor in Sri Lanka
(International Journal of Economics, Commerce and Management, United Kingdom, 2015) Semasinghe, W.M.
Although, identification of the nature of poverty in a specific setting is crucial for poverty analysis and designing targeted poverty reducing programs, there is no consensus among researchers, policymakers etc. on the dimensions of poverty, due to the multidimensionality and the universality of the phenomena. Even the criteria for selecting dimensions used in the literature remain controversial. Although, the poverty has been greatly discussed recently in Sri Lanka as in many other developing countries, most of the analysts have focused mainly on the identification of incidence and trends of poverty based on uni-dimensional approach. It is hard to find the methodical attempts which are made to identify the border aspects of well-being and poverty of mankind. The main objective of this paper is to identify the dimensions of urban poverty in the light of conventional methodologies and historical knowledge. Qizilbash’s ‘core poor’ framework was applied in this analysis. Findings revealed that shelter, clean drinking water, children’s education, health service, environmental pollution, addiction to drugs/ alcoholism, uncertainty about the future, sanitation, domestic violence and stability of livelihood are the crucial factors of well-being of urban poor.
Occupational Stress: A Study of the Private Banks in Batticaloa District
(2011) Victor, L.D.; Thavakumar, D.
Employees in many countries increasingly complain about high and rising levels of stress at work. As stress levels have increased, employers have faced rising medical bills, more accident insurance claims, increased absenteeism, and declining morale. Most corporate efforts to handle the problem have focused on the symptoms of stress, with, for example, therapy, counseling, gym memberships, and in-house exercise facilities. This research studies the occupational stress of private bank employees in the Batticaloa District. The data for this study is collected from 100 employees selected from banks. In this study we are concerning about two variables, namely Work Demands and Decision Latitude. Work demands are the psychological stressors the job places on the worker and include: the volume of work, the speed of work, the lack of time, and the conflicts involved in having to do different types of work at the same time. Decision latitude encompasses decision authority, which refers to the worker?s authority to make decisions involving how the work is done, and skill discretion, which refers to his or her opportunity to use a variety of skills on the job. The researchers used the questionnaire to collect the primary data. Descriptive and inferential statistics was used to analyze the data, Mean and standard deviation was used in the descriptive statistics to find out the influence of each factor in the dependent variable, stress. And the correlation and regression was done to find out the relationship between independent and dependent variable. The researchers used SPSS 14.0 to analyze the data. In general, we found that stress increases when work demand is high. And the stress reduces when the decision latitude are high. As a result, we suggest the managers to decrease the work demand and increase the decision latitude to keep the stress in a balance level.