Volume 17 - Issue 1 - 2022
Permanent URI for this collectionhttp://repository.kln.ac.lk/handle/123456789/29551
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Item Determinants of E-government Adoption: A Systematic Literature Review(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2022) Priyashantha, K. G.; Dilhani, V. I.The adoption of E-government has significant benefits for both citizens and governments. The objectives of this study were to (1) find out the common areas investigated in the empirical research landscape on E-government adoption from 2015 to 2020, as well as (2) the areas that need more focus for research. The systematic literature review methodology was used in this study. Fifty-five empirical articles published during the 2015-2020 period in journals were extracted from the Scopus database. The review’s article selection and findings are published following the Preferred Reporting Items for Systematic Reviews and Meta-Analyses (PRISMA) guidelines. According to the findings, the perceived usefulness, perceived easiness, trust, and perceived risk of Technology Acceptance Models (TAM) and performance expectancy, effort expectancy, social influence, and facilitating conditions of the Unified Theory of Acceptance and Use of Technology (UTAUT) model have all been extensively studied. They are the determinants for E-government adoption. Additionally, citizen awareness, cost of services, citizen satisfaction, digital inequality, and individual motivators are determinants of E-government adoption. The research implications and future research agendas are also provided.Item Happiness at Work: Case of Apparel Industry in Sri Lanka(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2022) Silva, O.; Siriwardhane, D.; Hettiarachchi, A.The objectives of the study were to; examine the differences in happiness at work among white-collar and blue-collar workers in the apparel industry and to explore the main contributing organizational level factors to happiness at work. Following the case study method, a sample of blue and white-collar employees, selected from a large organization in the apparel industry were used to collect data. A structured questionnaire was used to collect data related to happiness and its determinants. Both ANOVA and ANCOVA models together with qualitative analysis were used to analyze data. It was found that blue-collar workers are happier at work than white-collar workers. Furthermore, it was discovered that job inspiration and work-life quality are the most significant contributors to the happiness of blue-collar employees; job inspiration, leadership, and work quality contribute to the happiness of white-collar employees.Item Human Resource Skills Adjustment and Organisational Resilience in Times of Global Crisis(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2022) Edeh, F. O.; Ugboego, A. C.; Adama, L.Covid-19 pandemic has changed the structures and methodologies of both service and manufacturing organisations across the globe. Thus, to resuscitate these organisations, human resource managers need to upskill and reskill the human resource who are saddled with the responsibility of driving the vehicle conveying the goals of the organization. It is based on this premise that this study examines the effects of human resource skills adjustment on organizational resilience in times of global crisis. Twenty manufacturing companies serves as the target population. Questionnaire was used as instrument for data collection. Operations Managers, Middle Managers, HR Managers, and Supervisors represent the participants. Linear regression was used to analyse the hypotheses. Result of the study showed that human resource skill adjustment has significant effect on organizational resilience. Based on the findings, the study concludes that human resource skills adjustments measured in terms of upskilling and reskilling enhances organisatiaonal resilience.Item Determinants of Operational e-HRM Adoption Behavior of the Firms in Sri Lanka: An Integrated Model(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2022) Galhena, B. L.Compared to firms in developed economies, e-HRM adoption of firms in emerging economies indicates relatively a slow adoption rate, as they experience specific challenges pertaining to e-HRM implementation. This study explores the determinants of operational e-HRM adoption behaviors of the firm in emerging economies, Sri Lanka. To realize the objective, this study develops an integrated model to explain operational e-HRM adoption behavior of firms incorporating innovation, individual, organizational, and environmental contextual factors. The research model was built by integrating Diffusion of innovation theory (DIT) and Theory of Planned Behavior (TPB). Data were collected through self-administered questionnaire employing three types of data collection tools: mail survey, personal interviews, e-mail survey. Data were collected from 212 firms. PLS-SEM used to test the research model due to its complexity, non-normal data distribution, and sample size requirements. Findings revealed that all the innovation context variables excluding trialability determine the intention of operational e-HRM adoption. Subjective norm of profession was a significant driver of explaining the intention of operational e-HRM adoption. Competition which was specified under environmental context also found empirical support. When it comes to organizational context financial resource, top management support found as significant driver of predicting extent of operational e-HRM adoption. Moreover, as TPB proposed, this study found that intention to adopt operational e-HRM adoption is positively related to the extent of operational e-HRM adoption. From a theoretical perspective, this study extends DIT by including organizational and environmental contextual factors as potential predictors of firms’ operational e-HRM adoption. Moreover, TPB is extended by including innovation contextual factors that determine operational e-HRM adoption behaviors of firms.Item Influence of Employee’s Anxiety on Human Factor Dimensions and Successful Change Implementation: Evidence from Nigeria(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2022) Kuforiji, A. A.; Tobi, A. A.This study investigated the moderating effects of employees’ anxiety on the relationship between human factor dimensions and the success of change implementation initiatives. The study employed a cross-sectional survey research design and administered a structured questionnaire to employees of four selected food and beverage firms in Lagos State, Nigeria. The findings showed that employees’ anxiety has a statistically insignificant moderating effect on the relationship between human factor dimensions and change implementation success. The study concluded that employees' anxiety has multifaceted effects on change implementation in organisations. It may negatively impact the success of change implementation and may have an insignificant effect on change initiatives. therefore, it is recommended that in order to enhance the success of change initiatives, employees’ anxiety should be given adequate consideration at the planning staged of the change implementation.