bluuebunny/crossref_metadata_2025_split huggingface dataset:
Impact of need for Affiliation on the relationship between Emotional intelligence and integrating style of conflict resolution
Authors: Dissanayake W.D.M.B.K. , Kodagoda D.T.D. 
Published: March 2022

The research was conducted to gain an insight into how the Need for Affiliation (nAff) influences the relationship between Emotional intelligence (EI) and the integrating style of conflict resolution among state university undergraduates in Sri Lanka. Undergraduate disputes have frequently being a regular heading in many mainstream dialogues in the county, this study is expected to provide a deep understanding of the issue from the perspective of the impact of nAff on the link between EI and integrating style. The nAff as a moderating factor on the relationship between EI and integrating style of conflict resolution has persisted unexplored in the context of Sri Lankan state university undergraduates. Consequently, a study was conducted with the aim of providing an insight to bridge the prevailing gap. The investigation was based on a survey conducted with the participation of 388 undergraduates containing ten (10) state universities in Sri Lanka. Extensively used scholarly work tools were used to ensure the credibility of research in which EI was measured using Wong and law EI scale, nAff was measured using Unified Motive Scales (UMS), and conflict resolution strategies (integrating style) measured using Rahim’s Organizational Conflict Inventory-II. Moderated multiple regression analysis (hierarchical multiple regression) was applied to evaluate the moderating impact and level of interaction of nAff on the nexus between EI and integrating styles of conflict resolution. The results signify that emotionally intelligent people prefer to use the integrating style to resolve conflicts. The results of the hierarchical multiple regression analysis revealed that nAff (moderating variable) enhanced the relationship between EI and integrating style. It indicates that those who are emotionally intelligent and have a high need for affiliation have a stronger preference to choose the integrating style. Conclusively, research has contributed to understanding the role of nAff in defining the relationship between EI and conflict resolution styles and it confirms that higher EI combined with a higher need for affiliation increase the chances of selecting a more productive and collaborative conflict resolution approach.
Keywords: nAff, EI, Integrating conflict resolution style, State University, Undergraduates
Investigation on Occupational Safety and Health Best Practice in Building Maintenance: Case of Sri Lanka
Authors: Wepitiyage I.N. , Gowsiga M. , Pavithra G. 
Published: March 2022

Implementation of occupational health and safety best practice at the workplace is mandatory to ensure employees’ safety and health since maintenance activities include several risks for maintenance workers as well as occupants in the entire organisation. Therefore, employers should promote and implement safety and health practices among employees to improve the safety and health within the organisation. Furthermore, safety practices are the indicators of a safe working environment of the organisation. However, in Sri Lanka, priority for health and safety practices of workers are still low due to the cost of provisions and there are no quantifiable benefits immediately. Currently, it is noted that many accidents have happened due to the absence of supervision, lack of knowledge and awareness, bad work practices, and improper use of personal protective equipment. Moreover, in Sri Lanka, there is nonexistence of study in health and safety practices on maintenance operation. Hence, this study focuses on identifying the best occupational safety and health practice in the maintenance division, including its implementation barriers and solutions for the identified best practice, to enhance the occupational health and safety performance of the building maintenance employees. A comprehensive literature review was conducted to identify the best occupational safety and health practices. Then a mixed approach was adopted to validate the findings in the real Sri Lankan context. Primarily, a preliminary survey was conducted to validate and find out the relevance of identified occupational health and safety practices through literature. Then a questionnaire survey and semi-structured interviews were carried out. The collected data was analysed using manual content analysis, NVivo11.0 software, SPSS statistical software. The Study results provide the best occupational safety and health practice to the building maintenance division. In addition, financial issues, lack of awareness, time constraints, ignorance, and less support of employees are identified as prominent barriers to the implementation of the identified best occupational safety and health practices. Moreover, the establishment of the importance of occupational safety and health, commitment, leadership and interest of management towards occupational safety and health, encouraging workers, awareness program, conducting regular meetings and close supervision of workers was suggested as a key solution to overcome those barriers.
Keywords: Occupational Health and Safety, Best Practice, Building Maintenance, workplace, barriers, and enablers.
Application of Green HRM Practices (GHRM) in Brandıx Apparel Solutions Ltd.: The Managerial Perspective
Authors: Dayananda P. , Silva K.N. N. 
Published: March 2022

Growing concern for the global environment and the adoption of international environmental protection principles have created a need for businesses to implement environmental policies and programs. GHRM means environmental friendly Human Resource Management (HRM) activities such as video recruiting, protection of electronic archives, online interview and application filling environmental training and green initiative-based incentive etc. The main motive of the study is to find out the potential contribution of Human Resource Management field for increasing environmental sustainability by using Green Human Resource Management (GHRM) concept at organization in Sri Lankan context. This study also helps to examine the available GHRM practices in the organization, perception regarding green human resource practices and related constraints as identified by HR professionals of the organization. A survey was conducted to collect data from the respondents of 35 employees by pre-structured questionnaire and informal interviews. The simple random sampling method was used. Data were analyzed using descriptive and inferential statistics methods. The major findings of the study are significant positive willingness towards all the proposed GHRM initiatives, more than 50% of HR professionals are moderately implemented at least one GHRM initiative, existing rules and regulations is the highest constraints as identified by the HR professionals. In order to achieve sustainability, incorporation of GHRM practices for Brandix group of companies is a prerequisite and company to focus this in their action plan and Flexible rules and regulations have to be followed to motivate HR professionals to practice GHRM practices within the organization.
Keywords: Apparel sector, Environmental sustainability, Green human resource management, GHRM practices, HR professionals.
Impact of Strategic Role Behaviour on Employee Performances
Authors: Subodha B.P.V. , Silva K.N.N. 
Published: March 2022

Private sector related to the agrochemicals plays a vital role in the agrochemical industry in Sri Lanka. There is a huge competition among agrochemical companies in Sri Lanka. Employee’s performance is the key driving force for the market competition and productivity of the company. Analysing the discrepancy between potential and actual performance of the employees is crucial for those agrochemical companies. Hence, this research focused to identify the determinants of the discrepancy of employee performance and to identify the impact of employer’s strategic role behavior on performances. One of the leading private sector agrochemical Company in Sri Lanka was purposively selected for this study. Primary data was collected from randomly selected 50 employees using structured questionnaire. Standard statistical procedures, such as regression analysis, Pearson correlation analysis and Wilcoxon sign rank test were employed to analyze the data. The study concluded that employee’s personal determinants namely employees experience, skills, motivation and confidence are significantly affect for the discrepancy of employee performances while managerial role on employees performances namely organizing procedure, delegation, authority distribution and management, coordination among employees have significant negative impact on employee performances(p=0.000). According to the Pearson correlation analysis, the age of the employees have significant correlation with employees work load & schedule. Past experience of the employees have significant correlation with role ambiguity, employees planning ability, skills of the employees, confidence and the motivation of the employees. Furthermore, this study suggested that organization management in agro chemical companies must focused on employee’s personal factors and managerial behavior apart from strategic role behaviour in order to improve the employee’s performance effectively.
Keywords: Agro chemical company, Employee performances, Human resource practices, Strategic human resource management, Strategic role behavior
Impact of Meaningful Work on Altruistic Behavior of Employees
Authors: Bartholomeusz R. A. , Edirisooriya W.A. 
Published: March 2022

Altruism plays a vital role in human relationships and it promotes satisfaction in both personal and professional life. Some individuals are inherently altruistic, but some may not. However, in the corporate world, willingly or unwillingly employees are bound to help each other at any given cost for the betterment of the organization. But over the past few months, COVID-19 has reset the behaviors of employees in a different way. Majority of the employees worried only about their survival and exploited COVID-19 crisis as an excuse for selfishness. However, scholars proved that employees who exhibit altruistic behaviors are the ones who can effectively survive even in crisis situations. Therefore, the ultimate objective of this study was to investigate the impact of meaningful work on altruistic behavior of private sector banking employees in Sri Lanka. Further, organizations need identify an effective strategy which can encourage employees to exhibit more altruistic behaviors at workplace. By nature, employees have an inner desire to accept tasks, duties and responsibilities which gives a meaning to their work life. Meaningful work drives employee’s momentum, even when the situation is worse. In Sri Lankan context, there is no evidence to date investigating the extent to which meaningful work can support employers to nurture employees with altruistic behaviors. Therefore, the main objective of this study was to investigate the impact of meaningful work on altruistic behavior of employees. Study was aligned with cross sectional survey strategy and through convenience sampling technique researcher gathered data from 149 private sector banking employees in Sri Lanka. The analysis of the data was done using simple regression with the support of SPSS version twenty. The results of regression analysis proved that meaningful work has a significant impact on altruistic behaviors of private sector banking employees in Sri Lanka. Further, meaningful work can account for 34.1% of variance in altruistic behavior of employees. These findings contributed to limited literature available to understand the nexus between meaningful work and altruism. Further, it provides an opportunity for industry experts to rethink the importance of meaningful work in promoting altruistic behaviors and the possible strategies that can be utilized to make work meaningful for employees.
Keywords: Altruistic Behavior, Meaningful Work, Private Sector Banking Employees
Development of Framework to Enhance Public-Private Partnerships (PPP) Project Success Through Sustainable Stakeholder Relationships; Case of Unsolicited PPP Projects
Authors: Widanage W.C.L. , Gunatilake S. 
Published: March 2022

Infrastructure plays an essential role in the economic development of a country. Hence, the prevailing global infrastructure gap has succeeded in promoting the adoption of the PPP concept for construction projects due to its tremendous advantages in terms of risk-sharing, creativity, innovation, and public sector budgetary constraints. This enormous interest of the governments towards the PPP emphasises the requirement of more investigations on the successful implementation of PPP construction projects. Accordingly, many researchers have been identified that stakeholder opposition results in many failures in PPP project performances. However, limited studies have been focused related to successful stakeholder management in PPP projects worldwide. Therefore, there is a need for an in-depth investigation of stakeholders and their relationships in PPP projects to facilitate sustainable relationships to improve project success.
A qualitative survey strategy was adopted to achieve the established objectives of this study. Data was collected through semi-structured interviews which were conducted under two rounds. Interviews were conducted with thirty responders per each round which totalled to sixty interviews with construction experts. Finally, these data were analysed using content analysis technique and social network analysis technique. Findings of this research indicate that the government, contractor, consultant, and end-users are the essential stakeholders in PPP projects. Social network diagrams developed under categories of contractual, financial, information exchange and performance incentive relationships provide clear visual on stakeholder relationships in PPP projects. Furthermore, success factors of stakeholder relationships were identified to improve stakeholder management in PPP projects, and strategies were suggested to minimise existing barriers and maximise facilitators in achieving those success factors. Moreover, the developed conceptual framework provides an approach to be followed by industrial practitioners to achieve sustainable stakeholder relationships in PPP construction projects in Sri Lanka.
Keywords: Public-Private Partnerships, Stakeholders, Stakeholder relationships, Critical success factors, Strategies
Impact of Employees’ Protean Career Attitudes on Affective Commitment to organization (With special reference to financial sector in Sri Lanka)
Authors: Bandara W.M.H.K. , Senanayaka S.G.M.S.D. 
Published: March 2022

With the emergence of new career theories, the present study attempted to provide insight upon the influence of protean career attitudes on an individual’s affective commitment to their employing organization. As to date, there have been fewer theoretical and empirical research findings related to this topic. Within the literature this topic was done by various researchers, however, there is a knowledge gap it does not vitally answer the question with respect to if protean career attitudes impact affective commitment. A quantitative method research design was used. The data collection method was done using self-administered questionnaires and distributed to 100 young employees by using a convenient sampling technique. Data analysis was performed using simple and multiple regression analysis. The findings of the study indicated that young employees with protean career attitudes have a positive impact on affective commitment. Results of regression analysis show self-directed career management and value-driven predispositions positively related to affective commitment. The findings of the study concluded that young employees with a protean career attitude are even emotionally attached to the organization. Further, the study recommended that it would be important for the employers to provide more varied experiences and development opportunities inside the organization are more committed affectively to their organizations, they control over their work environment.
Keywords: Affective commitment, Protean career attitudes, Self-directed career, Value-driven predispositions
Factors Affecting Private Sector Bankers’ Job Satisfaction in Sri Lanka: A Case Study
Authors: Thotawatte L. P. , Samarakoon N.D. 
Published: March 2022

Job satisfaction is a positive and a delighted feeling of the employees’ job or work roles that they are currently dealing with. This emotion has an inspiring nature which is closely related with individual’s behavior in the workplace. Banking sector is one of the sectors in Sri Lanka which makes a significant impact and contribution on community, society and the development of the economy of the country. It comprises of state and private banks, currently facing an intense competition. Every bank tries to ensure their quality service to customers. Job satisfaction of bankers is directly linked with service quality. This study aimed to identify the factors affecting employees’ job satisfaction level in private banking sector with special reference to Union Bank. Also the research was designed to identify the most significant factor which affects job satisfaction and to identify differences of job satisfaction level in different demographic groups. The independent variables of the study were pay, promotion and working conditions. The demographic groups considered based on gender, employment type and experience. A deductive approach was followed with quantitative data. Data was collected by using a questionnaire and it was done within a particular time period, the study was cross sectional in nature. Stratified sampling method was used, selected 200 employees. Data was analyzed with SPSS version 22. Descriptive statistics, correlation, regression and t-test and ANOVA were used.
The results of the study showed that job satisfaction is strongly and positively correlated with working conditions and moderately positively correlated with pay, promotion. The most significant factor which affects job satisfaction was working conditions. A significant difference of job satisfaction level was observed only among groups with different experience levels. No significant differences of job satisfaction level were observed in different demographic groups based on gender and employment type. The findings contribute to the human resource practitioners at Union bank to develop human resource strategies in such a way it increases job satisfaction of bankers.
Keywords: Banking sector, Job satisfaction, Pay, Promotion, Working conditions
Does Psychological Empowerment Mediate the Impact of Transformational Leadership Style on Employee Performance: Evidence from the Public Sector in Jaffna District
Authors: Raveendran T. , Gamage A.S. 
Published: March 2022

Sri Lankans continue to rely on public service to satisfy most of their needs, however, they are increasingly distrustful of its performance. If the managers and leaders better manage the employees, it is possible to move toward a productive workforce and to meet the common expectations of the people. There is a need to adopt appropriate style in order to promote psychological empowerment among employees and to improve employee performance. In the Sri Lankan public sector, it is very rare to come across studies which have been conducted on the impact of leadership style on employees’ performance, particularly in the Northern Province. Thus, the current study aims to examine the association between transformational leadership style and employees’ job performance and the potential mediating effect of psychological empowerment in the effect of transformational leadership on employee performance in the public sector organizations in Jaffna District. The study employed survey method and 287 employees participated in this study. Leadership style was measured using MLQ Rater Form 5-x, employee performance was measured using Job Performance Scale and psychological empowerment was measured using Empowerment Scale. Exploratory factor analysis was performed to get factor structure and confirmatory factor analysis was performed to confirm the validity and reliability of the study instruments. The results revealed that transformational leadership has a positive impact on job performance and on psychological empowerment. It was also found that psychological empowerment has a mediating effect in the impact of transformational leadership on employee performance. This study recommends that the leaders should pay more attention in their leadership style as a way to improve employee performance. This study further suggests that future researchers should cover other public sector organizations to better understand the relationship between the variables.
Keywords: Public sector, job performance, psychological empowerment and transformational leadership
Review on Professional Indemnity Insurance for Quantity Surveyors
Authors: Kanchana A. , Jayalath C. 
Published: March 2022

Professional Indemnity Insurance is a risk shifting mechanism popular among the service providers including the delivery of construction related services. One of the guiding principles used for structuring an insurance policy is to ensure adequate indemnity. This research is to appraise various dimensions of Professional Indemnity Insurance (PII) related to the quantity surveying profession with particular emphasis on the Sri Lankan context. A comprehensive literature survey was carried out to recognize the liabilities that inspire policy requirements. A desk review was carried out to identify the deficiencies of the existing PII policies. 15 individual practitioners selected purposively were interviewed to gauge their perception and experience. All responses were considered valid for analysis. A discourse analysis was carried out to understand the themes and patterns in the context under study and draw conclusions. It was found that PII for the QS profession is at its embryonic stage. The study suggests that the uptake of enhanced policies would indeed help in fostering a fully-fledged insurance mechanism for quantity surveyors that is capable of accommodating the rapidly changing and newly added dimensions in the quantity surveying profession.
Keywords: Professional indemnity insurance, Quantity surveyor, Professional liabilities, Insurance policy