http://repo.lib.jfn.ac.lk/ujrr/handle/123456789/5695 Thu, 09 Apr 2026 10:21:21 GMT 2026-04-09T10:21:21Z http://repo.lib.jfn.ac.lk/ujrr/handle/123456789/1693 Title: THE EFFECT OF WOK FAMILY CONFLICT ON EMPLOYEE PERFORMANCE: DOES INCOME MATTER OF INFLUENCE? Authors: Kengatharan, N. Abstract: Seminal research studies in the sphere of work family conflict lend credence to the notion that work family conflict is a deleterious factor hampering employee performance at work. Consequently, this study close looks at the moderating role of income in buffering the negative relationship between work family conflict and employee performance. Using a random sampling technique, a total of 124 employees working in apparel industry located in Trincomalee district were selected. Data were garnered using self-administrated questionnaire. The results revealed that the level of income moderated the relationship between work family conflict and employee performance. The results show that the negative relationship between work family conflict and performance is stronger with employees at low levels of income than those at high levels of income. This study makes a theoretical contribution to the frontiers of work family conflict and proffers practical implications that would serve as a springboard for future research studies. Sun, 01 Jan 2017 00:00:00 GMT http://repo.lib.jfn.ac.lk/ujrr/handle/123456789/1693 2017-01-01T00:00:00Z http://repo.lib.jfn.ac.lk/ujrr/handle/123456789/1692 Title: REPATRIATION ADJUSTMENT AND KNOWLEDGE SHARING: A THEORETICAL VIEW Authors: Yogeswaran, T.; Vijayakumar, R.; Balasubramaniam, J; James, R. Abstract: International human resource management (IHRM) literature widely discusses the issues of repatriation of employees in multinational companies. This literature mainly focuses on job related variables and provides theoretical models for repatriation adjustment of corporate employees. However, these models are not sufficient to understand the repatriation process of other repatriates working in different types of organizations. Thus, this study focuses on developing a model that explains causes and consequences of repatriation adjustment of all types of business employees based on existing relevant literature and theories in different field of study. The proposed model was supported by Uncertainty reduction theory socialization tactics theory and cognitive and sense making theory. This model suggests that individual, group and organizational level strategies need to be developed to facilitate repatriation adjustment and the successful repatriation adjustment encourages employees’ knowledge sharing intention. Further, it discusses the role of repatriates’ personal and situational variables on adjustment. This study contributes to the literature in a way of providing a meaningful theoretical model explaining the factors that facilitate repatriation adjustment and its consequences, and relates socialization theories to repatriation adjustment. This study highlights the role of individual, group and organization in the process of repatriation adjustment and improved (better) use of top talent at the organization. Sun, 01 Jan 2017 00:00:00 GMT http://repo.lib.jfn.ac.lk/ujrr/handle/123456789/1692 2017-01-01T00:00:00Z http://repo.lib.jfn.ac.lk/ujrr/handle/123456789/1691 Title: IS THE INTERPLAY OF LOCALISATION AND STANDARDISATION OF HRM PRACTICES THE STRATEGIC OPTION FOR WESTERN SUBSIDIARIES IN GHANA? Authors: Azungah, T. Abstract: As part of sub-Saharan Africa, Ghana has not missed the opportunity to attract considerable investment from Western multinational enterprises (MNEs) due to its rich natural resources and potential for growth, yet presents specific challenges to these enterprises particularly when seeking to transfer their human resource management (HRM) practices to their operations in Ghana. A review of the International Business (IB) literature reveals a serious gap in the interplay of standardisation and localisation of HRM practices in Western subsidiaries in Ghana despite their growing presence. Using institutional theory as the theoretical foundation for this research, I examine how the normative institutional distance between Ghana and Western countries influence the standardisation and localisation of HRM practices of western subsidiaries. This research employs a qualitative multiple case study approach using semi-structured interviews with employees and managers in purposefully selected Western subsidiaries in Ghana and triangulate interview data with document analysis. This study contributes to the IB scholarly conversation on whether standardisation and localisation of HRM practices can be implementedconcurrently. It explains methodologically how and why this occurs. The study also offers practical implications as to which practices to transfer and which not. Sun, 01 Jan 2017 00:00:00 GMT http://repo.lib.jfn.ac.lk/ujrr/handle/123456789/1691 2017-01-01T00:00:00Z http://repo.lib.jfn.ac.lk/ujrr/handle/123456789/1690 Title: HIGH -PERFORMANCE WORK PRACTICES AND EMPLOYEE ATTITUDES: EVIDENCE FROM HOTEL INDUSTRY IN SRI LANKA Authors: Saravanabawan, A. Abstract: In this contemporary world, most of the organizations understand the importance of managing human resources effectively and efficiently to become successful. Many Previous researches have established a significant relationship between High performance Human resource (HR) practices and firm level and individual level outcomes. Few studies have considered the important role of employee perceived HR practices and outcome of high performance HR practices and its mediating roles. To address the recent growing interest in the literature for an investigation of this nature, this study was conducted investigating the relationship between high-performance work practices and employee attitudes in the hotel industry of Sri Lanka. Questionnaire was used to collect the data. Initially discussion was conducted with 200 employees who voluntarily participated in this study from Hotel sector, finally 175 participants agreed to fill out the questionnaire. Of the selected sample 150 questionnaires was complete and usable for this study. Correlation and regression analysis was performed to test the hypothesized relationship. Results of the study showed that high -Performance work practices positively related with intention to remain with organization, further study found positive relationship between employees’ perceptions of high-performance work practices and affective commitment; furthermore, study found that affective commitment mediated the relationship between high performance work practices and intention to remain with organization. On the basis of these findings, managerial implications of the study and future research direction were highlighted. Sun, 01 Jan 2017 00:00:00 GMT http://repo.lib.jfn.ac.lk/ujrr/handle/123456789/1690 2017-01-01T00:00:00Z