http://repo.lib.jfn.ac.lk/ujrr/handle/123456789/5694 2026-04-07T17:47:02Z 2026-04-07T17:47:02Z Robinson, J. http://repo.lib.jfn.ac.lk/ujrr/handle/123456789/1676 2022-10-21T08:09:03Z 2016-01-01T00:00:00Z

REPATRIATION ADJUSTMENT OF ACADEMICS: IS COWORKER SUPPORT A MATTER OF INFLUENCE Robinson, J. Over the last few decades, the literature on corporate repatriation has stressed the importance of effective management of repatriation and has highlighted the fact that unsuccessful management of repatriation leads to employees suffering from problems of adjustment which result in stress and loss of motivation at work. Literature highlights that coworker support help employees to get rid of their stress and establish certainty in an uncertain environment. However, co-workers' influence on repatriation adjustment has apparently been neither discussed nor empirically tested among academic repatriates so far. Given that, in this study researcher aims to find out the impact of academic repatriates' perceived co-worker support on repatriation adjustment. Data was collected from 102 Sri Lankan academic repatriates who had been attached to a foreign university or academic institution for more than one-year, had been involved in academic activities, and, at the survey date, had returned within the past four years. The data was analyzed using appropriate statistical tools. This study found that repatriates' perceived co-worker support had a positive impact on repatriation adjustment. Further, this study found repatriates' personal and situational variables has an influence on co-worker support but not on adjustment. The overall findings underline the essential role of co-worker in the adjustment process of academic repatriates. An in-depth discussion of findings, contributions, limitations, and implications for further research are presented.

2016-01-01T00:00:00Z Chathurika, H.J. Dileepa, M.E.W. http://repo.lib.jfn.ac.lk/ujrr/handle/123456789/1675 2022-10-21T08:09:02Z 2016-01-01T00:00:00Z

PREDICTING EMPLOYEES' JOB SATISFACTION WITH PEOPLE-RELATED TQM PRACTICES: CASE IN APPAREL MANUFACTURING INDUSTRY, SRI LANKA Chathurika, H.J.; Dileepa, M.E.W. People-Related Total Quality Management (PRTQM) practices mainly involve with the "soft" performance of the organization as same as human resource practices. Therefore, the PRTQM practices have a direct impact on employee satisfaction. Job satisfaction is identified as the main construct which effects on employees' commitment level, which leads to the productivity of the human resource. This paper focuses on to identify the relationship between the PRTQM practices and employees' Job Satisfaction in the context of the Apparel Manufacturing sector in Western Province in Sri Lanka. Senior level managers who belong to the areas of Production and Quality of 15 randomly selected Apparel Manufacturing organizations were used as the sample and a self-administered questionnaire was used to collect data. Psychometric evaluation of the measuring tool was done through Confirmatory Factor Analysis and Reliability Analysis. The Correlation Analysis was used to measure the strength and the significance of the relationship between the level of PRTQM practices and employees' Job Satisfaction. Multiple Linear Regression Analysis was used to measure the impact of individual PRTQM factors on the Job Satisfaction of senior Managers. Results of this study illustrated a positive relationship between PRTQM practices and employees' Job Satisfaction. The average level of Job Satisfaction and identification of the opportunities for Teamwork are significantly higher in females than their male counterparts. Compensation has no significant impact on Satisfaction. The level of influences of Leadership, Training opportunities, Empowerment, and Involvement, on the Job Satisfaction, varied according to the gender of the employee. Opportunities for Teamwork, Leadership, and Involvement are the significant factors for the Job Satisfaction of male employees but the Involvement and the Empowerment are the significant factors for the female employees. Ignoring the gender difference of the senior managers, Involvement, Leadership, and opportunities for Teamwork, together shows significant impact (R2= .381) on the Job Satisfaction of employees in the Apparel Manufacturing sector.

2016-01-01T00:00:00Z Kumudinei, Dissanayake. http://repo.lib.jfn.ac.lk/ujrr/handle/123456789/1674 2022-10-21T08:09:00Z 2016-01-01T00:00:00Z

INSTITUTIONAL FORCES AND LIFE CYCLE STAGES OF WOMEN-LED SMEs IN DEVELOPING ECONOMIES Kumudinei, Dissanayake. Despite women`s enormous involvement in economic activities through Small and Mediumscale Enterprises (SMEs), their progress has been relativelyslow and the macro environmental influences impeding women-led SMEs have been numerous. These impediments vary at different life cycle stages of the women-led business. As informed by life cycle stage theories of organizations, the formation, establishment, continuation and growth stage of businesses each have their own characteristics and needs, and thus entail specific resource requirements to be fulfilled for proceed to the next stage and/or for ensuring survival. This knowledge builds reasonable certainty that the issues undergone by womenled SMEs may vary and be distinctive at diverse life cycle stages of their businesses. The institutional environment of a country can impose restrictions or facilitate growth of entrepreneurship and small businesses. Even though evidence on issues related to formation, establishment, continuity and growth of women-led SMEs are not rare in the existing literature, the impact of the institutional environment at various business life cycle stages have not been well investigated. Thus, the aim of this study is to examine the institutional forces that affect the businesses at diverse life cycle stages of women-led SMEs in developing economies. Drawing from the institutional theory, the present study examines the institutional environmental forces influencing women-led SMEs at different stages of the business life cycles. It develops several propositions, building relationships among three institutional forces and different life cycles stages passed by women-led SMEs. It examines the effects of regulatory, normative and cognitive dimensions of the institutional environment at developing economy contexts. Based on the previous research findings, it encapsulates how apex level environmental conditions of under-developed institutional environments affect the life course of grass-root level women-led SMEs. Concurrently, the findings shed light on which dimension(s) of the institutional environment are most significant at a distinctive stage of women-led SME.

2016-01-01T00:00:00Z Dharmadasa, R.A.P.I.S. Polkotuwa, P.W.T.P. http://repo.lib.jfn.ac.lk/ujrr/handle/123456789/1673 2022-10-21T08:08:59Z 2016-01-01T00:00:00Z

INCOME DIVERSIFICATION OF ESTATE SECTOR IN SRI LANKA Dharmadasa, R.A.P.I.S.; Polkotuwa, P.W.T.P. This study aims to identifying determinants of income diversification at household level in Sri Lankan estate sector. Analysis builds on data of Household Income and Expenditure Survey 2009/2010 conducted by Department of Census and Statistics of Sri Lanka. The data set covered 1736 households in Sri Lankan estate sector. Herfindhal Index was applied to calculate income diversification at household level and Censored Tobit model was used to identify the determinants of income diversification. The econometric analysis shows that gender and age of the household head, household size, ownership of agricultural land, number of workers above 15 years old and availability of migrants in a household have significantly contributed to the performance of income diversification. Further study indicates that migrants of estate household play a critical role in non estate income. All in all, the study clearly depicts that income diversification has become one of the important strategies of income improvement in estate households

2016-01-01T00:00:00Z