Commerce and Management
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Item THE IMPACT OF LEADERSHIP STYLE AND WORK ENVIRONMENT ON EMPLOYEE PERFORMANCE: WORK MOTIVATION(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2025) Athapaththu, D. A. M. R. C. J.; Rebecca, E.This study investigates the impact of leadership style and work environment on employee performance, with a focus on the mediating role of work motivation. Employee performance outcomes are significantly influenced by leadership style and a positive work environment. In order to investigate this impact, the researcher focused on only one selected IT company. Leadership style, work environment and work motivation play a pivotal determinant of the employee performance. A comprehensive literature review serves as the foundation for the research, including theories and empirical findings from leadership style, work environment, work motivation and employee performance. A cross-sectional quantitative research framework applied for the conduct of this study. Data was collected through a structured questionnaire and the study used employs survey and Statistical Package for Social Sciences (SPSS) analysis for data collection and interpretation. The analyzed results indicate that there is a positive impact of leadership style and work environment on employee performance with the mediation effect of work motivation. Consequently, this study provides significant implications for the company determining strategies to enhance employee performance and to retain the talented employees within the organization.Item THE IMPACT OF PSYCHOLOGICAL SAFETY ON EMPLOYEE PERFORMANCE; SPECIAL REFERENCE TO THE FAST-FOOD MANUFACTURING INDUSTRY IN WESTERN PROVINCE, SRI LANKA(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2025) Wimalasuriya, W.A.S.D.; Harshani, M.D.R.The purpose of this research is to identify impact of psychology safety on employee performance in fast-food manufacturing industry in western province. In addition to that, this study intends to contribute to filling the empirical gap related to the impact of psychological safety on employee performance in the fast-food manufacturing industry. There is a less research context in fast food manufacturing in Sri Lanka. The convince sampling method will be used in selecting respondents for the study. The researcher collected data from 144 executive level and above staff employees in the fast-food manufacturing industry through a questionnaire. In the data analysis, the researcher employed SPSS software. Simple linear regression and multiple linear regression analysis methods were used in data analysis to achieve the research objectives. According to the research, the results indicate that psychological safety and knowledge sharing have a positive relationship with employee performance. The researcher provided several implications based on the study's results. Also, the study cleared the path for future research areas on psychological safety and employee performance.Item IMPACT OF WORK LIFE BALANCE ON EMPLOYEE JOB PERFORMANCE OF GENERATION Z IN ABC COMPANY SRI LANKA(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2025) Rajapaksha, R.M.M.M.; Gunasekara, V.M.The Job performance of employees is an important determinant of the success of any company. Many of the determinants of job performance have been investigated in the extensive literature, job performance has been under-investigated and its impact on job performance in the logistics industry has not yet been studied significantly in the Sri Lankan context. Bridging the gap in the context, the current study assessed the impact of work-life balance on the job performance of Gen Z employees of ABC Company in the Logistics industry in Sri Lanka. Work-life balance is measured by three dimensions, namely schedule flexibility, manager support and job autonomy. In this research, the focus was only on the job performance of Gen Z employees of ABC Company. For this, a cross-sectional study was conducted among a sample of 115 employees in the organization. Primary data were collected through a standard questionnaire. The collected data was analyzed using correlation, regression and descriptive statistics using SPSS. Finally, it was found that there is a positive relationship between manager support and employee job performance, a positive relationship between job autonomy employee and job performance, and a positive relationship between schedule flexibility and employee job performance. Overall, it was revealed that there is a positive relationship between work-life balance and employee job performance.Item IMPACT OF PERCEIVED HUMAN RESOURCES MANAGEMENT PRACTICES ON EMPLOYEE PERFORMANCE OF LOWER-LEVEL EMPLOYEES IN ABC RUBBER PRODUCTS MANUFACTURING COMPANY IN SRI LANKA(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2025) Perera, K.A.N.D.; Gunasekara, V.M.The purpose of this study was to examine the impact of perceived human resource management practices on employee performance of lower-level employees in ABC rubber products and manufacturing company. Specifically, it looked at how performance appraisal, compensation and reward management, employee relation and training & development affect employee performance. Lower-level employees were included in the sample. Sample size was 134 employees in ABC rubber products and manufacturing Company. The current study is a quantitative study. Correlation analysis and regression analysis were conducted to test how well the impact of the perceived human resource management practices could predict employee performance. The results demonstrate that key factors influencing employees to perform their jobs include certain HRM methods, including performance appraisal, compensation and reward management, employee relations, and training and development. It was discovered that the main elements influencing employees' intentions to perform on the job were compensation & reward management, as well as their interactions with coworkers. As a result, it is advised that the businesses keep up and enhance their current employee relations and training initiatives. Further, it is recommended to revise the outdated HRM procedure with in the company as well.Item THE IMPACT OF JOB SATISFACTION AND KNOWLEDGE SHARING BEHAVIOR ON EMPLOYEE PERFORMANCE(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2025) Prasadika, S.K.S.; De Silva G.H.B.A.This study examines the impact of job satisfaction and knowledge sharing behaviors on employee performance in organizations. Job satisfaction, characterized by employees’ overall feelings of satisfaction with their jobs and the fulfillment of their roles, plays a critical role in increasing productivity and commitment. When employees are satisfied, they are more likely to engage in positive behaviors that contribute to their performance, including collaboration and innovation. Knowledge sharing behavior, on the other hand, is defined as the willingness to share expertise, skills, and information with colleagues, fostering a collaborative work environment, and promoting collective problem-solving. This research shows that high levels of job satisfaction led to increased knowledge sharing behavior, which in turn improves individual and team performance. By analysing data from a variety of organizational settings, the study aims to provide insights into how fostering job satisfaction can create a culture of knowledge sharing, ultimately leading to improved employee performance. These findings are expected to provide valuable implications for managers seeking to enhance organizational effectiveness by prioritizing employee satisfaction and encouraging open communication and collaboration among team members. This research contributes to the existing literature by linking two critical factors – job satisfaction and knowledge sharing – thereby highlighting their combined impact on enhancing employee performance and organizational success.Item IMPACT OF JOB STRESS ON NON-MANAGERIAL EMPLOYEES’ JOB PERFORMANCE IN LOGISTIC INDUSTRY IN COLOMBO DISTRICT, SRI LANKA(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2025) Pramodya, K.M.G.T.; De Silva G.H.B.A.In the modern-day world, job stress has become the prevalent discussion in many countries and organizations due to a variety of factors such as globalization, technological development, economic and political problems, work demands and societal pressures. Employees in the Logistic industry, especially non-managerial employees, experience high levels of job stress and it significantly influences employee performance and organizational success. In this research study, a systematic empirical study was conducted to fill out the contextual gap with the objective of examining the impact of job stress, including dimensions of work overload, role ambiguity, and time pressure, on the non-managerial employees’ job performance in the Logistic industry in Colombo district, Sri Lanka. Through a quantitative research approach, researchers aimed to answer the research questions by using a survey method in this study. Time horizon of the study was cross sectional and unit of analysis was individual. A sample of 166 individual non-managerial employees who are working in the banking industry in Colombo district was selected using the simple random sampling method. Using a self-administrated online questionnaire, including 29 question statements, data was gathered from respondents. The data gathered from the questionnaire was analyzed using the computer-based statistical data analysis package SPSS. The reliability and validity of the instruments were assured. The empirical findings of the study revealed that work overload, role ambiguity, and time pressure have a significant negative impact on non-managerial employees’ job performance in the Logistic industry in Colombo district. Ultimately, the findings of this research study concluded that job stress has a significant negative impact on non-managerial employee performance in the Logistic industry in Colombo district, Sri Lanka.Item 24 IMPACT OF THE WORKPLACE DIVERSITY ON EMPLOYEE PERFORMANCE OF MIDDLE-LEVEL EMPLOYEES IN SELECTED CONSTRUCTION COMPANY IN SRI LANKA(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2025) Amarasinghe, A.T.N.; Welmilla, I.In today’s business world, workplace diversity is considered as one of the much-debated topics. Diversity is viewed as an all-inclusive strategy to enhance employee performance and improve an organization’s reputation. Workplace diversity is a multi-faceted concept that will continue to evolve as more industries move toward a global marketplace. Therefore, the purpose of this research is to study the impact of the workplace diversity on employee performance, conducted in a selected construction company in Sri Lanka. The construction sector is recognized as an emerging sector in Sri Lanka, and this sector is well known as an under-researched area. This study is significant as such research projects have been sparse in the Sri Lankan context and this research aims to fill that gap. The analysis was mainly based on 103 middle level employees from the company selected through convenience sampling. Primary data were collected using a self-administrated questionnaire and analyzed through a deductive approach. The results obtained through regression analysis indicated that workplace diversity has a positive impact on employee performance. The researcher identified few limitations of this research. Time constraint was one of the problems. Respondents tend to be biased in answering the questionnaire provided by the researcher because the respondents were chosen from a single company. In conclusion, when management in the construction sector makes decisions regarding employee performance, they should consider not only the workplace diversity but also, other factors that can affect employees.Item THE IMPACT OF OCCUPATIONAL HEALTH AND SAFETY PRACTICES ON EMPLOYEE PERFORMANCE OF OPERATIONAL LEVEL EMPLOYEES IN SELECTED GARMENT MANUFACTURING COMPANY(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2025) Madhubhashini, A.H.T.N.; Welmilla, I.The study explores how the adoption of Occupational Health and Safety practices affects the performance of employees in the garment manufacturing industry, with particular emphasis on operational-level employees in ABC Garments (Pvt) Ltd. Three key dimensions of OHS practices were identified: safety training programs, advanced safety technology, and safety clothing and equipment. The sample consists of 234 employees who participated in this study through structured questionnaires, which analyzed using descriptive statistics, correlation, and regression methods. These results show that the OHS practices in the workplace would significantly relate to employee performance. The three dimensions, safety clothes and equipment, presented the highest positive impact; advanced safety technology has a lesser effect, while safety training programs showed weaker and an insignificant contribution. The study provides how OHS practices improve workplace safety, employee productivity, and job satisfaction. It underlines the need for management to invest in protective equipment and advanced safety technologies to create a conducive environment that ensures employee well-being and performance. Policymakers are also encouraged to establish regulatory frameworks that balance the integration of training, equipment, and technology. The study is limited to operational-level employees in a single garment manufacturing company, which restricts its generalizability to other job grades or industries. Future research should explore OHS practices across different organizational levels, industries, and regions and incorporate mediators and moderators such as leadership and organizational culture to provide deeper insights. By addressing these gaps, the research offers actionable recommendations for creating safer, more productive workplaces, emphasizing the critical role of balanced OHS programs in enhancing employee performance and organizational success.Item STUDY OF THE IMPACT OF ARTIFICIAL INTELLIGENCE IN HUMAN RESOURCE MANAGEMENT PRACTICES ON ORGANIZATIONAL PERFORMANCE: EVIDENCE FROM WORKING EMPLOYEES IN SRI LANKAN MANUFACTURING FIRMS(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2025) Rahunath, N.; De Alwis, A.C.This study examines the impact of artificial intelligence (AI) on human resource management (HRM) practices and its influence on organizational performance in Sri Lankan manufacturing firms. The study highlights how technological advancements, particularly AI and robotics, are redefining HRM frameworks and reshaping workplace dynamics.A cross-sectional quantitative research design was employed, with data collected from working employees in Sri Lankan manufacturing firms through a structured questionnaire. A random sampling technique was used to ensure representative participation. The collected data were analyzed using statistical methods, including correlation and regression analyses, to evaluate the relationships among AI adoption in HRM, employee performance, and organizational performance.Findings indicate a significant positive impact of AI-driven HRM practices on both employee and organizational performance. AI applications in HRM—such as automated recruitment, workforce analytics, personalized training, and performance monitoring—enhance operational efficiency, employee engagement, and managerial decision-making. The study also confirms that AI contributes to employee satisfaction by streamlining HR processes and improving workplace experiences.The research concludes that AI is a strategic enabler of HRM transformation, offering competitive advantages to manufacturing firms. Organizations must adopt and develop AI-driven HRM strategies to maximize workforce efficiency, optimize talent management, and sustain long-term performance improvements.From a practical perspective, the findings offer insights for business leaders, HR professionals, and policymakers on integrating AI into HRM frameworks to enhance organizational success. However, the study is limited to manufacturing firms in Sri Lanka, restricting its generalizability to other industries and global contexts. Future research could extend the study to diverse sectors and employ longitudinal methodologies to assess the long-term impact of AI-driven HRM on organizational performance.Item IMPACT OF EMPLOYEE HAPPINESS ON EMPLOYEE PERFORMANCE: EVIDENCE FROM THE APPAREL INDUSTRY IN SRI LANKA(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2025) Abeyrathna, A.L.C.I.; Gamage, P. N.This study aims to investigate Employee Happiness's impact (in the form of Job Satisfaction, Employee Engagement, and Affective Organizational Commitment) on the Employee Performance of employees who work in well-reputed apparel sector organizations in Sri Lanka. The study's results provide empirical evidence that the three dimensions and overall Employee happiness significantly positively impact Employee performance. This was conducted as a quantitative and cross-sectional study. Data was collected through a structured questionnaire using a simple random sampling technique. Correlation analysis and simple regression analysis were used to measure the relationship and test the study's advanced hypotheses by using Statistical Package for Social Sciences (SPSS). The analyzed results show a significant positive impact on Employee performance from Job satisfaction, Employee engagement, and Affective organizational commitment separately while ensuring a significantly positive relationship between overall independent and dependent variables. The results indicate that fair perceptions, particularly those derived from Job Satisfaction, Employee Engagement, and Affective Organizational Commitment, are critical in predicting the occurrence of employees’ performance. Therefore, managers should pay high attention to how they reasonably treat their employees because employees’ Happiness will affect the occurrence of their Performance.