Commerce and Management

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    The Impact of Emotional Labor on Emotional Exhaustion of Academics in State Universities of Sri Lanka
    (Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka, 2017) Thisera, T. J. R.; Bandara, W. B. M. A. P. L.
    This study examines the impact of emotional labor on emotional exhaustion of academics in state universities in Sri Lanka. The study is quantitative. Data was collected through a standard questionnaire from 221 academics in state universities in Sri Lanka. Regression analysis was used to analyze data. Findings of the study reveals that there is a positive impact of emotional labor on emotional exhaustion while the impact of surface acting on emotional exhaustion is greater than the impact of deep acting on emotional exhaustion. Further, this study has theoretical and practical implications.
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    IMPACT OF ORGANIZATIONAL ROLE STRESS AND WORK FAMILY CONFLICT ON JOB SATISFACTION AMONG FEMALE IT PROFESSIONALS IN SRI LANKA
    (Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2025) Nanayakkara, N.W.W.G.N.D.; De Alwis, A.C.
    The study investigates the impact of organizational role stress and work-family conflict on job satisfaction among female IT professionals in Sri Lanka. As the IT sector continues to grow, female professionals face unique challenges, including high levels of organizational role stress and difficulties in balancing work and family responsibilities. These factors can significantly affect their job satisfaction, which is critical for employee retention and organizational success.The research aims to explore the relationships between these variables and provide actionable insights for organizations to improve workplace conditions. A quantitative approach was adopted, using a structured questionnaire to collect data from 207 female IT professionals working in Colombo district IT companies. The questionnaire was designed to measure organizational role stress, work-family conflict, and job satisfaction, drawing on established scales. The data were analyzed to examine the relationships between these variables and to test the mediating role of work-family conflict in the relationship between organizational role stress and job satisfaction.The findings revealed a negative relationship between organizational role stress and job satisfaction, indicating that higher stress levels lead to lower job satisfaction. Additionally, organizational role stress was found to positively influence work-family conflict, as employees struggled to manage competing demands. Work-family conflict, in turn, had a negative impact on job satisfaction, highlighting its mediating role.These results emphasize the need for organizations to address both organizational role stress and work-family conflict to enhance job satisfaction among female IT professionals. The study concludes with practical recommendations, such as implementing flexible work arrangements, providing stress management programs, and fostering a supportive workplace culture. These measures can help reduce stress and work-family conflict, ultimately improving job satisfaction and employee retention.The research also contributes to the theoretical understanding of these relationships, particularly in the context of female professionals in developing countries. However, the study is limited by its focus on Colombo district and reliance on self-reported data, suggesting the need for broader, longitudinal research in the future.
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    Doctors Look After Our Well-being, But How to Look After Theirs? Testing a Model of Work-Family Conflict, Perceived Social Support, and Employee Well-being
    (University of Kelaniya, Sri Lanka. p.01., 2018) Wijewantha, P.; Wijewardena, N.
    This paper examines Work-Family Conflict (WFC) and Employee Well-Being (EWB) of married female medical doctors and how this relationship is impacted by their Perceived Social Support (PSS). More specifically, this aims to examine 1) the impact of WFC on wellbeing and 2) the direct, indirect, and buffer effects of PSS on the relationship between WFC and well-being of married female doctors. With the increase in women’s workforce participation (Casper et al., 2011) and women entering previously male dominant professions, WFC issues amongst employed women have increased. Thus, Cinamon (2009) calls for research on WFC female professionals. To date, limited attention has been given to WFC of female doctors (e.g., Brown, 1992), though they engage in highly demanding work and experience reduced EWB (Walsh, 2012). This can especially be witnessed in Asian cultures, where females must combine occupational demands, marriage, motherhood, and extended family (Brown, 1992) which cause them to experience additional burdens and greater well-being issues than male counterparts (Goh, Ilies, & Wilson, 2015). Thus they need resources that reduce their WFC, and increase well-being. As such, this study examines ‘social support’ as one such resource that can positively impact the well-being of married female doctors. Using the Conservation of Resource (COR) Theory (Hobfoll, 1989) and other literature (Drummond et al., 2016; Greenhaus & Parasuraman, 1987; Lapierre, & Allen, 2006), the following hypotheses were developed to be tested.  H1: WFC has a direct negative impact on EWB  H1a : Work Interference with Family (WIF) conflict negatively impacts EWB  H1b : Family Interference with Work (FIW) conflict negatively imapcts EWB Next, based on the Social Support Theory (SST), the following hypotheses were developed.  H2: PSS has a direct positive impact on EWB (Direct effect)  H3: PSS indirectly impacts EWB through WFC (Indirect effect)  H3a: WIF conflict mediates the relationship between PSS and EWB  H3b: FIW conflict mediates the relationship between PSS and EWB  H4: PSS moderates the relationship between WFC and EWB (Buffering effect)  H4a: PSS moderates the relationship between WIF conflict and EWB  H4b: PSS moderates the relationship between FIW conflict and EWB A self-administered questionnaire was used for collecting data from a sample of 537 married female medical doctors employed in government hospitals in Sri Lanka (SL). EWB was measured with the 18-item scale by Zheng, Zhu, Zhao, and Zhang, 2015. WFC was measured using the 18-item multi-dimensional scale by Carlson, Kacmar, and Williams (2000) while PSS was measured using the multi-dimensional measure by Zimet, Dahlem, Zimet, and Farley (1988). Data were analyzed using the SPSS 23.0 software. Hypotheses 1 (H1a and H1b) and 2 were supported explaining direct effects. Partial mediation was supported in hypothesis 3 (H3a and H3b) as confirmed by the Sobel test calculation. However, the proposed buffer effect of PSS on the relationship between WFC and EWB as posited in H4 (H4a and H4b) was not supported. These results are consistent with the COR Theory and prior literature and the direct effects of SST, and the empirical literature supporting the indirect effects of social support. The results are inconsistent with the buffering hypothesis of the SST, indicating that in a collectivist culture like Sri Lanka, people have strong family ties, extended family support, and deep community bonds on which they are highly dependent on a daily basis, rather than seeking support in times of stress. The main contributions of this study are, i) it examines the relationship between WFC and well-being of female professionals, i.e., medical doctors, ii) assesses WFC, and its cross–domain linkages as a mediator between PSS and EWB outcomes, and iii) tests PSS in a different cultural context to see its effects. The main implications of this study are: 1) it provides insights on being proactive about well-being of married female doctors by taking steps such as introducing family-friendly employment practices and WLB programmes to the health sector of SL; 2) introducing transformations to the health sector by designing suitable interventions to help married female doctors (e.g., National Sick Doctors scheme, Telephone helpline, free counselling services, and psychotherapy for doctors) and 3) provide training and awareness programs for doctors to improve their social support systems and their own well-being.