Recent Submissions
Item type: Item , A BIBLIOMETRIC REVIEW OF TALENT MANAGEMENT, ORGANIZATIONAL WELL- BEING, AND EMPLOYEE RETENTION RESEARCH(Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2025) Dahanayake, D. W. W.; Silva, H. M. S. V.This study explores the relationship between talent management practices and employee retention, emphasising the mediating role of organisational well-being. The research aims to determine how strategic HR initiatives such as talent acquisition, training and development, performance management, and reward systems, enhance employee retention through improved well-being. A systematic literature review (SLR) was conducted using a five-stage PRISMA-based approach, analysing 54 peer-reviewed journal articles published between 2015 and 2025 from major databases. Bibliometric analysis using VOSviewer identified three thematic clusters: talent management, organisational well-being, and employee retention. The study aims to determine the way strategic HR practices, such as talent attraction, training and development, performance appraisal, and improve employee retention by improving organisational well-being.Item type: Item , DEVELOPMENT OF CONCEPTUAL FRAMEWORK FOR JOB AUTONOMY, WORK RESILIENCE AND PSYCHOLOGICAL EMPOWERMENT(Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2025) Wanniarachchi, R. K.; Silva, H. M. S. V.This study examines how job autonomy influences employee resilience, emphasising the mediating role of psychological empowerment. Using as methodology Systematic Literature Review (SLR) under the PRISMA protocol, 62 peer-reviewed articles (2010-2025) were analysed across five databases. Bibliometric mapping with VOSviewer identified three co-occurrence clusters: job autonomy, psychological empowerment and resilience. Findings reveal that job autonomy acts as a vital job resource that enhances psychological empowerment through meaning, competence, self-determination, and impact-thereby strengthening work resilience. Grounded in Self-Determination Theory (SDT), the Job Demands-Resources (JD-R) model, and Conservation of Resources (COR) theory, the study develops an integrated conceptual framework linking autonomy, empowerment, and resilience. It highlights the importance of autonomy in reducing workplace stressors and the role of empowerment in fostering proactive, adaptive performance. Practically, it recommends culturally responsive HR strategies such as flexible work design, participative decision-making, and resilience-building programs to enhance adaptability and retention, offering an evidence-based framework for resilience development in emerging economies.Item type: Item , INTEGRATING LEAN PROCESS IMPROVEMENT INTO EMPLOYEE PERFORMANCE MANAGEMENT: EVIDENCE FROM SRI LANKA’S APPAREL INDUSTRY(Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2025) Jayarathne, K. C. U.; Kularathne, W. A. J. S.; Ayeshmantha, H.; Karunapala, K. V. J. M.; Wickramasinghe, V. M.Sri Lanka's apparel industry is acknowledged as a key contributor to the Sri Lankan economy in terms of national GDP and providing employment. However, the sector continues to face operational challenges in relation to employee performance management (EPM), considering many areas like inconsistent evaluation criteria and having limited feedback mechanisms in PE processes. Thus, by conducting this study, the authors have attempted to address the underexplored potential of integrating Lean process improvement with a special focus on employing Value Stream Mapping (VSM) into EPM systems to enhance productivity and engagement of the apparel employees. The whole study was guided by three objectives, including exploring existing EPM processes, assessing the applicability of Lean/VSM, and providing practical recommendations considering the use of process improvement using VSM within PE processes. This study was conducted as a qualitative single-case study based on a medium-sized apparel firm in Bibila. The required data were collected through 12 semi-structured interviews with management and operational staff, complemented by document analysis of HR policies, appraisal forms, and training records. Thematic analysis and review of documents were used as the analysis tools. The thematic analysis results revealed five key weaknesses: lack of standardisation, narrow feedback channels, training gaps, process inefficiencies, and communication barriers in the existing employee performance management process. Findings indicate that VSM could streamline appraisal processes, reduce delays, standardise evaluation, and link performance outcomes to targeted training. The given recommendations through the study were included: baseline VSM mapping, phased implementation, digital feedback systems, and fostering a continuous improvement culture. These insights offer a replicable framework for Lean-based EPM adoption in labour-intensive sectors of developing economies.Item type: Item , IMPACT OF TECHNOLOGICAL ADVANCEMENTS ON EMPLOYEE-PERCEIVED PRODUCTIVITY IN THE APPAREL INDUSTRY OF SRI LANKA(Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2026) Ishfa, M. S. F.The apparel industry is one of Sri Lanka's biggest sectors, making a significant contribution to both employment and economic growth. Employee roles and industrial processes are changing because of rapid technology breakthroughs, including Automation and Robotics, Digital tools and software, Smart wearable technology, and Big Data. The influence of these technologies on employee-perceived productivity, which is the employees' self-evaluation of how well they perform their jobs, is examined in this study. 130 workers, including supervisors, quality inspectors, administrative personnel, and machine operators from five of the apparel firms in the Colombo area, participated in a quantitative, cross-sectional study. Every variable was measured using a five-point Likert scale, which was modified from well-established literature. Descriptive statistics, multiple regression, and correlation analysis were used in SPSS to analyse the data. The results show that employee-perceived productivity is greatly and favorably impacted by automation and robots, smart wearable technologies, and digital tools and software, with automation having the most impact. However, big data revealed no significant correlation, indicating a low level of integration into day-to-day operations. The report provides managers in the Sri Lankan apparel industry with useful insights by highlighting the strategic significance of matching labor capabilities with technology investments to improve operational efficiency and employee engagement.Item type: Item , IMPACT OF PSYCHOLOGICAL CAPITAL ON EMPLOYEE SUBJECTIVE WELLBEING OF GOVERNMENT BANKING SECTOR IN SRI LANKA(Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2025) Weerasinghe, M. G. Y. K.; Herath, H. M. T. S.In an era where employee well-being is paramount to organisational success, psychological capital emerges as a transformative asset, offering a pathway to unlock resilience, optimism, and positivity among the workforce. During an economic crisis, a country's financial sector relies heavily on its people. That's why government banks prioritise their human capital; hence, this need inspired the focus of this study. Therefore, a current study investigated the impact of psychological capital on employees' Subjective well-being of government bankers using Broaden and Build theory of positive emotions as a foundation for the study. Based on theory and existing literature, the researcher developed a conceptual model grounded in the Broaden-and-Build Theory and supported by empirical evidence. The study used an online-based questionnaire to collect the primary data from the sample. Multiple linear regression analysis and Correlation analysis were applied as data analysis techniques to examine the hypothesis acceptance or rejection of this quantitative study, using SPSS 27 software. The results indicated that psychological capital has a significant positive impact on employee subjective well-being, and resilience had the most significant impact, with is +0.368 beta value of and that impact was significant at a 95% confidence level (P=0.000). Self-efficacy, Hope, and Optimism also have a significant positive impact, respectively. Finally, implications and recommendations that help policymakers and top management to enhance employee subjective well-being through developing related policies, programs and future directions were discussed.