Public Health Midwives (PHM) are the front-line health workers responsible for the provision of Maternal and child health (MCH) care. Despite having the best MCH indicators in the region, the Demographic and Health Survey (2016) reported significant disparities in MCH care between districts in Sri Lanka. The objective of the study was to assess the factors which impact the performance of PHMs of the medical officer of health areas in Nuwara Eliya District. A descriptive cross-sectional study was carried out among a convenient sample of 169 PHMs in the Nuwara Eliya district using a self-administered questionnaire. The data were analysed concerning proportions (quantitative data) and associations (multiple linear regression). The main findings indicate that independent variables job satisfaction and supervision had a significant positive linear correlation with performance while motivation had a significant negative linear correlation with performance. Leadership’s moderating effect on the relationship between independent variables and the dependent variable ‘performance’ was insignificant. Hence, the factors related to the job satisfaction of the midwives need to be optimized in the district to obtain maximum service from them. The impact of motivation on the performance of PHMs needs to be further studied. The moderating effect of the Medical Officer of Health’s (MOH) leadership also needs to be further investigated since the leadership role of the MOH may be deficient.

The current study claims that the Human Resource Information System (HRIS) Use Behavior, plays a salient role in utilizing the information technology as intended. Thus, organizations investing in information technology are in dire requirement of developing and implementing the effective interventions. The purpose of this is to optimize information technology adoption and its maximum usage among the HRIS users. The existing knowledge base in HRIS Use Behavior hardly addresses the relationship of Charismatic Leadership and Technology Self-Efficacy in the Unified Theory of Acceptance and Use of Technology (UTAUT). The current study has developed an ‘integrative conceptual model’ contributing a theoretical extension of the UTAUT model, which fills he identified theoretical gaps, grounded on UTAUT, Charismatic Leadership theory, and the Social Cognitive Theory. The salient feature of this study is that it conceptualizes and introduces two constructs: 1) Technology Self-Efficacy and 2) Charismatic Leadership, in extending a validated information system Use Behavior or ‘explanatory model’ as a theoretical contribution. This concept paper argues that the Charismatic Leadership and Technology Self-Efficacy have a positive relationship among the UTAUT model's HRIS Use Behavior-related variables. However, it can be integrated towards arriving at a ‘coherent conceptual model’ to be researched and validated. This particular study has developed a ‘coherent conceptual framework’ in studying the phenomenon of HRIS Use Behavior. Furthermore, it studies the role of Charismatic Leadership and Technology Self-Efficacy in affecting the psychological aspect of the end users of a Human Resource Information System (HRIS)