Research related to factors affecting transfer of training in the government sector in Sri Lanka is extremely limited. Hence, this article examines the impact of two trainee characteristics (self efficacy and career commitment) and four work environmental factors (supervisory support, opportunity to perform, awareness of strategic linkages and accountability) on motivation to transfer. Data were collected from 152 officers of the Sri Lanka Administrative Service who participated in a capacity building training program. The Structural Equation Modelling technique was used to test the hypotheses derived from the extensive literature survey. The findings revealed that trainees' self efficacy has a significant impact on the motivation to transfer. Contrary to expectation, the other constructs did not significantly influence the motivation to transfer. The implications of the results and limitations of the study are also noted, along with suggestions.

This study investigated the impact of job satisfaction and organizational commitment on intention to turnover according to the perceptions from generation Y in the Sri Lankan hospitality industry. The methodological approach of this study was based on the quantitative approach and the type of investigation was correlational. The respondents were limited to 256 generation Y employees who were employed during the period of the study. Data composed of self-administered questionnaire containing 19 closed statements with a five point Likert type scale. The descriptive statistics, correlation and regression analysis were applied among dependent construct and independent constructs. The results of the study revealed that there are a significant impact of job satisfaction (15%), and a significant impact of organizational commitment (4.8%) on intention to turnover, according to the perception of generation Y employees in the Sri Lankan hospitality industry. Further, the findings show that there was a significant joint impact of job satisfaction and organizational commitment on intention to turnover (15.5%). Moreover, the statistical results relating to hypotheses, revealed that there was a moderate negative relationship between job satisfaction and intention to turnover (r =.-0.467 p < 0.01). Also, there was a weak negative relationship between organizational commitment and intention to turnover among generation Y respondents of Sri Lankan hospitality industry (r =.-0.441, p < 0.01). Implications of the findings and suggestions for future research studies have been presented.

Career management is considered as one of the fastest developing areas of Human Resource Development. This paper explores the career management practices in Sri Lankan organizations and bringing the discussion in international perspectives. The authors surveyed 216 Sri Lankan organizations, which were listed in the Colombo Stock Exchange. The data was gathered from either the human resource manager or the manager who is responsible to handle human resource development activities. Factor analysis, independent sample t-test and one-way anova methods were used to test the hypotheses of the study and findings of the study revealed, among the 19 organizational career management practices, 17 applied beyond the moderate level and they were clustered into four groups. Resulting clusters were not significantly associated with certain demographic factors. The implications and limitations of the study are also discussed.