Performance of employees of an organization is a key concern of managers irrespective of their level and position. This is highly relevant when an organization is experiencing a down word trend or a standstill in their employees' performance. Assessment of employees' performance is required for effective performance management in organizations. However, a relatively little attention has been paid by researchers for the identification of an appropriate model of performance for employees in Sri Lankan context particularly for the public sector. The purpose of this reported study was to test the two alternative models of performance on their goodness for assessing the performance the employees of the selected public sector organizations in Sri Lanka. A sample of 200 employees was selected representing 11 public sector organizations for the study. Standard questionnaire was used for the data collection which assesses the performance on dimensions of the two models and both exploratory and confirmatory

Abstract:-Visionary leadership is one of the leadership aspects which have drawn much attention of researchers over the past years. As a result of this, it has been found that visionary leadership is positively associated with both organizational and employees outcomes. However, most of studies on visionary leadership has presumed a direct casual effect on these outcomes and has relatively neglected the indirect effect of visionary leadership by intervening with other organizational variables. The objective of the present study is to assess the effect of visionary leadership on organizational commitment (OC) with mediating effect of Leader Member Exchange (LMX).100 respondents were selected as the sample of the study using random sampling method. Standard questionnaires measuring visionary leadership, OC and LMX were administered for data collection. Hypotheses were formulated based on the literature review and tested with Structural Equation Modeling (SEM). It was found that there is a positive and significant relationship between visionary leadership and OC. Further, it was revealed that there is a significant indirect effect of LMX on the relationship between visionary leadership and OC. The direct impact of visionary leadership explains the much of variance of OC than the indirect effect through LMX. The implications of findings were discussed and further studies were proposed.

Empirical studies on citizenship behavior of employees are largely centered on organizational citizenship behavior of employees. Other form of citizenship behavior of employees such as union citizenship has been identified. However, studies on citizenship behavior with a multilateral perspective are scant in behavioral studies and in Sri Lankan context in particular. The objective of this study is to examine whether organizational and union citizenship behavior are exhibited simultaneously by unionized employees in Sri Lanka. A sample of 200 employees was selected for this study from selected number of public sector organizations. A standard questionnaire was used to assess the organizational and union citizenship behavior of respondents. Bivariate correlation and model testing with structural equation modeling were applied for the analysis of the data. It was found that organizational and union citizenship behavior can be observable simultaneously among the respondents indicating a multilateral citizenship behavior. Further, it was revealed that the degree of coexistence of organizational and union citizenship behavior increases when the union tenure period of employees increases.

No abstract

The main objective of this paper is to investigate the impact of Human Resource Management Practices (HRMPs) on Perceived Business Performance (PBP) of ISO 9001 QMS certified manufacturing firms of Sri Lanka and also to examine the moderator effect of firm age on the relationship between HRMPs and PBP. The study was designed as a cross-sectional field survey and used a structured questionnaire technique to collect data from a sample selected using a simple random sampling technique from a known population and SPSS software is used for survey data analysis. The major finding indicates that overall HRMPs have no positive impact on PBP. However, training and development and recruitment and selection do have positive contributions to perceived business performance. Furthermore, the results indicate firm age has no moderating effect on the relationship between HRMPs and PBP. The findings of this paper are very much important for the Sri Lankan manufacturing industry and policymakers, as it provides clarity by identifying the important HRM practices, need to be focused when consider the enhancing of business performance(BP). Moreover, the results of the study are useful for manufacturing firms in Sri Lanka looking forward to installing ISO 9001 based quality management system within the firms as results provide human resource management practices areas need to be focused. This research is confined to ISO 9001QMS certified manufacturing firms of Sri Lanka and therefore the findings obtained may not be generalized to other countries.