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Organizations have transformed into remote working or work from home idea any place conceivable due to Coronavirus sickness after the Sri Lankan government has declared a country wide curfew to reduce the spread of virus. Therefore, most of the universities in Sri Lanka have had to shift the majority of their learning activities online. The shift is challenging in that it requires both social and technological transformations that may somehow have been arranged out over an any longer period, however have been compelled to quickly actualize changes to accomplish the educational mission despite the disruption. This empirical study attempts to investigate how physical isolation in the workplace during the Covid 19 pandemic related to and its impact on job satisfaction of academics in private campuses in Sri Lanka. Mixed method pragmatism was used as the research design of the study. Data collection was conducted through self-administered questionnaires and semi-structured interviews. Sample size is 100 and used convenient sampling technique to collect data. Data analysis was conducted by using correlation analysis, regression analysis, and triangulation. The study results revealed that physical isolation has a significant negative relationship and a negative impact on job satisfaction. The findings of the study conclude that physical isolation results in reduced job satisfaction of academic-related people in a remote setting and remote teaching during the nation nationwide curfew period. Also, it is recommended to provide careful attention to ensure the optimization of academics. Further, the study recommends the it important to identify competencies in the 21st century and revealing deficiencies in order to deliver online academic process smoothly in emergency situations to get adapted to the available technologies and to enhance the participation of academics throughout the process to face this challenge in a remote setting. Keywords: Covid-19 pandemic, Job satisfaction, Physical isolation, Remote setting

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With technological advancements and the increasing nature of complexity and uncertainty in the business world, the development of career adaptation skills is one of the significant factors affecting the success of undergraduates. However, the controversial findings regarding the determinants of career adaptability have triggered this study to question what antecedents would predict undergraduates' career adaptability. Proactive personality on career adaptability in the literature is a hotspot for study in the subject of career adaptability. However, it has been recognized that empirical research on this issue in the context of Sri Lanka is insufficient. Furthermore, the mediating role of this relationship as an intervening mechanism is about to be understood, and there is a knowledge gap in the literature. The major contribution of this research is to expand the knowledge and examine the direct and indirect impact of proactive personality on career adaptability under the mediation role of entrepreneurial self-efficacy. Data is collected using selfadministered questionnaires and distributed using the convenience sample technique among 120 undergraduates studying entrepreneurship degree programs at five state universities in Sri Lanka.The results indicate that a proactive personality significantly and positively impacts career adaptability. Furthermore, the findings revealed that the indirect impact of a proactive personality on career adaptability, mediated through entrepreneurial self-efficacy, was significant. The results of this research assist university mentors, coaches, and policymakers in conceptualizing and implementing relevant interventions and projects that incorporate university support for transitioning undergraduates to a more dynamic work world.

With the emergence of new career theories, the present study attempted to provide insight upon the influence of protean career attitudes on an individual’s affective commitment to their employing organization. As to date, there have been fewer theoretical and empirical research findings related to this topic. Within the literature this topic was done by various researchers, however, there is a knowledge gap it does not vitally answer the question with respect to if protean career attitudes impact affective commitment. A quantitative method research design was used. The data collection method was done using self-administered questionnaires and distributed to 100 young employees by using a convenient sampling technique. Data analysis was performed using simple and multiple regression analysis. The findings of the study indicated that young employees with protean career attitudes have a positive impact on affective commitment. Results of regression analysis show self-directed career management and value-driven predispositions positively related to affective commitment. The findings of the study concluded that young employees with a protean career attitude are even emotionally attached to the organization. Further, the study recommended that it would be important for the employers to provide more varied experiences and development opportunities inside the organization are more committed affectively to their organizations, they control over their work environment. Keywords: Affective commitment, Protean career attitudes, Self-directed career, Value-driven predispositions