Employer branding is the most practicable technique without considering its size to acquire several benefits among their competitors in the world. Most of the organizations engage with the higher competition with talent retention in the present business world. Therefore the main objective of this study is to identify the impact of employer branding on employee retention among executive-level employees of selected large scale apparel firms in Sri Lanka. The study was carried out among the 245 executive employees of the apparel sector in Sri Lanka using a simple random sampling method. The primary data collected by using the structured questionnaire consisted of forty questions with seven-point Likert scales. Data were analyzed using bivariate analysis, correlation and regression analysis with the SPSS 22 version. Frequency analysis was used to recognize the sample profile, and regression analysis was used to examine the extent of the impact of employer branding on employee retention. The study results showed that the extent of employer branding's impact on employee retention among executive-level employees of the apparel sector in Sri Lanka is at an above-average level with a high degree of dispersion. Finally, the study's findings emphasize that organizational identification is the significant factor of the employer branding, which was affected to employee retention among executive-level employees of the apparel sector in Sri Lanka. The employees like to define themselves as an employee of their organization if they have a good image within the industry. The current research contributes towards literature by analyzing employer branding impact on employee retention among executive employees of selected large scale apparel firms in Colombo District.

Purpose: Going shopping is a major source of relaxation as well as a daily household chore. However, shopping enjoyment is a burgeoning and rather novel concept, and thus, there is a lack of studies within the cohort, especially with regard to the comparison of the shopping experiences of different generations. This paper explores the nature of shopping enjoyment and measures the impact of the generation gap and gender on visitors’ shopping enjoyment in shopping malls, which records a thriving interest. Design/methodology/approach: In a qualitative survey deploying a convenience sample, 379 usable responses were collected through a self-administered questionnaire from shopping mall visitors in the Western Province of Sri Lanka. Data were analyzed using SPSS (21.0). Findings: Findings of the study indicated that all four generations considered the atmosphere and the environment to be the most important dimensions. Empirical evidence further suggested that Generation Z and Y have the highest enjoyment in their shopping journey within malls compared to other generations, confirming that youth shoppers are the emerging target group for such businesses. Interestingly, it evidenced that shopping is not remaining as a gendered activity anymore, since it is pleasurable for both females and males. Originality: This paper makes a significant contribution to the field by studying shopping enjoyment as a multi-dimensional construct in relation to four generations while being the first such attempt at studying this phenomenon. Implications: Findings are useful for retailers to identify target customers and lucrative markets. Further, shopping malls are required to design to provide more experiences and engagements to customers as a space for pleasure, enjoyment, and entertainment.

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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.