Incumbents Influence on Family Business Succession Process

Post succession performance of family owned businesses has become ineffective. The foremost purpose of this study was to evaluate the level of influence coming from incumbent related factors on business succession processes in various successor modes. The targeted population was selected were the successors. The criteria to select the population were the family owned businesses that contain between 50 and 149 employees and who were involved in a business succession process within the last 10 years excluding the three years, 2007 to 2010. Sample was selected through simple random sampling method and consists of 128 units. The main data collection modes were a structured research questionnaire mail-out and data analysis was done mainly by using SPSS. All incumbents’ related factors have a positive relationship to initial satisfaction with the business succession process. However, the relatively important factors to generate higher levels of initial satisfaction with the business succession process is the relationship between incumbent and successor. The relative importance of influential factors changes when the succession mode changes. When succession is conducted with a family member successor, the most important factor for success is   successor’s relationship with the incumbent. However, when succession is done with an unrelated manager successor, there is no restively important factors to the business succession process The factors of relative importance to maximize business performance after the business succession process is: t the relationship between the incumbent and successor Keywords: Business Succession, Family Business, Incumben

Social media engagement and occupational stress

The study attempted to recognized the relationship between social media engagement and occupational stress of millennial employees in private sector, Sri Lanka. It was further evaluated whether the gender moderate the relationship between above two variables. Population of the study is millennial employees who are using Facebook for social media engagement in private sector organizations and used cluster and convenience sampling techniques to select sample units. The sample size of this study was 68 employees. This study mainly based on primary data which collect through a survey. According to survey, 26.47% of employees spend one to two hours for social media and 22.6% respondents used Social Media for update on friend’s activity. The study findings revealed that there is a significant moderate positive relationship between social media engagement and occupational stress. Further, it was indicated that relationship between social media engagement and occupational stress was not moderated by the gender. Hence, the study can be concluded that there is a moderate relationship between two factors and gender differences do not strengthen or weaker the relationship between social media engagement and occupational stress

Recruitment Advertising: Changes Within The Last Four Decades In Sri Lanka

Recruitment is one of the most important functions of the Human Resource Management and the success of the function is depended on the attraction of most suitable candidates to the relevant vacancy. To attract applicants, the organizations can be used no of modes, however among those, most popular one is newspaper advertisements. However just publishing advertisement on newspaper does not bring expected results. To get maximum results, the advertisements should be prepared in an attractive way. Under this study, it was evaluated the changes happen with newspaper advertisements within last fourdecades to get understand how that advertisements has create attractively and to understand the trends of the current newspaper advertisements. For that, it has used 200 published advertisements with the period 1970 –2009 as a sample of the study. According to the results usage of graphics, company logo, pictures, have been increased. On the other hand, usage of descriptive language in recruitment advertisements has been increased. Most of recruitment advertisements presented the position in direct, however there is a trend to present in creative ways and with a statement that encourage applications

Study on Differences Among Online Consumer Groups based on Factors Affecting Online Purchase Intention

An online purchase intention and behaviour model was empirically tested in this study among both online buyers and online non buyers in the context of search goods and experience goods. The focus of this exploratory research was to have an understanding regarding consumers’ online purchasing intentions and behaviours against existing attitudes towards online purchasing, demographic factors and existing ‘technology use’ and ‘access’. Data for the survey was collected through an online questionnaire to a purposive sample. Descriptive and inferential statistics were employed to analyze data. Findings of the study revealed that the consumer factor and the marketing factor remained significant between the three groups namely online store visitors, online store browsers, and online buyers. In addition to that among the online buyers marketing factor failed to remain significant against the type of goods purchased whether ‘experience goods’ or ‘search goods’

Breaking the Silence: Exploring the Prevalence and Effects of SH in Sri Lanka's Workplaces

Purpose: The study aimed to explore the impact of sexual harassment (SH) in the workplace on the personal lives of Sri Lankan women. Design/Methodology/Approach: The study followed a quantitative method using convenience sampling to select 351 female employees from different workplaces. Standardized instruments were used to collect data, and correlation and regression analysis were performed to examine the association between variables. Findings: The study found that SH in the workplace had adverse effects on the personal lives of female employees, leading to psychological, physical, work-related, and interpersonal problems, including depression, anxiety, and fear, physical symptoms such as sleep disturbance, low energy, and chronic pain. Additionally, job satisfaction, productivity, motivation, and relationships with colleagues, supervisors, and clients were negatively impacted. Originality of Research: The study highlights the significant impact of SH on the personal lives of Sri Lankan women and emphasizes the need for greater community awareness and preventative measures in the workplace

Business succession in medium size family companies

Post-succession performance of the Family Owned Businesses (FOB) has become fruitless and furthermore literature identifies that intergenerational succession as the prime cause for these failures. Under this setting, currently FOBs focus to do enquiry on finding alternative succession modes such as professional manager to protect FOB at least as an entity "family own- non-family managed". Comparison of post-succession performance of family and non-family successors for appropriate baton change is the initial purpose of the research. Secondly it will evaluate the level of influence comes from each stakeholder group of the Business Succession (BS) for the BS under different successor modes. With the purpose of achieving study objectives, more comprehensive integrative approach with two stages comprising of an exploratory study and a formal study will be used respectively. Under the exploratory study it has examined the systematic, empirical and theoretical literature. Then, by extrapolating, interpolating, and making logical connections among the studies, the researcher has developed conceptual framework. Targeted population is selected based on the successors of FOBs. Criterion of selected population should contain employees in between 50-149 and involved in BS within last 10 years excluding nearest three years (2000 - 2007). The study will be theoretically as well as practically significant. In practically, the identification of most appropriate successor and the influence of the stakeholders will help to minimize the rate of shut-down FOBs after BS. In theoretically this research significantly contributes to the regional and international knowledgebase. This empirical research contributes internationally by comparing both succession alternatives with their post-succession performances and by evaluating and comparing stakeholder group influence to the BS process

Different type of contract of employment and employee performances - an empirical study

This study focused to evaluate and compare the level of target achievement by permanent workforce and contingent workforce and if it has recorded significantly difference, then the study planned to evaluate the factors that might responsible. The population of the study represented permanent and contract employees who performing same task in same manufacturing plant. The selected sample for the research was consisted by 50 no of permanent employees and 121 contract employees and it was selected through stratified random sampling. According to the study results, contract employees have achieved and exceed the given targets than the permanent employees. Thus the quality of the workforce, level of management concern and level of awareness and level of commitment was studied to identify real factors behind that different level of productivity. The study found that the level of commitment is the only factor responsible for this significant difference. Under this background, employers can divert form employing permanent workforce to contract workforce to get reach the organizational intentions through more committed workforce. It will primarily help to increase labour productivity, secondary minimize administration of handling labours and finally increase profitability of the organization

The Influence of E-HRM on Modernizing the Role of HRM Context

Human Resource Management (HRM) practitioners must play multiple roles to achieve both functional and organizational objectives. In the current business environment, Electronic Human Resource Management (E-HRM) is a pervasive application of Information Technology (IT), and its global adoption is now widespread. This study’s primary objective is to determine the effect of E-HRM implementation in Sri Lanka on the evolving HRM function. The study employed a qualitative methodology. On the basis of prior research, a study framework was formulated. After collecting the findings, the researcher analyzed the data using the study framework. To answer the research question and attain the research objectives, the researcher compared the theory to the findings during the analysis. The researcher determined that HRM was unfamiliar with E-HRM applications but was utilizing E-HR tools in their daily operations. According to the study, HRM places a greater emphasis on administrative tasks. The greatest benefit of implementing E-HRM practice is that it liberates HRM from intermediary roles, allowing them to focus on strategic planning in HR organizations and transforming HR practitioners from administrative paper handlers to strategic planners

The impact of electronic human resource management on the role of human resource managers

This study examined the impact of the adoption of electronic Human Resource Management (e-HRM) on the Human Resource Management function and how much it has affected to change the role of Human Resource Managers. In addition to that, it was intended to study the level and types of technologies that are used in HR in Sri Lanka and the drivers of adoption of technology in the Sri Lankan context. The study was initially supported through relevant literature in relation to e-HRM. This research was conducted on a sample of 30 large companies randomly selected across various industries and the primary technique of data collection was through a descriptive questionnaire distributed through e-mail or personal visits to companies. Out of the sample, 70 % of the companies have a moderate knowledge and usage of e-HR and a 30 % have a very high knowledge .The role played by HR professionals also changed from “Administrative Expert” to “Strategic Agent”. There were several reasons for driving organizations towards the adoption of e- -HRM in Sri Lanka and the most common of which was the desire to be the leading edge. The critical success factors behind the successful implementation were employee attitudes, organizational culture,characteristics and the way of collaborating those with HR and IT. This adoption should not be done in an ad hoc way and it should be planned and implemented in a proper manner. Organization should identify the suitability of the selected software through proper evaluation, because it critically affects the post-performance of the whole system

Online recruitment practices in family mid size companies

Tento článek prezentuje současný rozvoj internetu jako je nábor v rodinných firem v Srí Lanky kontextu. Metodika studie byla provedena na rodinných firem v různých odvětvích sběrem dat pomocí dotazníků a následné rozhovory. Výsledky ukazují, že úroveň používání internetu k náboru je poměrně nižší. Nicméně to znamená, že dojde ke zvýšení využití internetu pro nábor do budoucna se očekává pokrok v oblasti IT infrastruktury a cenovou dostupnostThis paper presents current development of the Internet as recruitment in family companies in Sri Lankan context. The methodology of the study was conducted on family companies in different industries by collecting data through questionnaires and follow up interviews. Results indicate that usage level of internet for recruitment process is comparatively lower. However it indicates that there will be an increase usage of internet for recruitment in the future with the expected advancements in the IT infrastructure availability and affordability