The Impact of Organizational Environmental Support on Organizational Sustainable Performance: The Mediating Role of Employee Green Behaviour in selected Commercial banks in Batticaloa Region of Sri Lanka

Sustainability is a major global concern and there has been increased pressure on organizations from the stakeholders to broaden the focus of business performance beyond financial performance. Companies should have a balance among financial, social and environmental performance in order to be competitive and survive in the long term. Committed employees are the key asset of every organization and organizations can engage employees in improving their sustainable performance. This paper aims to provide empirical evidence of the associations between organizational environmental support and organizational sustainable performance with the mediating role of employee green behaviour within the selected commercial banks in the Batticaloa Region of Sri Lanka. Data collection was made from 173 employees who are working in commercial banks in the Batticaloa Region of Sri Lanka. Univariate, bivariate, and multi-step mediation analyses have been used to analyze the data. The results indicate that there is a significant positive association between organizational environmental support, employee green behaviour and organizational sustainable performance. It is also concluded that employee green behaviour significantly mediates the relationship between organizational environmental support and organizational sustainable performance. The research concerns the understanding of various environmental support initiatives and sustainable performance from the viewpoint of employees in the banking sector at imparting employee green behaviour as one of the important factors to meet challenges relevant to environmental sustainability in the dynamic banking sector. This study contributes to the field by bringing together the concepts of employee green behaviour with organizational environmental support and organizational sustainable performance in the context of the Sri Lankan banking sector and suggests the banks provide resources and a supportive environment for the employees to implement eco-initiatives. Keywords: Employee Green Behaviour, Organizational Environmental Support, Organizational Sustainable Performanc

The Effect of Environment Knowledge and Pro-Environment Psychological Climate on Environmental Citizenship Behaviour: The Mediating Role of Environmental Commitment

The purpose of this study is to investigate the impact of environmental knowledge and proenvironmental psychological climate on environmental citizenship behaviour with the mediating effect of environmental commitment. The primary data were collected from 177 employees of five selected commercial banks in the Batticaloa Region of Sri Lanka through self-reported questionnaires and analyzed by using univariate, bivariate, and multi-step mediational analyses. The findings of this study highlighted that environmental knowledge, pro-environmental psychological climate, environmental citizenship behaviour, and environmental commitment are at high levels among the surveyed banks. In addition, the findings discovered that there are positive and significant relationships existing among environmental knowledge, pro-environmental psychological climate, environmentalcommitment, and environmental citizenship behaviour of employees. Moreover, the mediating analysis revealed that environmental commitment partially mediates the relationship between environmental knowledge and environmental citizenship behaviour as well as the pro-environmental psychological climate-environmental citizenship behaviour linkage. This study has significant implications for managers who want to promote environmental citizenship behaviours, as they can benefit from improving the environmental knowledge of employees and developing a pro-environmental psychological climate in theirorganizational context. Key Words: Environmental Commitment, Environmental Citizenship Behaviour, Environmental Knowledge, Pro-environmental Psychological Climat

Green Manufacturing Practices and Sustainable Performance of Organization in Selected Manufacturing Companies in Kegalle District of Sri Lanka

This study aims to examine the impact of green manufacturing practices on sustainable performance of organization. In order to achieve the study objective, primary data were collected through a questionnaire-based survey among 70 manufacturing companies which are operating in Kegalle district of Sri Lanka. This study has used the convenience sampling (availability sampling) method and the unit of analysis was individual firms. The simple regression analysis was used to test the research model. The findings of the study revealed that there is a moderate level of green manufacturing practices implemented in the selected manufacturing companies and sustainable performance of surveyed companies was recorded at in moderate level. And the findings of the study also suggested that green manufacturing practices have a significant and positive impact on sustainable performance of organization. This study suggested that manufacturing organizations need to focus more on the implementation of green manufacturing practices to ensure organizational sustainability.    Keywords: Green manufacturing, sustainable performance, Sri Lank

Team Working Practices and Team Orientation of Employee: A Comparative Study between the State and Private Banks in Sri Lanka

An empirical knowledge gap was observed regarding Team Working Practices (TWP) and Team Orientation of Employee (TOE) of the selected bank branches (State Bank 1, State Bank 2, Private Bank 1 and Private Bank 2) in Sri Lanka.  In general, the selected banks have formal and informal practices regarding team work and also promoting team work and team culture among their employees to flourish team orientation.  Therefore, in order to fill this empirical knowledge gap, this study was conducted with three research objectives such as to explore the team working practices, level of team orientation of employee of selected state and private sector bank branches and also to investigate the differences in team orientation of employee according to the employee’s gender, age, education, grade, working section and experience. In order to achieve the first objective of this study data were collected from the secondary sources, mainly from last four years annual reports and content analysis was applied. In this case, the unit of analysis was bank. Regarding second and third objectives primary data were collected from 115 employees of selected bank branches and the structured questionnaire was administered to collect the data. The data were analyzed by using univariate (descriptive measures such as mean and standard deviation) and cross-tabulation analyses. In this case, the unit of analysis was bank employee. In connection with first objective, findings of the study revealed that both state and private sector banks are practicing various team working practices, but relatively private sector banks have more team practices than state sector banks. In private sector, PB-1 has more team practices than PB-2. Regarding the second objective, the results of the study showed that there is a higher level of team orientation among the employees of the four banks (mean value was above 3.5) but there were slight differences observed.  The mean values for the PB-1, PB-2, SB-1 and SB-2 were 4.19, 4.18, 3.94 and 3.77 respectively. Cross-tabulating of the overall level of team-orientation with gender, age, education, grade, working section and experiences of employees revealed that there are some differences regarding the third objective. Finding of the study will be useful and important in understanding empirical knowledge regarding the concepts of team working practices and team orientation of employee from the banking sector perspective. Key Words: Team, Teamwork, Team Working Practices, Team Orientation, Bank Employe

An Exploratory Study on the Personal Qualities/Characteristics expected by the Organisations for Key HRM jobs in Sri Lanka

This study explores a gap in the empirical knowledge with regard to the personalqualities/characteristics expected by the organisations for key HRM jobs in the field of HRMin Sri Lanka. The research questions of this exploratory study were: What are the personalqualities/characteristics needed or expected by the organizations which are operating in SriLanka for key HRM jobs? And is it possible to develop a sort of illustration to understandpersonal qualities/characteristics expected for key HRM jobs in Sri Lanka? In order toanswer the research questions systematically, an exploratory study was conducted by usingeight key HRM job related employment advertisements appeared in the Sunday Observernewspaper for the period of 5 years (2006, 2007, 2008, 2009 and 2010). Time horizon of the study was longitudinal and HRM related job advertisement was the unit of analysis of thestudy.Comprehensive and systematic content analysis along with descriptive statistics was appliedto generate results and findings. The results of the study revealed that the personalqualities/characteristics are one of the very important requirements in selecting people forkey HRM jobs in Sri Lanka. At the same time it differs from key job to another key job. Whenconsidering the personal qualities for the selected key HRM jobs, the findings revealed thatthere are 39 personal qualities related to the post of HR Director, 29 personal qualitiesrelated to the Group HR Manager, 41 personal qualities related to Head of HRM, 98 personalqualities related to the HR Manager, 81 personal qualities related to the HR Executive, 50personal qualities related to the HR Officer, 32 personal qualities related to the TrainingManager, and 15 personal qualities related to the post of Recruitment Manager.With regard to the personal qualities eleven (11) key dimensions of personal qualities wereidentified in addition to the number of personal qualities including attitude related,personality related, good character related, team related, professional related, businessrelated, people related, performance related, physical appearance related, leadership traitsrelated and HR/HRM related aspects. The implications of these findings are useful to all stakeholders and professionals of HRM especially in developing good professionalism amongcurrent HR professionals in Sri Lanka and prospective personnel who wish to establish acareer in HRM.Key Words: Human Resource Management, Key HRM jobs, Personal Qualitie

An Exploratory Study on the Experience Requirements of Key HRM jobs in Sri Lanka

It has been generally observed that there is a gap in the empirical knowledge with regard tothe experience requirements of key HRM jobs in terms of number of years and contents ofexperiences in the field of HRM in Sri Lanka. The research questions of this exploratory studyare: What are the experiences needed or expected by the organizations which are operating inSri Lanka for key HRM jobs in terms of number of years and contents? and Is it possible todevelop a sort of illustration to understand experience requirements of key HRM jobs in SriLanka? Objectives of this study are to explore the experience requirements of key HRM jobs interms of number of years and contents; and to develop an illustration of experiencerequirements of key HRM jobs in Sri Lanka. In order to achieve the objectives of this research,an exploratory study was conducted by using eight key HRM job related employmentadvertisements appeared in the Sunday Observer newspaper for the period of 5 years (2006,2007, 2008, 2009 and 2010). This study was longitudinal in time horizon. The unit of analysisof this study was HRM related job advertisement. The extent of the researchers’ interference inthis study was minimal as there had not been any manipulation and control of variables. Thisstudy was carried out in a natural (non-contrived) environment where events occurrednormally.Mainly by using comprehensive and systematic content analysis along with descriptivestatistics, results and findings were generated. The results of the study revealed that theexperience requirement is one of the very important requirements in selecting people for keyHRM jobs. At the same time it varies from job to job. When considering the experiencerequirements for the selected key HRM jobs, the findings revealed that mostly a minimum of 5-10 years experience at senior level (as a HR Manager/Head of HR Department) is neededexperience for the post of HR Director. A minimum of 5 years experience is needed for thepost of Head of HRM, Group HR Manager, HR Manager and Training Manager mostly. ForHR Executive, HR Officer and Recruitment Manager a minimum of 2-3 years experience isexpected by the organizations which are operating in Sri Lanka.With regard to the contents (quality) of experiences, eight (08) key dimensions of experiencewere identified in addition to the number of years (quantity) such as general experience inHRM field, special experience in specific HRM area/function, scope of experience in HRMfield (local or international), sector related experience, management level/position relatedexperience, industry related experience, workforce/organisation size based experience andtime preference based experience. Based on identified key dimensions of experiences, a modelwas developed from this exploratory study in order to provide an understanding about theexperience requirements of selected key HRM jobs in Sri Lanka. The implications of thesefindings are useful to all stakeholders of HRM especially current and potential job seekers,organizations and HRM workforce developers in Sri Lanka.Key Words: Key HRM Jobs, Experience Requirements, Exploratory Stud

An Exploratory Study on Entry Level HRM Job Opportunities and Their Requirements in Sri Lanka

The objectives of this study are to explore the types, categories and requirements of entry levelHRM job opportunities available in Sri Lanka. In order to achieve the objectives, an exploratorystudy on all the HRM related employment advertisements appeared in the Sunday Observernewspaper for the period of 3 years (2006, 2007 and 2008) was conducted by usingcomprehensive and systematic content analysis along with descriptive statistics. The resultsrevealed that a few number of entry level options are available in Sri Lanka. These options canbe grouped into two broad classifications such as generalized and specialized way of entryoptions. Sri Lankan organizations have a practice of recruiting young people as ManagementTrainee (MT) to fill the current or future job vacancies. In connection with entry-level HRMjobs, MT has been identified as one of the main sources of entry options in Sri Lanka. Based onthe needed educational qualifications, the MT option is classified into eight categories. In case ofMT, a placement process and conditions were identified. From entry level job seekers,organizations expect twenty nine skills and eight types of personal qualities. The implications ofthese findings are useful to all stakeholders of HRM especially current and potential job seekers,organizations and HRM workforce developers in Sri Lanka.Key Words: Entry Level HRM Job Opportunities, Entry Level HRM Job Requirements andExploratory Stud

The Role of Human Resource Professional in Preventing and Controlling of COVID-19

The main objective of this paper is to explore the role of Professionals of Human Resource Management (HRM) in preventing and controlling of COVID-19 in the workplaces. In order to achieve the objective of the review, a literature review was conducted by using available literature. The finding of this review revealed that the Human Resource Professional (HRP) in the organization can play four main roles, such as informational, resource facilitation, advisory and change agent in preventing and controlling of COVID-19 in the work places. The degree and intensity of performing these roles by HRM departments or HR professionals of the organizations may contribute to reduce and eliminate the 15 types of fears and stress by corona (SBC) identified by Opatha (2020) among the employees of the organizations.Key Words: Controlling, COVID-19, Human Resource Management, Human Resource Professional, Preventing, Rol

Human Resource Factors and Environmental Performance of Selected ISO 14001 Certified Manufacturing Firms in Seethawaka Export Processing Zone in Sri Lanka

Recent days, organizations use human resource management (HRM) practices to accelerate the environmental performance of organizations. Hence, there are lacunas in empirical studies undertaken in Sri Lankan context regarding the relationship between HR factors and environmental performance of organizations. This study was conducted in order to fulfil this empirical knowledge gap. Hence, the objective of this study is to examine the relationship between HR factors and environmental performance of organizations. In order to achieve the study objective, primary data were collected from 165 employees of selected manufacturingorganizations in Seethawaka Export Processing Zone in Sri Lanka and the structured questionnaire was administered to collect the data. The data were analyzed by using univariate and bivariate analyses. The findings of the study revealed that HR factors have a positive and significant relationship with environmental performance of organizations in overall. The findings of this study are useful in further enlarging and enriching applications of these concepts in practice.Key Words: Environmental Performance, Green HRM, Manufacturing Firms, Sri Lank