http://www.digital.lib.esn.ac.lk//handle/123456789/1 2026-04-06T16:16:09Z 2026-04-06T16:16:09Z Thooyamany, A. Balagobei, S. http://www.digital.lib.esn.ac.lk//handle/1234/16202 2025-09-06T22:30:15Z 2025-01-01T00:00:00Z

Impact of Audit Quality on Firm Performance Thooyamany, A.; Balagobei, S. Auditing is a crucial component of a firm’s control system. However, in Sri Lanka, there is no standardized or mandatory code of best practices for audit quality. The purpose of this study is to investigate the impact of audit quality on the firm performance of non financial companies listed on the Colombo Stock Exchange. In this study, audit fee, auditor expertise, auditor independence, and audit rotation are considered proxies for audit quality while firm performance is measured by ROA and Tobin’s Q. A sample of 94 non-financial companies listed on the Colombo Stock Exchange was selected for the study comprising 470 observations. Secondary data were collected from the annual reports of these companies for the five-year period from 2017 to 2021. Descriptive and inferential statistics were employed to analyze the data. Correlation analysis was used to examine the relationship between audit quality and firm performance while panel data regression analysis was applied to assess the impact of audit quality on firm performance. The results of the correlation analysis indicate that audit fee and auditor expertise are positively correlated with ROA whereas auditor independence and audit rotation show no relationship with firm performance as measured by ROA and Tobin’s Q. Furthermore, the panel data regression analysis reveals a significant positive impact of audit fees on firm performance while audit rotation positively influences only the ROA of listed companies in Sri Lanka. However, auditor independence and auditor expertise do not exhibit a significant impact on firm performance.This study is valuable for understanding the impact of audit quality on firm performance in the context of developing countries.

2025-01-01T00:00:00Z Balendran, S. http://www.digital.lib.esn.ac.lk//handle/1234/16201 2025-09-06T22:30:14Z 2025-01-01T00:00:00Z

PERCEIVED ENTREPRENEURIAL COMPETENCIES AMONG TAMIL ENTREPRENEURS IN EASTERN AND NORTHERN PROVINCES OF SRI LANKA Balendran, S. This study examines the perceived entrepreneurial competencies among Tamil entrepreneurs in the Eastern and Northern provinces of Sri Lanka. The primary purpose is to identify and compare the differences and similarities in the entrepreneurial skills required in these regions. Utilizing a descriptive research design, the study surveyed 370 entrepreneurs from small and medium-sized enterprises (SMEs) in both provinces. Data was collected through a structured questionnaire using stratified random sampling. The findings reveal distinct regional strengths: Northern entrepreneurs excel in developing long-term relationships, translating ideas into business contexts, and maintaining operational efficiency, while Eastern entrepreneurs are more proficient in identifying unmet consumer needs, treating new problems as opportunities, and employing diverse learning methods. These differences highlight the need for region-specific strategies to support entrepreneurial development. The study’s conclusions suggest that targeted interventions addressing the unique competencies of each region can enhance entrepreneurial success and foster balanced growth across both provinces.

2025-01-01T00:00:00Z Jayasekara, L.M.S Wicktramasooriya, I.L. http://www.digital.lib.esn.ac.lk//handle/1234/16200 2025-09-06T22:30:14Z 2024-01-01T00:00:00Z

Employee retention strategies for Clerical staff in Sri Lankan Apparel Sector Jayasekara, L.M.S; Wicktramasooriya, I.L. Organizations today face challenges in retaining skilled employees due to the impacts of globalization and digitalization. This led to a growing emphasis on employee retention strategies, particularly through rewards and recognition. This study investigates how reward management practices influence employee retention within the Expectancy Theory (ET) framework. The research examines a sample of 140 clerical-level employees in the apparel manufacturing sector at the Mawathagama BOI Zone in Sri Lanka. Through a structured questionnaire, the study evaluated key variables including career development, promotion opportunities, remuneration, and their impact on employee retention. These variables were measured on a 5-point Likert scale, and the data were analyzed using statistical methods in SPSS Statistics, Version 26 ensuring the reliability and validity of the instruments used. This study provides new insights into employee retention in Sri Lanka's apparel sector by examining the specific impact of reward management practices through the lenses of Expectancy Theory. The results reveal that career development, promotion, and remuneration significantly influence employee retention, with career development demonstrating the most substantial impact, while remuneration has the least effect. These findings underscore the critical importance of prioritizing career development and promotion within HR policies and organizational strategies. By emphasizing these aspects, organizations can foster a more supportive work environment, which in turn enhances employee retention and satisfaction.

2024-01-01T00:00:00Z Hansamali, H. G. C. Francis, S.J. Sirikumar, T. Ganeshamoorthy, S. http://www.digital.lib.esn.ac.lk//handle/1234/16199 2025-09-06T22:30:50Z 2024-01-01T00:00:00Z

IMPACT OF REWARDS SYSTEM ON EMPLOYEE PERFORMANCE Hansamali, H. G. C.; Francis, S.J.; Sirikumar, T.; Ganeshamoorthy, S. The study provides an extensive review of the impact of various reward mechanisms on employee performance at People's Insurance PLC. Its primary objective is to assess how different components of the reward system such as monetary incentives, recognition programs, and opportunities for career advancement affect employee performance within the organization. The study uses a cross-sectional approach to collect data in the third quarter of 2024, focusing on all 568 employee-level workers at Peoples Insurance PLC in Sri Lanka. Random sampling ensures an unbiased representation, with a calculated sample size of 61 employees selected at a 90% confidence level using purposive sampling techniques. The findings indicate statistically significant positive correlations between various elements of the reward system and employee performance. Salaries, bonuses, and incentives exhibited strong positive correlations, accounting for a considerable portion of the variance in performance outcomes. Recognition initiatives and flexible work arrangements were also found to positively influence performance, albeit to a lesser extent. The study finds that a comprehensive reward system, which includes competitive remuneration, bonuses, incentives, recognition, flexible work arrangements, and healthcare benefits, can significantly enhance employee performance and productivity. It explores theoretical and practical implications, underscoring the importance of monetary and non-monetary rewards in employee motivation. Recommendations to improve the reward system at People's Insurance PLC include establishing transparent pay structures, aligning bonuses with performance metrics, offering a variety of incentive options, and strengthening recognition programs. Additionally, the paper highlights the value of flexible work arrangements and comprehensive healthcare benefits. Future research directions are suggested, emphasizing the need for larger sample sizes, including a broader range of organizations, and investigating the interactions between reward systems and other influencers such as corporate culture and leadership style. Longitudinal studies and advanced statistical methodologies are recommended to deepen the understanding of the relationship between reward systems and employee performance.

2024-01-01T00:00:00Z