Undergraduate Project Report

THE IMPACT OF GREEN RESOURCE MANAGEMENT ON EMPLOYEES, OUTCOME WITH MODERATING EFFECT OF ENVIRONMENTAL VALUES:

2026-06-18T21:30:43Z

THE IMPACT OF GREEN RESOURCE MANAGEMENT ON EMPLOYEES, OUTCOME WITH MODERATING EFFECT OF ENVIRONMENTAL VALUES: ANANTH, THIRUCHELVAM This study investigates the impact of Green Human Resource Management (GHRM) practices on employee outcomes, with the moderating effect of environmental values, focusing on selected apparel companies in the Batticaloa District of Sri Lanka. The primary objectives of the study were to (1) identify the existing levels of GHRM practices, environmental values, and employee outcomes (task-related and voluntarily green behavior); (2) explore the relationship between GHRM practices, environmental values, and employee outcomes; and (3) assess the moderating role of environmental values in the relationship between GHRM and employee outcomes. The study adopted a quantitative research approach. The target population consisted of employees from three major apparel companies: Brandix Apparel Solutions Ltd, Perks Clothing Pvt Ltd, and Lootah Garments Pvt Ltd. Using the Krejcie and Morgan sample size determination table, a sample size of 346 was identified, and 307 valid responses were collected through a structured questionnaire. Simple random sampiing was employed for respondent seieclion. The questionnaire consisted of items measured on a five-point Likert scale. The data were analyzed using SPSS 27.0, employing descriptive statistics, cancelation analysis, and multiple regression analysis. The findings revealed that GHRM practices particularly green training and development, green pay and rewards, and green involvement had a significant positive impact on employee outcomes. Furthermore, environmental values were found to significantly moderate the relationship between GHRM practices and employee outcomes. The study emphasizes the need for organizations to embed sustainabilityfocused HR practices to enhance environmentally responsible behavior among employees. This study contributes to academic literature by integrating GHRM and environmental psychology. From a managerial perspective, it offers practical implications for incorporating green values into HR policies to foster sustainable employee behavior.

FACTORS IMPACT ON EFFECTIVE CHANGE MANAGEMENT IN TELECOMMUNICATION IN RATANAPURA DISTRICT

2026-06-18T21:30:42Z

FACTORS IMPACT ON EFFECTIVE CHANGE MANAGEMENT IN TELECOMMUNICATION IN RATANAPURA DISTRICT RANSI RIDMIKA, SUNNA DENIYAGE This study investigates the impact of employee readiness to change, communication, organizational culture, and change agents on effective change management within the telecommunication sector in the Ratnapura District of Sri Lanka. Utilizing a quantitative research design, data was collected from 200 employees and analyzed using descriptive statistics, correlation analysis, regression analysis, and mediation analysis. The findings reveal that all four independent variables have significant and positive relationships with change management, emphasizing their critical roles in facilitating successful organizational transitions. Employee readiness, characterized by psychological and emotional preparedness, is a key driver in reducing resistance and fostering adaptation. Effective communication is shown to enhance clarity, reduce uncertainty, and build trust throughout the change process. A positive organrzational culture supports alignment with change objectives, while credible and influential change agents act as catalysts for employee motivation and guidance. The study contributes to both theoretical understanding. and practical applications by providing evidence-based insights for leaders and managers on how to cultivate a supportive environment conducive to change. Limitations include the focus on a single industry and region, reliance on self-reported data, and the exclusion of potentially relevant variables. The rese':rch recommends enhancing employee involvement, structuring communication efforts, nurturing adaptive cultures, and empowering change agents as part of a comprehensive change management strategy. Future studies are encouraged to explore longitudinal effects, qualitative dimensions, and additional variables such as leadership style and technological readiness to deepen understanding and applicability across diverse organizational contexts. Key words: Employee Readiness to change, Communication, Organization culture, Change agent and Change management

THE IMPACT OF AGILE PERFORMANCE MANAGEMENT SYSTEM ON EMPLOYEE PERFORMANCE IN FINANCIAL INSTITUTIONS IN BADULLA DISTRICT:

2026-06-18T21:30:41Z

THE IMPACT OF AGILE PERFORMANCE MANAGEMENT SYSTEM ON EMPLOYEE PERFORMANCE IN FINANCIAL INSTITUTIONS IN BADULLA DISTRICT: SASIREKHA, KANAGALINGAM

THE IMPACT OF STRATEGIC INNOVATION ON EMPLOYEE PERFORMANCE WITH THE MEDIATING ROLE OF JOB SATISFACTION :

2026-06-18T21:30:40Z

THE IMPACT OF STRATEGIC INNOVATION ON EMPLOYEE PERFORMANCE WITH THE MEDIATING ROLE OF JOB SATISFACTION : SHANTHA, SADHANANDHAN This study investigates the impact of strategic innovation on employee performance, emphasizing the mediating role of job satisfaction within the clothing industry in the Nuwara Eliya District of Sri Lanka. Strategic innovation has increasingly become a critical element for sustaining competitiveness, particularly in labor-intensive industries such as apparel manufacturing. Despite its importance, limited empirical evidence exists on how strategic innovation practices influence employee outcomes in developing economies. Addressing this gap, the current study adopts a quantitative research design using a structured questionnaire administered to 346 employees across selected clothing companies. Descriptive analysis revealed high levels of strategic innovation, job satisfaction" and employee performance. Pearson correlation results indicated a strong, positive, and statistically significant relationship between strategic innovation and employee peiformance (r: .591, p < 0.01). Multiple regression analysis confirmed that strategic innovation significantly predicts employee performance (p : .591, p < 0.001). Furthermore, job satisfaction was found to mediate the relationship betrveen strategic innovation and employee performance, as validated through a series of regression models based on Baron and Kenny's (1986) framework. The findings support the notion that fostering innovation not only irnproves operational processes but also enhances employee morale, engagement, and productivity. The study contributes to both academic literahre and managerial practice by highlighting the importance of integrating employee-centered innovation strategies. Practical recommendations are provided for enhancing employee performance through sustained innovation efforts and satisfaction -driven management policies. This research extends the understanding of innovation's role in human resource outcomes and provides a foundation for ftirther studies in different organizational contexts and sectors. The study also suggests avenues for tuture research to explore longitudinal effects and additional mediating or moderating variables. Keywords: Strategic innovation, Employee Performance, Job Satisfaction, Clothing Industry, Mediation, Sri Lanka