http://dr.lib.sjp.ac.lk/handle/123456789/11117 Wed, 07 Jan 2026 06:16:32 GMT 2026-01-07T06:16:32Z http://dr.lib.sjp.ac.lk/handle/123456789/11140 Walk or Talk? The Effect of High Performance Work System Strength on Organizational Effectiveness in Selected Banks in Sri Lanka Dayarathna, N. W. K. D. K. The purpose of this paper is to examine the implications of High Performance Work System (HPWS) strength for Organizational Effectiveness (OE) from the managerial perspective in the banking industry in Sri Lanka. The author used a case study approach for data collection with archival analysis of records and semi- structured interviews with the CEO, Head of HR, two board members and three focus groups (top, middle, and lower level managers across various functional areas) in each bank which altogether covers 44 key informants. The findings support the proposition that the importance of a strong commitment by all the managers across the managerial hierarchy to transmit relevant, consistent and valid Human Resource Management (HRM) messages and information across the organization leads to more effective organizational effectiveness. Case study informants reported links between HPWS strength and OE. Tue, 01 Jan 2019 00:00:00 GMT http://dr.lib.sjp.ac.lk/handle/123456789/11140 2019-01-01T00:00:00Z http://dr.lib.sjp.ac.lk/handle/123456789/11139 Defining a Grievance: A Theoretical Examination of An Old Issue Opatha, H.H.D.N.P. This conceptual study attempted to fill a gap in the theoretical knowledge about employee grievances in terms of having a synthesized description and explanation of defining a grievance, and furthermore to solve an intellectual puzzle to uncover whether the term Grievance has been defined in the existent literature in the way that is more appropriate to today’s business context. Six research questions were formulated and they were answered systematically by following a desk research strategy. 25 definitions from the literature were examined, 11 common characteristics were identified and listed, and based on the derived characteristics, a content analysis was done. The study yielded several findings consistent with the formulated six research questions and they are: there is no generally accepted definition for the term grievance; it is possible to identify and list 11 common characteristics which derive from or which are included in the definitions considered for the study; different classifications of grievances exist in the existent literature such as informal and formal, valid and invalid, expressed and unexpressed, and individual and collective; it is possible to classify existent definitions as narrow and broad, and except the five definitions all other definitions (20) examined were narrow; only expressed dissatisfactions need to be dealt with in managing employee grievances because of several valid reasons; and finally it is appropriate for an organization to consider generally work-related grievances for the organizational effort in solving grievances, and consider non-work related grievances as a voluntary method of grievance handling through employee counseling. Tue, 01 Jan 2019 00:00:00 GMT http://dr.lib.sjp.ac.lk/handle/123456789/11139 2019-01-01T00:00:00Z http://dr.lib.sjp.ac.lk/handle/123456789/11138 Understanding High Performance Work Systems-Firm Performance Linkages: A Literature Review Dayarathna, N. W. K. D. K. People are our most important asset and the Human Resource Management (HRM) is an essential function in organizations that affects the quality of Organizational Performance (OP). Most of the high performance companies such as Apple, Toyota, General Electric, Singapore Airlines and Google have proved that management systems that encourage commitment and competence of people achieve greater productivity. Over the past few years, much of the debate about the contribution of HRM to OP has been wrapped up around the concept of High Performance Work Systems (HPWS). In recent years, a number of studies have attempted to examine the processes that explain the impact of HPWS on OP. Based on research evidence to date, it is clear that HPWS are one of the important components that can help an organization to achieve greater OP. This conceptual paper explores the research findings on the black-box relationship between HPWS and OP. The paper may be valuable to those who are interested in understanding the phenomenon of HPWS-firm performance linkages for research purposes. Tue, 01 Jan 2019 00:00:00 GMT http://dr.lib.sjp.ac.lk/handle/123456789/11138 2019-01-01T00:00:00Z http://dr.lib.sjp.ac.lk/handle/123456789/11137 Occupational Health and Safety Practice and Job Performance: Role of Job Satisfaction Perera, G.D.N. This study aims at examining the role of Job Satisfaction (JS) in mediating relationship between Occupational Health and Safety Practice (OHSP) and Job Performance (JP). Data were gathered from a sample of 250 machine operators employed in Sri Lankan manufacturing firms using a self-administered questionnaire. The results revealed significant influences among OHSP, JS and JP. JS fully mediated the relationship between OHSP and JP. Results were derived from the cross sectional method and generalizability of the findings to other categories of employees may get limited as the sample consisted of only machine operators. This study adds empirical evidence in Sri Lankan context to confirm the hypothesis: JS mediates significantly the relationship between OHSP and JP. Tue, 01 Jan 2019 00:00:00 GMT http://dr.lib.sjp.ac.lk/handle/123456789/11137 2019-01-01T00:00:00Z