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Faculty of Management and Finance: Recent submissions

  • The Impact of Work Stress on Employee Performance in the Hotel Industry in Sri Lanka 
    Goonetilleke, A.E.J.W.; Priyashantha, K.G.; Munasinghe, S. (Faculty of Management and Finance, University of Ruhuna, Matara, 2018)
    Stress is an important factor that can affect employee performance of any organization. The employees have a tendency towards high levels of stress regarding time, working for longer hours which reduces the employees‟ ...
  • Undecided Careers among Agriculture Undergraduates: An Analysis of Determinants 
    Dahanayake, W.E.; Priyashantha, K.G. (Faculty of Management and Finance, University of Ruhuna, Matara, 2020)
    Career indecision amongst university undergraduates is defined as an inability to select a university major or an occupation. Making a career decision, in fact is one of the paramount decisions that young adults are ...
  • The Impact of Work Life Conflicts on Employees’ Job Satisfaction in Hotel Industry 
    Munasinghe, S.; Goonetilleke, A.E.; Priyashantha, K.G. (Faculty of Management and Finance, University of Ruhuna, Matara, 2018)
    In today‟s fast paced world, the increasing prevalence of work-life conflicts and the increasing concern about work-life issues present both challenges and opportunities for human resource professionals. Though work-life ...
  • GLASS CEILING AND TURNOVER INTENTION 
    De Silva, M.T.T.; Priyashantha, K.G. (Department of Management and Entrepreneurship, Faculty of Management and Finance University of Ruhuna, Matara, Sri Lanka, 2014)
    Existence of glass ceiling effect is not an uncommon phenomenon in modern corporate world. Male leadership styles continue to dominate modern corporate environments. However, women are better educated and hold jobs worldwide ...
  • Work-Life Conflict with Turnover Intention: An analysis of the Relationships 
    Priyashantha, K.G. (Faculty of Management and Finance, University of Ruhuna, Matara, 2014)
    This study examines the relationships between the work life conflict and turnover intention. There are basically two relationships examined. In order to interpret those relationships effect from some other variables were ...
  • COST BENEFIT ANALYSIS OF NOVEL FISH DRYING EQUIPMENT IN GANDARA CENTRAL, MATARA 
    Perera, H.S.C.; Ganewatta, G.K.H.; Rathnayake, C.V.; Buddhika, S.A.; Priyashantha, K.G. (Faculty of Management and Finance, University of Ruhuna, Matara, 2012)
    Sri Lanka is an island which is mainly having an agriculture based economy. Agriculture, forestry and fishing, is one of major sources of income for GDP. Among those fishing industry is very important and contributing ...
  • Voluntary labour turnover in the textile and clothing manufacturing sector in Sri Lanka 
    Priyashantha, K.G.; Vinogradov, E. (Faculty of Management and Finance, University of Ruhuna, Matara, 2011)
    This research focuses on the causes of leaving the garment factories in free trade zones in Sri Lanka. This explorative research is based on 6 qualitative in-depth semi-structured interviews with the aim of gaining a ...
  • The impact of job satisfaction on perceived desirability of leaving 
    Priyashantha, K.G.; Hunne, J.A. (Faculty of Management and Finance, University of Ruhuna, Matara, 2011)
    The job satisfaction level is a key determinant for the employees’ leaving or retention decisions. The satisfied employees have a tendency to stay in the organization while the dissatisfied employees have a greater tendency ...
  • Talent Management Approach: Attraction and Retention 
    Priyashantha, K.G.; Mandawala, M.B.J.C. (Faculty of Management and Finance, University of Ruhuna, Matara, 2010)
    Talent has become the key differentiator for human capital management and for leveraging competitive advantage. Talent Management on one hand encompasses the application of best practices in the identification, cultivation, ...
  • Talent Management Approach 
    Priyashantha, K.G. (Faculty of Management and Finance, University of Ruhuna, Matara, 2008)
    Talent in the workforce refers to people who have high potential, essential knowledge, skill, and who can successfully lead transformation and change within the organization. As talent is crucial in determining the ...

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