http://www.digital.lib.esn.ac.lk//handle/123456789/4 2026-05-15T22:48:11Z 2026-05-15T22:48:11Z FATHIMA HANSA, MOHAMMED JIBRIL http://www.digital.lib.esn.ac.lk//handle/1234/17496 2026-05-15T21:30:28Z 2025-01-01T00:00:00Z

IMPACT OF HYBRID WORKPLACE MODEL (TELEWORK AND FLEXIBLE WORK) ON THE JOB PERFORMANCE: WORK ENGAGEMENT AS MEDIATING ROLE, WITH A SPECIAL REFERENCE TO SELECTED IT COMPANIES IN COLOMBO DISTRICT FATHIMA HANSA, MOHAMMED JIBRIL This study investigates the impact of hybrid workplace model (telework and flexible work) on job performance, with work engagement as a mediating role, among IT companies in Colombo District of Sri Lanka. A quantitative approachwas employed, and data were collected from 260IT employees using structured questionnaires. The data were analyzed using descriptive statistics, conelation analysis, regression, and mediation analysis. The finding related to objective one, univariate analysis revealed that telework, flexible work, work engagement, and job performance wele perceived at a very high level among employees, reflecting positive experiences with hybrid work practices. Objective two, correlation analysis indicated positive associations among the variables. Telework showed a moderate positive relatisoshrp with work engagement and a strong positive relationship with job performance. Flexible work exhibited strong positive relationships with both work engagement and job performance, while work engagement was significant strong positive associated with job perfor-mance. "ti., Further, objective three, mediation analysis confirmed that work engagement partially mediates the relationship between both telework and job performance, and flexible work and job performance. Although telework and flexible work directly enhance job performance, their effects are strengthened when employees demonstrate higher work engagement. These findings suggest that hybrid workplace models can be effectively leveraged to enhance job performance by fostering greater employee engagement. The study offers practical implications for IT companies seeking to optimize their workforce strategies in hybrid environments and contributes to the growing body of research on flexible work practices in emerging economies. Key Wordsz Hybrid WorlElace Model, Telework, Flexible work, lV'ork engagement, Job performance.

2025-01-01T00:00:00Z RANASINGHE, RANASINGHE DEWAGE NIKESHALA SATHSARANI http://www.digital.lib.esn.ac.lk//handle/1234/17495 2026-05-15T21:30:34Z 2025-01-01T00:00:00Z

IMPACT OF EMPLOYEE WELLBEING ON JOB PERFORMANCE AMONG TEACHERS IN KANDY DISTRICT: RANASINGHE, RANASINGHE DEWAGE NIKESHALA SATHSARANI This research examines the relationship between the employee wellbeing and job performance with the particular emphasis on school teachers in Sri Lanlia at Kandy district. This stucly investigates r,vellbeing in its three aspects, namely physical' emotional. and social and hor,v the psychological capital afTects the relationships between these aspects and the job perfornrance. The researchers carry out research on a quantitative study method r,vith a structured questionnaire and focus on 371 teachers and the research data were processed using SPSS and the technique of correlation analysis and multivariate regression and moderation w'ith the use of the PROCE'SS macro. It has been found out that the three-dimension (physical, emotional, and social) view of employee wellbeing exerts a positive and significant effect on job performance of all these, social wellbeing was observed to play the most influential role, then follow'ed by emotional and physical wellbeing' Moreover, these findings confitm that psychological cap'ital does not influence the relationship between employee well-being and job perfbrmance, and that psychological resources such as resilience, optimism, and self-effrCacy''enhance positive outcomes r,vhen they are high. There are significant implications of the study to education policymakers and administrators at schools where it is recommended that teachers physical health, emotional w-ellbeing and social relatethress need to be nurtured to achieve better results at work. Additionally, psychological capital, achieved through organizational training and development initiatives, woulcl also enhance these impacts even more' Another impact of the findings on the scholarly field is the provision of empirical evidence in the context of a developing country, where the wellbeing of teachers is frequently ignored' Overall, the research detennines the multifacetedness of wellbeing and highlights the significance of psychological lesources as one of the means of performance optimization that also presupposes the holistic approach to teacher support in the Sri Lankan education sYstem. Keyrvords: Physical wellbeing, Emotional wellbeing, Social wellbeing' Psychological capital, Job performance

2025-01-01T00:00:00Z AMARASINGHE, AMARASINGHA KADAWATHA ARACHCHILAGE MADUSHANKA PRANEETH http://www.digital.lib.esn.ac.lk//handle/1234/17494 2026-05-15T21:30:32Z 2025-01-01T00:00:00Z

DIGITAL TRANSFORMATION IN BANKING SECTOR OF BADULLA DISTRICT: AMARASINGHE, AMARASINGHA KADAWATHA ARACHCHILAGE MADUSHANKA PRANEETH The interactive connection of Digital Transformational Leadership (DTL), Organizational Agility (OA) and Digital Strategy (DS) in guiding Digital Transformation (DT) in banks within Sri Lanka's Badulla District is analyzed in this study. With digital transformations revolutionizing the financial sector, especially rural contexts, banks are being driven to digitalize their operations. But successful digital transformation also relies on the extent to which leadership pushes innovation, how change sensitive the organization is and to what level the digital strategy is aligned with institutional goals. A quantitative research design was employed based on the positivist philosophy. The sample of the study consisted of executive class employees working in five major banks in the Badulla district. Out of the estimated population of I,215 staff, a representative sample of 150 participants was selected through stratified sampling. Data were collected using a structured questionnaire based on previously pilot-tested measuremenfjle-.rns and were analyzed using SPSS version 25.0. Descriptive statistics, correlation analysis and multiple regression analysis were employed to cross validate the research hypotheses. The findings revealed ahigh level of positive and significant correlation among all three independent variables digital transformational leadership, organizational agility and digital strategy and digital transformation. All three hypotheses were verified confirming that DTL, OA and DS are all important in driving digital transformation. Moreover, DTL was the most predictive, noting the pivotal role that leadership must assume to drive a digital culture and guide strategic change. These results affirm the significance of an integrated approach where innovative leadership, organization designs fit for purpose and a coordinating digital strategy all converge to secure effective digital transformation. The study offers relevant insights to bankers and policymakers interested in deepening digital adoption in less advanced regions to facilitate more inclusive and technology-facilitated financial services in Sri Lanka. Keyworcls: Digital Transformation, Digital Transformational Leadership, Organizational Agility, Digital Strateg,t, Banking Sector, Badulla District.

2025-01-01T00:00:00Z RATHNAYAKE, HIRUSHI MAREENA http://www.digital.lib.esn.ac.lk//handle/1234/17493 2026-05-15T21:30:31Z 2025-01-01T00:00:00Z

THE IMPACT OF INCLUSIVE LEADERSHIP ON EMPLOYEE VIOCE BEHAVIOUR WITH MEDIATING ROLE OF PSYCHOLOGICAL SAFETY IN FIVE-STAR HOTELS IN COLOMBO DISTRICT RATHNAYAKE, HIRUSHI MAREENA This research provides a comprehensive understanding of horv Inclusive LeaCership influences Employee Voice Behaviour, with Psychological Safety playing a mediating role, within five-star hotels in Colombo, Sri Lanka. The study explores the five dimensions of Inclusive Leadership: Supporting Team Members, Ensuring Justice and Equity, Shared Decision-Making, Maintaining Availability, and Demonstrating Openness and their impact on four t-vpes of Emplo-vee Voice Behaviour: Supportive Voice, Constructive Voice, Defensive Voice, and Destructive Voice. Grounded in existing literature, a conceptual framervcrk.nas developeC to investigate the direct and indirect relationships among the variables. Primary data was collected through a structured questionnaire distributed among 400 employees working in frontoffice, housekeeping, food and beverage, and guest services departments ofthe selected five-star hotels in Colombo, using a convenience sampling technique. The study emplo_ved univariate (descriptive). bivariate (correlation). and multivariate (regression and mediation) analyses to examine the proposed t yplii"r"r. The findings reveal a signifioant pcsiti.;e relationship betrveen klclu$i','e LeaCership and Employee Voice Behaviour. Moreover, Psychological Safety was found to partially mediate the relationship, indicating that inclusive leadership fosters-a psychologically safe environment, which in turn encourages employees to express their opinions and ideas openly. This highlights the critical role of inclusive leadership in promoting constructive emplo-vee communication and enhancing organizational performance in high-pressure service industries. This research contributes tc the theoretical unders+,anding of leadership anC 'roice behaviour by examining the underexplored role of Psychological Safefy in a South Asian hospitality context. It also provides practical insights for hospitality managers on how to cultivate inclusive practices that promote employee engagement and innovation. Keywords: Inclusive Leadership, Employee Voice Behaviour, Psychological Safety, Hospitality Industry, Colombo, Leadership Behaviour, Organizational Communication

2025-01-01T00:00:00Z