http://www.digital.lib.esn.ac.lk//handle/123456789/8 2026-06-30T12:13:26Z http://www.digital.lib.esn.ac.lk//handle/1234/17762 ROLES OF ORGANIZATIONAL GREEN CULTURE IN ENCHANCING ORGANIZATIONAL SUSTAINABLE PERFORMANCE: THARUNAA, SELVARAJAH Sustainability has become a critical global priority' with increasing pressure on organizations to extend their focus beyond financial performance to include environmental and social responsibilities. Within this evolving perspective, the role of organizational culture and employee behavior has gained substantial attention in fostering sustainable practices. The present study investigates the role of organizational green culture on organi zationalsustainable performance, with a particular emphasis on the mediating role of employee green behavior in the context of selected commercial banks in the Batticaloa Region of Sri Lanka This research adopts a quantitative approach' utilizing structured questionnaires to collect data from a sample of 216 employees representing five selected commerciai banks. The data were aniilyzed through descriptive, bivariate, and multivariate statisticai techniques, including correlation and regression analyses' and Sobel's test to assess the mediating effect. ,trhe findings indicate that organi zalional green culture has a strong, positive' and statisricaliy significant relationship with both employee green behavior and organizational sustainable perfotmance. Moreover, employee green behavior was fbund to partially mediate the relationship between organizational green culture and organizational sustainable perfcrrmance, irighlighting its pivotal role in translating green values into effective environmental outcomes' This study contributes to the growing body of literature on green management by providing empirical evidence from the Sri Lankan banking sector' It offers practical implications for policymakers and managers to embed green cultural values and promote environmentally responsible employee behavior to achieve long-term sustainability goals. Furthermore, the study addresses existing gaps in literature by exploring internal organizational drivers of sustainable performance within a develoPing countrY context. Keywords: organizational Green Culture, Employee Green Behavior, organizational Sustainable P erform ance 2025-01-01T00:00:00Z http://www.digital.lib.esn.ac.lk//handle/1234/17746 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. 2025-01-01T00:00:00Z http://www.digital.lib.esn.ac.lk//handle/1234/17745 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 2025-01-01T00:00:00Z http://www.digital.lib.esn.ac.lk//handle/1234/17744 THE IMPACT OF AGILE PERFORMANCE MANAGEMENT SYSTEM ON EMPLOYEE PERFORMANCE IN FINANCIAL INSTITUTIONS IN BADULLA DISTRICT: SASIREKHA, KANAGALINGAM 2025-01-01T00:00:00Z