http://drr.vau.ac.lk/handle/123456789/1554 Undergraduate Research Session on Human Resource Management 2026-04-05T20:13:47Z http://drr.vau.ac.lk/handle/123456789/1510 CONCEPTUAL PAPER ON THE RELATIONSHIPS AMONG GREEN COMPETENCIES OF EMPLOYEE, GREEN BEHAVIOR OF EMPLOYEE AND GREEN EMPLOYEE PERFORMANCE: A REVIEW OF LITERATURE Maduhansi, D.M.I.T. Nowadays, organizations are focusing more on transforming normal employees into green employees through the implementation of green HRM practices. In this context, organizations pay more attention to developing the green competencies and green attitude of employees to make them to foster the green behaviors of employees, which ultimately leads to improving the green performance of employees. In this context, this paper reviews the relationships among Green Competencies of employees, Green Behavior of employees, and Green Performance of employees. In order to achieve the review objectives, a systematic review of the literature was conducted by using an archival method. This review process has used more than 80 research papers that are relevant to the reviewed concepts. Findings of the review suggest that there is a positive relationship between the green competencies of employees and the green performance of employees. Similarly, the green competencies of employees lead to green behavior of employees. Moreover, findings suggest that the green behavior of employees has a positive relationship with green employee performance. Similarly, the green behavior of employees mediates the relationship between the green competencies of employees and green employee performance. Finally, this review proposes a mediation model that is useful to test and understand the relationships among the green competencies of employees, the green behavior of employees, and green employee performance empirically in the future. 2025-01-01T00:00:00Z http://drr.vau.ac.lk/handle/123456789/1509 CONCEPTUAL PAPER ON THE IMPACT OF GREEN HUMAN RESOURCE MANAGEMENT PRACTICES ON ORGANIZATIONAL CITIZENSHIP BEHAVIOR TOWARD THE ENVIRONMENT IN THE LIGHT OF AMO THEORY Kumarasinghe, M.W.K.S. Poor environmental performance creates a need for the implementation of green practices like green human resource management. Ability-Motivation-Opportunity (AMO) theory is a performance theory that suggests that an individual’s performance depends on the abilities, motivation, and opportunities. The green HRM can create better environmental outcomes, considering AMO theory. Therefore, this review focuses on how green HRM practices transform employees to foster organizational citizenship behavior toward the environment in the organizational context. To achieve the review objectives, a systematic review of the literature was conducted by using an archival method. This review process has used more than 50 research papers that are relevant to the reviewed concepts. Findings of the review suggest that there is a positive relationship between green competence-building practices and organizational citizenship behavior toward the environment. Similarly, green motivation enhancement practices lead to organizational citizenship behavior toward the environment. Moreover, reviews suggest that green employee involvement practices lead to organizational citizenship behavior toward the environment. Useful to test and understand the relationships among the reviewed concepts empirically in the future. 2025-01-01T00:00:00Z http://drr.vau.ac.lk/handle/123456789/1508 MEDIATING ROLE OF EMPLOYEE ECO-FRIENDLY BEHAVIOR ON IMPACT OF GREEN HUMAN RESOURCE MANAGEMENT ON EMPLOYEE AFFECTIVE COMMITMENT: A SPECIAL REFERENCE TO EMPLOYEES FROM APPAREL INDUSTRY IN VAVUNIYA DISTRICT Mathuja, J.; Saravanabawan Many organizations today face challenges with low affective commitment, where employees show weak emotional attachment and a limited sense of belonging to their workplace. This concern is particularly significant in Sri Lanka’s apparel industry, where sustaining a loyal and engaged workforce remains a critical yet under-addressed issue. In response to increasing global environmental demands, Green Human Resource Management (GHRM) has emerged as a strategic tool, incorporating practices such as green recruitment, green training, green rewards, and green empowerment. While GHRM is widely recognized for promoting sustainability, its influence on employee affective commitment, especially through the mediating role of eco-friendly behaviour, remains underexplored in regions like Vavuniya. This study aims to examine the impact of GHRM on affective commitment and to identify whether employee eco-friendly behaviours strengthen this impact. A quantitative approach was adopted, using a structured questionnaire to collect data from 150 employees in the apparel sector, selected through convenience sampling. The anticipated results, based on regression and correlation analyses, are expected to confirm that GHRM significantly enhances both eco-friendly behaviour and affective commitment. Furthermore, it is expected that employees who actively engage in environmentally responsible actions such as reducing waste or supporting green initiatives will report stronger emotional connections with their organizations. These expected results help to offer valuable theoretical and practical insights for HR professionals, supporting the development of sustainable and emotionally engaging work environments within Sri Lanka’s apparel industry. 2025-01-01T00:00:00Z http://drr.vau.ac.lk/handle/123456789/1507 GLASS CEILING AND ITS IMPACTS ON WOMEN'S CAREER DEVELOPMENT: PSYCHOLOGICAL CAPITAL AS A MEDIATOR Harshani, G. This study investigates how the glass ceiling shapes the career development of women in the private banking sector of Sri Lanka’s Matale District. It looks at three types of barriers: individual, organizational, and social, and examines whether Psychological Capital helps women face these barriers and move upward in their careers. The target population consisted of all female executive-level employees in selected private banks in the district. From this, a sample of 120 participants was selected using a purposive sampling method, focusing on women most likely to experience glass ceiling effects. Data were collected using a structured questionnaire and analyzed using SPSS and STATA software to conduct multiple regression and mediation analysis. Personal strengths, such as confidence, skills focus, and career drive, showed a clear, positive link with women’s career development; the hypothesis on individual factors was supported. Social support encouragement from family, peers, and wider community norms also helped women advance; this hypothesis was supported. In contrast, the expected effect of organizational systems (policies, promotion rules, formal training) did not show a meaningful link to career progress in this sample; the organizational-factors hypothesis was rejected, suggesting that written policies are not enough when everyday practice does not change. Psychological Capital mattered. It helped explain how individual drive and social backing translate into career growth, so those mediation hypotheses were accepted. But it did not carry the influence of organizational structures, which led to the rejection of that mediation path, evidence that policies alone do not build inner strength unless they are lived and trusted. To break the glass ceiling, banks must pair real policy action with programs that build women’s psychological resources and connect them to supportive networks, mentoring, coaching, family-inclusive outreach, and leadership pathways that women experience in daily work. It offers practical recommendations for HR professionals and bank leaders to promote training, mentoring, and psychological empowerment as tools to support women’s advancement. 2025-01-01T00:00:00Z