All Stories

  1. Implementation of sustainability into training, upskilling, and reskilling curricula of technical and vocational education and training in south and southeast Asia
  2. From Pedagogy to Heutagogy: A Systematic Scoping Review of Digitalization of Pedagogies to Foster Self-Determined Learning (2010–2024)
  3. Fueling exploitative and exploratory innovation with paternalistic leadership – do intrinsic motivation and environmental dynamism moderate the relationship?
  4. Education 2030 - Achievements of TVET in Asia and The Pacific along with The Fourth Industrial Revolution
  5. Building BPM Talent in Emerging Markets: A 10-Year Curriculum Development Journey
  6. Service Process Improvement Through VSM of Lean Six Sigma: A Case Study
  7. Organizational culture as an explanation for job search effort across small, medium, and large firms
  8. Transforming Employee Performance Through Business Process Management: A Real-World Teaching Case
  9. Working on projects-career satisfaction of employees stationed on-site at clients’ facilities for project delivery
  10. Institutional Response to Implement 4IR Competencies into Programme Offerings of Technical and Vocational Education and Training in Indo-Pacific
  11. Technical and Vocational Education and Training in Asia and the Pacific –It’s Matter for Economic Performance with the 4th Industrial Revolution
  12. Institutional implementation of Industry 4.0 competencies in TVET programmes in the Indo-Pacific: Critical success factors
  13. Employability skills of maintenance technicians in container ports: Implications for maritime technical and vocational education and training
  14. Understanding the Adoption of Web Development Frameworks – The Determinants of Continuance Intention
  15. Technology transfer success: An investigation of contributory factors
  16. Effect of entrepreneurial leadership on exploratory innovation – the role of intrinsic motivation and environment dynamism as moderators in the it sector of Sri Lanka
  17. Teaching and working from home: gender differentials in the impact of covid-19 on university academics in Sri Lanka
  18. Determinants and outcomes of job engagement in the post-pandemic in Sri Lanka
  19. Relationships between Leadership Styles and Prosocial Motivation Depend on Cultural Values: A Case Study in Sri Lanka
  20. Hope during the COVID-19 lockdown – the role of organization interventions
  21. Effect of Emotional Intelligence and Strategic Management of Technology on Organizational Performance
  22. Uncovering relationships between Miles and Snow strategic orientations, organisational and individual values, and creative performance
  23. Uncovering relationships between Miles and Snow strategic orientations, organisational and individual values, and creative performance
  24. Determinants of Employee Resilience: Effects of Organization-Initiated Support Interventions
  25. The relationship between formalization of HRM function and HRM intensity in SMEs: An empirical investigation in Sri Lanka
  26. COVID-19 and Working from Home: Determinants and Consequences of Work-Family and Family-Work Conflicts
  27. TEAM MEMBER VOLUNTARY TURNOVER, INTRODUCTION OF NEW MEMBERS AND PROJECT PERFORMANCE
  28. Information Literacy of First-Year Undergraduates Across Disciplines - Engineering, Architecture, and Information Technology
  29. A Study of Couples' Behaviour during the State Regulated COVID-19 Lockdown in a South Asian Country
  30. Emotional intelligence as a stimulator of technology strategy for business success
  31. Organization support as an antecedent of self-efficacy during the COVID-19 lockdown in Sri Lanka
  32. First-Generation Highly Skilled Migrants from a South-Asian Country
  33. Understanding pay satisfaction in public sector: evidence from Sri Lanka
  34. STEM vs non-STEM differences in university teaching and research during the COVID-19 pandemic: the case of Sri Lanka
  35. Financial effect on the adjustment of spouses during COVID 19 lockdown
  36. Customer service performance in bridging the gap between strategic management of technology and financial performance: evidence from the banking industry of Sri Lanka
  37. Human resource information systems of medium-sized firms
  38. Mergers and acquisitions and employees' level of anxiety: the role of HRM practices
  39. Workplace learning experienced by employees in information technology-enabled work environments – a developing country experiences
  40. Investigated employees' careers in SMEs (medium-sized enterprises).
  41. employees acceptance of enterprise systems in the public sector
  42. Continuous improvement initiatives influence HRM practices
  43. Impact of Emotional Intelligence on Strategic Management of Technology and Organizational Performance in the Banking Sector in Sri Lanka
  44. Practice of Workforce Flexibility-Internal, External, Numerical and Functional Flexibility
  45. Values congruence, organization-based self-esteem, and employee responses: Evidence from Sri Lanka
  46. University–Industry Collaboration in Sri Lanka — A Developing Country Perspective
  47. Role of Strategic Emotional Intelligence on Technological Capability, Technological Knowledge Management and Organisational Learning & Growth
  48. Higher education in state universities in Sri Lanka
  49. Autonomy support, need fulfilment and job performance in lean implemented textile and apparel firms
  50. HRM practices, lean production and firm performance
  51. Human Resource Management in Bangladesh and Sri Lanka
  52. Routledge Handbook of Human Resource Management in Asia
  53. Use of microcredit for household income and consumption smoothing by low income communities
  54. Emotional intelligence, technology strategy and firm's non-financial performance
  55. Implementation of lean production practices and manufacturing performance: the role of lean duration
  56. HRM Practices on Teamwork and Career Growth
  57. Effects of continuous improvement on shop-floor employees’ job performance in Lean production
  58. Performance Management in Medium-Sized Enterprises
  59. HRM practices and post-promotion managerial performance
  60. The mediating effect of job stress in the relationship between work-related dimensions and career commitment
  61. Variable pay and job performance of shop-floor workers in lean production
  62. role of organization structure on team work
  63. Initiating university-industry collaborations in developing countries
  64. HRD and service quality
  65. Provision of after-sales services
  66. Diversity in team composition, relationship conflict and team leader support on globally distributed virtual software development team performance
  67. Impact of knowledge sharing on firm innovativeness
  68. Technology Strategy for Driving Learning and Growth: Results of a Pilot Study
  69. People management in projects
  70. Social networking and job perfromance
  71. Job expectations, experience, and met expectations at work
  72. Formal Process of Managerial Learning: Empirical Evidence from Apparel Manufacturing Industry
  73. Innovation through technology transfer
  74. Managing people during recession
  75. Human factors on Quality
  76. ERP and end-users
  77. Total quality management and human resource management
  78. Measuring and reporting human resource information
  79. Impact of ERP systems on employees
  80. Knowledge sharing in project teams
  81. Supervisor support to reduce job stress
  82. Human factors in lean production
  83. Effects of financial incentives on job performance
  84. Effects of shift-work schedules for employees
  85. Benefits of social capital
  86. Career management strategies
  87. HRM in quality context
  88. Comparison of work outcomes of permanat and casual workers
  89. Competencies of managers that enhance organisational capabilities
  90. Effects of organizational factors on lean production
  91. Factors affecting credit card use
  92. human resource aspects in lean production
  93. Work‐related dimensions and job stress: the moderating effect of coping strategies
  94. Impact of time demands of work on job satisfaction and turnover intention
  95. Impact of career plateau and supervisory support on career satisfaction
  96. Effects of human-related factors on ERP success
  97. Employee perceptions towards web-based human resource management systems
  98. Critical elements that discriminate between successful and unsuccessful ERP implementations in Sri Lanka
  99. Influence of human resource aspects on international technology transfers
  100. Graduate employability skills
  101. Employee attitudes towards business process outsourcing work
  102. Competencies for managers
  103. Credit card usage practices
  104. Predictors of job satisfaction
  105. A comparison of competencies required by BPO and KPO
  106. Competency requirements of managers across functional specialization
  107. People management in mergers and acquisitions
  108. Gender, age and marital status as predictors of competencies
  109. A study on flexible work hours
  110. An Integrated Approach to Management Development: A Framework for Practice and Research
  111. Employee resourcing practices
  112. The role of the human resource function: a comparison of multinationals and local firms
  113. Developing individuals in managerial job positions
  114. Training objectives, transfer, validation and evaluation
  115. Development needs of managers
  116. Relevance of Systematic Approach for Management Development