Area of the StudyThis study attempts to identify the impact of performance management system on employee job satisfaction of executives in the automobile companies in western province, Sri Lanka.Problem of the StudyThe empirical finding of the impact of performance management system of the employees on their job satisfaction is rare in the Sri Lankan context. Therefore, the problem of the study is developed as: Does performance management system of executives in the automobile companies affect their job satisfaction?Method of the studyThe primary data were collected from 248 respondents in automobile companies in western province by administrating a structured questionnaire, which consisted of 44 statements with 5 points Likert scale. The data analyses included the univariat, and bivariate analyses method conducted using SPSS (version 16.0).Findings of the StudyThe major finding of the study is that there is a strong positive impact of performance management system on job satisfaction of executives in automobile companies in western province, Sri Lanka. Also findings reveal that existing level of performance management system is in high range in selected organizations.Conclusion of the StudyIt is concluded that performance management system has strong impact on employee job satisfaction of executives in automobile companies in western province, Sri Lanka.Keywords: Performance Management System, Job Satisfaction, Executives, Automobile Companies

Purpose – The purpose of this paper is to explore the relationship between pre-departure human resource management practices (HRMPs) and post-assignment behavioral outcomes (PABOs) among Sri Lankan expatriates. Design/methodology/approach – The study focuses on three research questions, namely, first, whether individual HRMPs reinforce desirable PABO consequences, second, whether this relationship would be strengthened when HRMPs are bundled together, and third, whether the purpose of an expatriate’s international assignment would affect the strength of the relationship between HRMPs and PABOs. A questionnaire method was employed to survey Sri Lankan repatriates, and 155 responses were analyzed using a hierarchical regression analysis. Findings – The authors found that two HRMP types, namely, preparation and selection, significantly influenced job commitment, organizational commitment, and retention, both individually and when bundled. Practices such as recruitment, training, performance evaluation, and compensation, bundled with others, improved job and organizational commitment but not retention. Further, the specific task assigned to the expatriate affected the interaction between the HRMPs and their PABOs except retention. Practical implications – As bundled HRMPs influence job and organizational commitment, organizations should attempt to combine several HRMPs. However, there may be a need to customize HRMPs to improving retention and address the development-driven purpose of assignments. Originality/value – This study is amongst the first in the Sri Lankan context to emphasize the necessity of proactively managing expatriates’ PABOs before they relocate, using system and contingency approaches.

Area of the StudyAs a significant determinant of job satisfaction of an employee, this study is to discuss the impact of organizational rewards on job satisfaction of non-managerial employees in the selected apparel organizations. Problem of the StudyThis research study attempts to explore the impact of organizational rewards to job satisfaction of non-managerial employees in selected apparel organizations in Gampaha district. Thus, the research problem of this study was; "Do the organizational rewards have an impact on job satisfaction of non-managerial employees in selected apparel organizations in Gampaha district, Sri Lanka. Method of the StudyThe data were collected from a convenience sample of 120 non-managerial employees in the apparel industry with a structured questionnaire consisted of 30 questions with five point Likert scales. Univariate analysis as well as bivariate analysis applied to analyzed data with the SPSS 16.0 (Version). Findings of the StudyThe results of the study emphasize that there is a positive impact of organizational rewards on employee job satisfaction. Also, it was proved that there is a significant strong positive impact of intrinsic, extrinsic rewards on non-managerial employee job satisfaction. In addition, the findings proved that age and gender do not mediate any relationship between organizational rewards and job satisfaction of non-managerial employees. Conclusion of the StudyIt is concluded that both intrinsic and extrinsic rewards are significant predictors of employee job satisfaction and both can be used to enhance the level of job satisfaction of non-managerial employees in the selected apparel organizations in Gampaha district, Sri Lanka.

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Significant research has been undertaken on expatriates, but comparatively little is available on shortterm international assignees (SIAs) (Conroy, et al., 2018 [5,19,33] . Limited coverage of SIAs within the literature encouraged this conceptual paper which seeks to not only understands the concept of SIAs but also that to offer a direction for future researchers to carry out research with a holistic approach. The purpose of this paper is to propose a model to increase the adjustment and performances of SIAs. This conceptual model has integrated a series of activities: organizational support and social support that is expected to take place at three-time stages to make sure SIAs adjustment and performance. The outcomes of the paper will come up with adequate indicators to measure the integration and effectiveness of the job performance of SIAs. The literature-based data compilation was done to develop this model.

IntroductionEveryone in this world wants to be stable. In this regard one must choose a professional career which should be continued throughout the life. In that instance individuals engage in several occupational positions over many years which is called as a career (Dessler cited in Eðvarðsson and Óskarsson, 2011). Career is not just a job, but it is about implementation ideas of planned and structured advancement that leads to career development (Ramly, Ismail & Uli, 2009). Area of the StudyCareer aspiration is one of the constructs of Career Development. Therefore this study is to identify the determinants of career aspiration and its relationship with career aspiration of Masters of Business administration (MBA) students in selected two national universities in Sri Lanka. Problem of the StudyEmpirical and theoretical gap to identify the determinants of career aspiration and their relationship with career aspiration of Masters of Business Administration (MBA) students in selected two national universities in Sri Lanka. Method of the StudyThe data was collected from 153 respondents (MBA students) in the University of Sri Jayewardenepura and University of Colombo by administrating a structured questionnaire which consisted of 22 questions/statements with five point Likert scale. The data analysis included the correlation and regression analysis conducted using SPSS 16.0 (Version). Findings of the StudyIt was found that there is a strong positive relationship between intrinsic factors and career aspiration. There was a moderate relationship between job related factors and career aspiration while there was a negative relationship between familial factors and career aspiration. Conclusion of the StudySince there is a strong relationship between intrinsic factors and career aspiration, when developing new career development programmes, management should pay their attention to develop individual factors.

Area of the Study As a significant determinant of career success of employee, this study is discussing the relationship between Personality Five Factor theory and the Career Success of executive workers in the apparel sector organizations in Sabaragamuwa province Sri Lanka.Problem of the Study There is an empirical knowledge gap in the context of the impact of personality five factor theory on the career success of employees in Sri Lanka. therefore, the problem of the study is: Does Five Factor Theory of personality affect to the career success of executives in the apparel sector organization in Sabaragamuwa province.Method of the study The data were collected from a selected sample of 122 executives in the apparel industry in Sabaragamuwa province Sri Lanka by administrating a structured questionnaire, which consisted of 63 questions/ statements with 5 points scale. The data analyses included the univariate and bivariate analyses.Findings of the Study The authors found that some of the factors have strong positive relationship and some have negative relationship and some haven’t any relationship with career success of executives in apparel sector organizations in Sabaragamuwa province, Sri Lanka. Extraversion and Conscientiousness have strong positive relationship with career success of the executives and Agreeableness and Neuroticism have negative relationship with the executives of the apparel sector organizations. However, there is no any relationship in Openness to experience with career success of the executives.Conclusion of the Study Future research based on the current theoretical model can investigate the relationship of personality with other work related behaviors and outcomes. The empirical confirmation of this conceptual model is another area of future research. Future research should attempt to replicate these results and develop process models that may explain why conscientiousness and Extraversion have such apparently enduring associations with career success.Keywords: Personality Five Factors, Career Success, Executives, Apparel Sector Organizations

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