Aims: Previous studies show a significant attitudinal difference between Generation Y and others in the context of Work-Life Balance. The present study aimed at finding promising factors and the magnitude of them in affecting Work-Life Balance of Generation Y employees. Study Design: The study was a quantitative, cross-sectional inquiry of the determinants of Work-Life Balance which equipped an email survey (N = 213). Place and Duration of Study: The was primarily based on Kandy District of Sri Lanka. Approximately, the study stood for six months (February 2019 to August 2019). Methodology: Determinants of Work-Life Balance, namely; Flexibility & freedom, Motivation, Job satisfaction, Feedback & support and Technological adaption were tested for their influence over Work-Life Balance. The survey instrument had 32 items of which the responses were measured against a five-point Likert scale. A Google form of the instrument was e-mailed to respondents (85.2% response rate). Data was analyzed using univariate and multivariate techniques. Results: Results of multiple regression analysis detected Job satisfaction (β = .287; p < .001), Flexibility & freedom (β = .198; p < .001) and Feedback & support (β = .181; p < .001) as principal determinants of the Work-Life Balance of Generation Y employees. Technological adaption (p >.001) and Motivation (p > .001) found insignificant in affecting Work-Life Balance of Generation Y employees.  Conclusion: The study was theoretically profound as it refined determinants of Work-Life Balance determinants specific to Generation Y. Practically, findings are useful in crafting any action plan towards enhancing Work-Life Balance of Generation Y employees who are currently the most active group in the workforce.

Organizational Resilience (OR) as a construct and as a socioeconomic challenge is gaining uprising attention. Yet, a better understanding of the term in terms of what it is and what it isn't is still far behind. The present study is aimed at revisiting the definitions of OR for elucidating the scope of it. A systematic review of selected journal articles of 30 years (1990-2020) indexed in SSCI was performed. Both identifying and distinguishing facets of definitions were reviewed qualitatively and presented. Findings indicate that OR is a multidimensional construct that possesses several features that distinguish it from other similar constructs. The study concluded that the OR is about an organizational philosophy comprised of diverse competencies to manage challenging environmental events in a continuous and progressive way. Implications suggest that any conceptualization of OR should primarily centre on the long-term continuous process of meeting the challenging environmental occurrences rather than a set of discrete capabilities to respond to a devastating event.

Objective - At present, higher educational institutions are heavily reliant on Learning Management Systems (LMS) to effectively manage communication with students and to enable technology-based learning. However, the success of LMS depends mostly on the adoption of LMS by students and teachers. The aim of this study is to incorporate different important factors of the Technology Acceptance Model to compare the behavioural intention of students and teachers to adopt LMS. Methodology/Technique – Structured instruments are used for a sample of academics and undergraduates as the main contributors of LMS. The attitude towards LMS adoption of academics and students was compared. Finding - The results suggest that the attitudes of teachers and students towards LMS adoption significantly differ as both contributors and users of LMS. Novelty - In addition, the research highlights different aspects of LMS that can be manipulated for the successful adoption of LMS Type of Paper: Empirical. Keywords: LMS Adoption; Technology Acceptance Model (TAM); University Community; Attitude Reference Reference to this paper should be made as follows: Lasanthika, W.J.A.J.M; Tennakoon, W.D.N.S.M. 2019. Assessing the Adoption of Learning Management Systems in Higher Education, Global J. Bus. Soc. Sci. Review 7(3): 204 – 208. https://doi.org/10.35609/gjbssr.2019.7.3(5) JEL Classification: A20, A23, A29.

The emergence of new technologies has modified the way businesses handle the information. Big data technology, which is best known for its capability to deliver competitive advantages, has been increasingly adopted by many organizations. A well-informed workforce of advanced technologies is fundamental for successful implication of any technology. Therefore, the technological understanding has become a fundamental expectation of corporate recruiters and further it determines successful career establishments. The purpose of present study is to assess the big data awareness among management undergraduates in Sri Lanka. A descriptive survey was performed and the correlation, multiple regression analysis and structural equation modeling performed the data analysis. The results disclosed that level of usefulness and the level of effectiveness on big data are significant components of big data awareness where level of experience found insignificant predictor of big data awareness. The findings implied the directions in which the future human resources should be developed.

Existence of Career Decision Making Difficulty (CDD) is lightly addressed in the career planning and career management body of knowledge. The purpose of this explanatory study was to test the prevalence and the nature of the CDD specifically among the Sri Lankan undergraduates. An explanatory study was carried out with the data of filed survey of 108 valid responses those represent the Sri Lankan universities. The instrument of three facets of CDD [1] was used as the principle measure of responses. Results showed the prevalence of significant level of CDD among undergraduates of Sri Lanka universities. The lack of readiness appears prior to the career decision making process and the great level of CDD is supported by lack of readiness. Lack of information and inconsistent information are too significantly contributing CDD among undergraduates during the career decision making process. Lack of readiness of Sri Lankan undergraduates is mainly due to their dysfunctional belief and general indecisiveness rather than lack of motivation.