Kosala Hiranthi Malwenna Livres

The significance of organizational culture is explored in relation to employee commitment, particularly within university non-academic staff. It shapes behavior, goals, work methods, and interpersonal relationships, influencing overall organizational dynamics. The study aims to identify factors that enhance employee commitment within this cultural framework, offering valuable insights for university management to boost staff morale and foster a committed workforce. Understanding these elements is essential for improving organizational life and effectiveness.

Human resource management (HRM) is a new concept for Sri Lankan Small and Medium-scale enterprises; there are few studies on HRM practices and its impact on enterprise performance in Sri Lankan Small and Medium sized enterprises (SMEs). The investigation of the influence of human resources management and the enterprise performance has mostly been carried out in big companies only. The objectives of the study were to address the linkage between HR practices and enterprise performance, and identify the impact of HR practice on enterprise performance in contemporary SMEs in Sri Lanka. The objectives of the study were to address the linkage between HR practices and enterprise performance, and identify the impact of HR practice on enterprise performance in contemporary SMEs in Sri Lanka. Human resource is required for an enterprise to conduct different business activities. Without the support of human resource the enterprise cannot exist or operate effectively. Success of any enterprise depends on the effective use of human resources. Small and medium scale sector has emerged as a dynamic and vibrant sector of the Sri Lankan economy.

Die Rolle der Organisationskultur ist entscheidend für das Engagement der Mitarbeiter und beeinflusst das Verhalten sowie die Ziele innerhalb einer Organisation. Sie definiert die Arbeitsmethoden und den Umgang untereinander und prägt die Beziehungen im Arbeitsumfeld. Die Studie zielt darauf ab, die Faktoren zu identifizieren, die das Engagement des nicht-akademischen Universitätspersonals fördern. Die Ergebnisse sollen der Universitätsleitung helfen, die Arbeitsmoral zu verbessern und das Engagement ihrer Mitarbeiter zu steigern.