Employees are emotional beings. Therefore, it is difficult to suppress the emotions of an employee throughout the work time, though it is sometimes intentionally required. Naturally negative emotions in the workplace are neglected even though positive emotions tend to get reinforced with ease. In addition, emotional engagement is also an important topic in management and psychological literature. People who are engaged in their jobs are driven by enthusiasm and pride towards the job. Even though there are various factors which directly influence emotional engagement, this research focuses only on envy as an emotion and its impact on emotional engagement as envy is a factor which has received less scholarly attention. Therefore, this study presents envy that is one of the rampant negative emotions in the workplace and its impact on emotional engagement. The study was conducted on a sample of 162 academic staff members working as full time academics in private higher educational institutes in the Colombo District of Sri Lanka. The data was analysed using Statistical Packages Social Sciences (SPSS) version 20. Results of the study found that there is a significant impact of feeling envied by others and feeling envious of others on emotional engagement. Moreover, the study illustrated that feeling envied by others and feeling envious of others is negatively associated with emotional engagement. Accordingly, the findings have proposed managing employee envy is worthwhile as it leads them to better engage themselves in their jobs emotionally.

Employees are emotional beings. At work, however, employees are supposed to intentionally suppress
their emotions, even though this is a difficult task. Negative emotions in the workplace are neglected,
even though positive emotions tend to be reinforced with ease. As emotions are a factor which affects
job engagement, people who are driven by enthusiasm are often involved in their work and motivated by
the work itself, bringing more positive results for the organisations. This study examines envy, one of the
rampant negative emotions in the workplace, and its impact on job engagement. The study was
conducted on a sample of 162 academic staff members working as full-time academics in private higher
educational institutes in the Colombo District of Sri Lanka. Data were collected through a standard and
validated questionnaire survey. The results showed that there is a significant impact on emotional and
cognitive engagement when an individual feels envied by others or feels envious of others. However,
there is no impact from feeling envied by others and feeling envious of others on physical engagement.
The study illustrated that feeling envied by others and feeling envious of others is negatively associated
with emotional engagement, whereas feeling envied by others and feeling envious of others is positively
associated with cognitive engagement. Accordingly, the study proposes that managing employee envy
is worthwhile, because it leads workers to better engage themselves in their work roles physically,
emotionally and cognitively.

Employer branding plays a vital role in improving employee retention, resulting in reduced employee turnover. Since the global talent shortage has increased, the “Employer Brand” has been heavily used by organizations to attract and retain the best talent. The main objective of this paper is to identify the impact of employer branding on employee retention. The study has been conducted with special reference to an umbrella company in Sri Lanka. The impact of employer branding on employee retention is identified in terms of three dimensions: reward strategy, people-orientedness, and leadership development. 73 employees were selected as the sample using the simple random sampling technique. Regression analysis was utilized to test the hypotheses of the study. The results of the study found that there is a significant positive impact of reward strategy and people-orientedness in the umbrella company on employee retention. However, no impact of leadership development on employee retention has been found. Thus, embracing reward strategies and people-orientedness strategies could be treated as measures for employer branding to retain their talent for longer.

Based on statistics, 90.4% of the female population is inefficient as they fail to balance housework with their work. Further, the survey reports that most females prefer flexible work arrangements. Though few studies have been conducted on this relationship, the existing literature demands to explore this further. Thus, in response, the current study examines the impact of flexible work arrangements on employees’ work-life balance, specifically females in the Information & Communication Technology sector. This is a cross-sectional study, with a sample of 150 female employees working in the Information & Communication Technology sector in Sri Lanka. The simple random method was adopted in selecting the sample. The data was collected through a structured self-administered questionnaire and analyzed using SPSS 25. The empirical findings revealed a positive and significant impact of flexible work arrangements on the work-life balance of female employees in the Information & Communication Technology sector. Amongst these influences, the impact of operational flexibility is high. The present research identifies work flexibility as a factor that will enhance female employment within the country. Further, it confirms that the organisation’s management should pay high attention to maintaining a family-friendly culture to enhance female labour participation within the companies.

Purpose: Previous studies have argued that there is a relationship between social capital and
exploratory innovation. However, there is ambiguity in identifying the factors which will enhance
the effectiveness of the relationship at the individual level. In response the study attempts to
examine the effect of social capital on exploratory innovation activities by explaining the
moderating impact of personal values of the individuals.

Design/Methodology/Approach: The study is a cross sectional survey, with a sample of 360
managerial level employees working in the IT industry of Sri Lanka. The judgmental sampling
method was adopted to select the sample. The data were collected through a structured selfadministered
questionnaire, and then analysed adopting Structural Equation Modeling (SEM)
using AMOS 21.

Findings: The empirical data revealed that there is a positive and significant relationship among the
social capital and exploratory innovation activities. Among the significant relationships of network
perspectives of social capital, the influence of bridging social capital is high. The interaction of
the network perspective of social capital with personal values (openness to change, conservation
and self enhancement values) were positive, and significant on exploratory innovation activities.
The openness to change and self enhancement values were found to be having a direct positive
significant effect over exploratory innovation activities while the conservation value effect is
found to be insignificant.

Theoretical Implications: The main theoretical contribution made by the current study is
the extension of Social Capital Theory through the Social Network Theory and the Theory of
Basic Human Values by providing theoretical explanation on the individual level factors, which
will influence the relationship between social capital and exploratory innovation activities.
Along with the theorisation on how network perspective dimensions of social capital (bonding,
bridging and linking social capital) will affect exploratory innovation activities, the examination
of the moderating effect of personal values on the relationship will be an original theoretical
contribution of the study.

Managerial Implications: The study suggests that managers need to continuously pay attention
in maintaining the most suitable network configuration for the improvement of exploratory
innovation activities. Moreover, it provides direction on the manner to employ suitable persons by
assessing based on the personal values within them to mitigate the lack of exploratory innovation
activities.
Originality/Value: The study attempts to find explanations for the lack of exploratory innovation
activities, in comparison to the level of social capital by exploring the individual level factors which
affect the relationship. The study highlights on how strength of relationships and personal values
will influence the development of exploratory innovation activities.

Aggregation of indoline dye molecules was found to be decreasing performance of dye-sensitized solarcells. The effect of spacers which minimize formation of aggregates on the sensitization process ofTiO2|dye|CuI solar cell was examined. Maximum power conversion efficiency of 3.6% and photovoltageof 580 mV were observed for D149 and D205 sensitized TiO2|dye|CuI solar cells, respectively.