High Performance Work Systems, Employees Retention, and Employees Performance in Higher Education of Business Schools in Pakistan

Abstract

The impact of High Performance Work Systems (HPWS) on performance and staff retention in Pakistani business schools was examined in this study. It specifically looked into the effects on faculty members' performance when HPWS methods are used. Additionally, the study investigated how "Employee Turnover" mediated the association between HPWS and performance. Based on the Job Demand-Resource Model's (JD-R) theoretical framework, the study developed a model and evaluated some hypotheses. Questionnaires from 17 universities in Islamabad and Rawalpindi, which included 251 faculty members from different Pakistani business schools, were used for data gathering. The main tool for data analysis was SPSS version 24, which is the Statistical Package for Social Sciences.

The Cronbach's alpha coefficient was used to evaluate the measured constructs' internal consistency and reliability. The proposed relationships were subsequently investigated using correlation and linear regression techniques. The results of the study showed that HPWS adoption was positively correlated with staff retention and performance. Notably, the study also verified that the association between HPWS and performance is mediated by staff retention. The study's conclusion indicates that faculty member performance in Pakistani business schools is likely to benefit from a greater emphasis on HPWS procedures, with staff retention playing a critical role in this dynamic.

References

Abbasi, S. G., Shabbir, M. S., Abbas, M., & Tahir, M. S. (2021). HPWS and knowledge sharing behavior: The role of psychological empowerment and organizational identification in public sector banks. Journal of Public Affairs, 21(3), e2512.

Afiouni, F., Karam, C. M., & El-Hajj, H. (2013). The HR value proposition model in the Arab Middle East: identifying the contours of an Arab Middle Eastern HR model.  The International Journal of Human Resource Management, 24(10), 1895-1932.

Alizai, S. H., Asif, M., & Rind, Z. K. (2021). Relevance of Motivational Theories and Firm Health. Management (IJM), 12(3), 1130-1137.

Asif, M., & Sandhu, M. S. (2023). Social Media Marketing Revolution in Pakistan: A Study of its Adoption and Impact on Business Performance. Journal of Business Insight and Innovation, 2(2), 67–77.

Asif, M., & Shaheen, A. (2022). Creating a High-Performance Workplace by the determination of Importance of Job Satisfaction, Employee Engagement, and Leadership. Journal of Business Insight and Innovation, 1(2), 9-15.

Aurangzeb, M., Tunio, M., Rehman, Z., & Asif, M. (2021). Influence of administrative expertise on human resources practitioners on the job performance: Mediating role of achievement motivation. International Journal of Management, 12(4), 408-421.

Bashir, M., Ajmal, M., Rubab, I., & Bhatti, A. (2020). Increasing teachers’ use of positive reinforcement: Effects of performance feedback to improve a learners’ behavior. Journal of Critical Reviews, 7(13), 2091-2104.

Bashir, M., Jianqiao, L., Zhang, Y. J., Ghazanfar, F., Abrar, M., & Khan, M. M. (2011). The relationship between high performance work system, organizational commitment and demographic factors in public sector universities of Pakistan. Interdisciplinary Journal of Research in Business, 1(8), 62-71.

Bohlander, S. (2004). Managing Human Resources. Brown Consulting Group , 690.

Buchanan, D. A., & McCalman, J. (2018). High performance work systems: The digital experience. Routledge.

Chen, C. C., & Chiu, S. F. (2009). The mediating role of job involvement in the relationship between job characteristics and organizational citizenship behavior. The Journal of social psychology, 149(4), 474-494.

Chow, I. H. S. (2012). The roles of implementation and organizational culture in the HR–performance link. The International Journal of Human Resource Management, 23(15), 3114-3132.

Cooke, F. L., Cooper, B., Bartram, T., Wang, J., & Mei, H. (2019). Mapping the relationships between high-performance work systems, employee resilience and engagement: A study of the banking industry in China. The International Journal of Human Resource Management, 30(8), 1239-1260.

Farrukh, M., Khan, M. S., Raza, A., & Shahzad, I. A. (2021). Influence of high-performance work systems on intrapreneurial behavior. Journal of Science and Technology Policy Management, 12(4), 609-626.

Fragoso, P., Chambel, M. J., & Castanheira, F. (2022). High-performance work systems (HPWS) and individual performance: The mediating role of commitment. Military Psychology, 34(4), 469-483.

Gutteridge, T. G. (1993). Organizational Career Development: Benchmarks for Building a World-Class Workforce. Jossey-Bass Management Series. Jossey-Bass Inc., 350 Sansome Street, San Francisco, CA 94104 (discount on bulk quantities).

Heffernan, M. (2012, July 2). Researching Employee Reactions to High Performance Work Systems in the Service Sector: The Role of Organisational Justice Theory. 16th ILERA (IIRA) World Congress.

Haar, J., O’Kane, C., & Daellenbach, U. (2021). High performance work systems and innovation in New Zealand SMEs: testing firm size and competitive environment effects. The International Journal of Human Resource Management, 1-29.

Hauff, S., Felfe, J., & Klug, K. (2022). High-performance work practices, employee well-being, and supportive leadership: spillover mechanisms and boundary conditions between HRM and leadership behavior. The International Journal of Human Resource Management, 33(10), 2109-2137.

Huselid. (1995). The Impact of Human Resource Management Practices on Turnover, Productivity, and Corporate Financial Performance. Academy of Management Journal, 38(3), 635-872.

Kallerberg. (2000). The Relationship between Employee Attitudes and Organizational Performance: Evidence from Cooperative Retail Stores. JEL Classifications , 201-210.

Mihail, Dimitrios & Kloutsiniotis, Panagiotis. (2016). The effects of high-performance work systems on hospital employees' work-related well-being: Evidence from Greece. European Management Journal. 34. 10.1016/j.emj.2016.01.005.

Mkamwa. (2009). High Performance Work Systems in Irish Companies. Academy of Management , 48-62.

Nguyen, C. (2020). The impact of training and development, job satisfaction and job performance on young employee retention. Job Satisfaction and Job Performance on Young Employee Retention (May 1, 2020).

Patel, B. C. (2012). Perceived labor productivity in small firms--the effects of high-performance work systems and group culture through employee retention. Entrepreneurship: Theory and Practice.

Rabbani, W., & Bashir, M. (2022). Deep Dive into Debt Financing and Its Impact on Small Businesses. Journal of Business Insight and Innovation, 1(1), 29–38.

Rubel, M. R. B., Hung Kee, D. M., & Rimi, N. N. (2021). High-performance work practices and medical professionals' work outcomes: the mediating effect of perceived organizational support. Journal of Advances in Management Research, 18(3), 368-391.

Saks, A. M. (2006). Antecedents and consequences of employee engagement. Journal of managerial psychology, 21(7), 600-619.

Veldhoven, M. V., & Meijman, T. (1994). Het meten van psychosociale arbeidsbelasting met een vragenlijst: de vragenlijst beleving en beoordeling van de arbeid (VBBA). Nederlands Instituut voor Arbeidsomstandigheden (NIA).

Wassem, M., Baig, S. A., Abrar, M., Hashim, M., Zia-Ur-Rehman, M., Awan, U., ... & Nawab, Y. (2019). Impact of capacity building and managerial support on employees’ performance: The moderating role of employees’ retention. Sage Open, 9(3), 2158244019859957.