EFFECT OF HR PRACTICES ON EMPLOYEE WELLBEING: A CASE OF TELECOM SECTOR OF PAKISTAN

The core purpose of this study is to point out the importance of employee well being at workplace which is an infant area of research in Pakistan. Due to complex nature of effects of bundle of ‘High Involvement’ HR practices on job satisfaction it requires deep investigation. The effect of HR practi...

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Bibliographic Details
Published in:International Journal of Management Research and Emerging Science 2011-01, Vol.1 (1)
Main Authors: Shumaila Naz, Ch. Abdul Khaliq
Format: Article
Language:English
Subjects:
Absenteeism
Compensation
Data analysis
Decision making
Employee turnover
Employees
Empowerment
Human resources
Internet
Job satisfaction
Occupational stress
Perceptions
Wages & salaries
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Summary:The core purpose of this study is to point out the importance of employee well being at workplace which is an infant area of research in Pakistan. Due to complex nature of effects of bundle of ‘High Involvement’ HR practices on job satisfaction it requires deep investigation. The effect of HR practices on employee performance has already captured the attention in prior literature but little research has been conducted to include employee’s perspective. So with this in mind this paper places employees’ perceptions at central stage of inquiry. To explore the theme, data was collected from sample size of 403 employees including first level managers, executives and officers through structured questionnaire from seven companies in the private sector of telecom. Principle component analysis (PCA) and regression analysis have been used for data analysis. Bundle of HR practices including training, involvement in decision making, compensation contingent on performance and empowerment have a significant positive effect on perceived organizational support (POS) which is also positively related to employee job satisfaction. This paper suggests that effective implementation of ‘high involvement’ HR practices will improve employee job satisfaction through POS. It implies that private organizations should reassess the existing formal HR practices for better results/outcome.
ISSN:2223-5604
2313-7738
DOI:10.56536/ijmres.v1i1.3