AN ANALYTICAL STUDY ON HR PRACTICES IN THE PUBLIC SECTOR UNIVERSITIES OF AZAD JAMMU AND KASHMIR

http://dx.doi.org/10.31703/grr.2021(VI-I).21      10.31703/grr.2021(VI-I).21      Published : Mar 1
Authored by : Faheem Ghaznafar , Ghulam Nabi , Quratul Ain

21 Pages : 192-202

References

  • Abeysekera, R. (2007). The impact of human resource management practices on marketing executive turnover of leasing companies in Sri Lanka. Contemporary Management Research, 3(3),
  • Ali, N., Rahman, W., & Shah, F. A. (2014). Effects of Human Resource Management Practices on Perceived Employees' Performance (An Empirical Evidence). Life Science Journal, 11(3s),
  • Allen, N. J., & Meyer, J. P. (1996). Affective, continuance, and normative commitment to the organization: An examination of construct validity. Journal of vocational behavior, 49(3), 252-276.
  • Arthur, J. B. (1994). Effects of human resource systems on manufacturing performance and turnover. Academy of Management journal, 37(3), 670-687.
  • Bailey, T. (1993). Discretionary effort and the organization of work: Employee participation and work reform since Hawthorne. Teachers College and Conservation of Human Resources, Columbia University.
  • Baloch, Q. B., Ali, N., Kiani, T. S., Ahsan, A., & Mufty, A. (2010). Relationship between HR Practices and Perceived Employees' Performance of Bankers in NWFP, Pakistan (An Empirical Evidence). European Journal of Social Sciences, 18(2), 210-214.
  • Barney, J. (1991). Firm resources and sustained competitive advantage. Journal of management, 17(1), 99-120.
  • Barney, J. B. (2001). Resource-based theories of competitive advantage: A ten-year retrospective on the resource-based view. Journal of management,27(6), 643-650.
  • Baron, J. N., & Kreps, D. M. (1999). Consistent human resource practices. California Management Review, 41(3), 29-53.
  • Baron, R. M., & Kenny, D. A. (1986). The moderator-mediator variable distinction in social psychological research: Conceptual, strategic, and statistical considerations. Journal of personality and social psychology, 51(6), 1173.
  • Bashir, S., & Khattak, H. R. (2008). Impact of selected HR practices on perceived employee performance, a study of Public Sector Employees in Pakistan. European Journal of Social Sciences, 5(4), 243-252.
  • Beck, K., & Wilson, C. (2000). Development of affective organizational commitment: A cross- sequential examination of change with tenure. Journal of Vocational Behavior, 56(1), 114-136.
  • Bond, M. H., Leung, K., Au, A., Tong, K. K., De Carrasquel, S. R., Murakami, F., ... & Boen, F. (2004). Culture-level dimensions of social axioms and their correlates across 41 cultures. Journal of cross-cultural psychology, 35(5), 548-570.
  • Brown, M., & Benson, J. (2003). Rated to exhaustion? Reactions to performance appraisal processes. Industrial Relations Journal, 34(1), 67- 81.
  • Brown, M., & Heywood, J. S. (2005). Performance appraisal systems: determinants and change. British Journal of Industrial Relations, 43(4), 659-679.
  • Coens, T., & Jenkins, M. (2000). Abolishing Performance Evaluation: Why They Backfire and What To Do Instead.
  • Cohen, S. G., & Bailey, D. E. (1997). What makes teams work: Group effectiveness research from the shop floor to the executive suite. Journal of management, 23(3), 239-290.
  • Delery, J. E., & Doty, D. H. (1996). Modes of theorizing in strategic human resource management: Tests of universalistic, contingency, and configurational performance predictions. Academy of management Journal,39(4), 802-835.
  • Doty, D. H., & Delery, J. E. (1996). Modes of theorizing in strategic human resource management: Tests of universalistic, contingency, and configurational performance predictions. Academy of management Journal,39(4), 802-835
  • Frye, M. B. (2004). Equity‐based compensation for employees: firm performance and determinants. Journal of Financial Research, 27(1), 31-54.
  • Gneezy, U., & Rustichini, A. (2000). Pay enough or don't pay at all. Quarterly journal of economics, 791-810.
  • Guest, D. E. (1997). Human resource management and performance: a review and research agenda. International journal of human resource management, 8(3), 263-276.
  • Hasanzadeh, M., & Davari, R. (2014). Organizational Commitment as a Mediator in Relationship between Job Satisfaction and Work Performance among Bank Employees in Kerman.
  • Huselid, M. A. (1995). The impact of human resource management practices on turnover, productivity, and corporate financial performance. Academy of management journal, 38(3), 635-672.
  • Ichniowski, C., Shaw, K., & Prennushi, G. (1995). The effects of human resource management practices on productivity (No. w5333). National Bureau of Economic Research.
  • Jaeger, G., & Shimony, A. (1995). Optimal distinction between two non-orthogonal quantum states. Physics Letters A, 197(2), 83-87.
  • Jenkins, M., & Paul Thomlinson, R. (1992). Organizational commitment and job satisfaction as predictors of employee turnover intentions. Management Research News, 15(10), 18-22.
  • Kiggundu, M. N. (1989). Managing organizations in developing countries. Kumarian Press.
  • Konovsky, M. A., & Cropanzano, R. (1991). Perceived fairness of employee drug testing as a predictor of employee attitudes and job performance. Journal of applied psychology, 76(5), 698.
  • Lado, A. A., & Wilson, M. C. (1994). Human resource systems and sustained competitive advantage: A competency-based perspective. Academy of management review, 19(4), 699-727.
  • MacDuffie, J. P. (1995). Human resource bundles and manufacturing performance: Organizational logic and flexible production systems in the world auto industry. Industrial & labor relations review, 48(2), 197-221.
  • Marwat, Z. A., Arif, M., & Jan, K. (2009). Interdisciplinary Journal of Contemporary Research in Business. IJCRB, 189.
  • Mohinder, & Chand. (2010). The impact of HRM practices on service quality, customer satisfaction and performance in the Indian hotel industry. The International Journal of Human Resource Management, 21(4), 551-566.
  • Payne, S. C., & Huffman, A. H. (2005). A longitudinal examination of the influence of mentoring on organizational commitment and turnover. Academy of Management Journal, 48(1), 158-168.
  • Pfeffer, J. (1994). Competitive advantage through people. California management review, 36(2), 9- 28.
  • Schneider, & Harold, T. Nygren.
  • Shabbir, M. S. (2014). The impact of human resource practices on employee perceived performance in pharmaceutical sector of Pakistan. African Journal of Business Management, 8(15), 626.
  • Shahzad, K., Bashir, S., & Ramay, M. I. (2008). Impact of HR practices on perceived performance of university teachers in Pakistan. International review of business research papers, 4(2), 302-315.
  • Shaw, J. D., Delery, J. E., Jenkins, G. D., & Gupta, N. (1998). An organization-level analysis of voluntary and involuntary turnover. Academy of management journal, 41(5), 511-525.
  • Singh, K. (2004). Impact of HR practices on perceived firm performance in India. Asia Pacific Journal of Human Resources, 42(3), 301-317.
  • Snell, S. A., & Dean, J. W. (1992). Integrated manufacturing and human resource management: A human capital perspective. Academy of Management journal, 35(3), 467-504.
  • Soltani, E. (2005). Conflict between theory and practice: TQM and performance appraisal. International Journal of Quality & Reliability Management, 22(8), 796-818.
  • Trang, Irvan. et al. (2013). Organizational Commitment as Mediation Variable Influence of Work Motivation, Leadership Style and Learning Organization to the Employees Performance. IOSR Journal of Business and Management. Vol.7, No.2. hh. 12-25.
  • Watson, W. (1999). Work USA 2000: Employee commitment and the bottom line. Bethesda, MD: Watson Wyatt. pp, 43-58.
  • Weinert, F. E. (1999). Concepts of competence. OFS; US Department of education, National center for education statistics (NCES).
  • Wright, P. M., Gardner, T. M., & Moynihan, L. M. (2003). The impact of HR practices on the performance of business units. Human Resourc e Management Journal, 13(3), 21-36

References

  • Abeysekera, R. (2007). The impact of human resource management practices on marketing executive turnover of leasing companies in Sri Lanka. Contemporary Management Research, 3(3),
  • Ali, N., Rahman, W., & Shah, F. A. (2014). Effects of Human Resource Management Practices on Perceived Employees' Performance (An Empirical Evidence). Life Science Journal, 11(3s),
  • Allen, N. J., & Meyer, J. P. (1996). Affective, continuance, and normative commitment to the organization: An examination of construct validity. Journal of vocational behavior, 49(3), 252-276.
  • Arthur, J. B. (1994). Effects of human resource systems on manufacturing performance and turnover. Academy of Management journal, 37(3), 670-687.
  • Bailey, T. (1993). Discretionary effort and the organization of work: Employee participation and work reform since Hawthorne. Teachers College and Conservation of Human Resources, Columbia University.
  • Baloch, Q. B., Ali, N., Kiani, T. S., Ahsan, A., & Mufty, A. (2010). Relationship between HR Practices and Perceived Employees' Performance of Bankers in NWFP, Pakistan (An Empirical Evidence). European Journal of Social Sciences, 18(2), 210-214.
  • Barney, J. (1991). Firm resources and sustained competitive advantage. Journal of management, 17(1), 99-120.
  • Barney, J. B. (2001). Resource-based theories of competitive advantage: A ten-year retrospective on the resource-based view. Journal of management,27(6), 643-650.
  • Baron, J. N., & Kreps, D. M. (1999). Consistent human resource practices. California Management Review, 41(3), 29-53.
  • Baron, R. M., & Kenny, D. A. (1986). The moderator-mediator variable distinction in social psychological research: Conceptual, strategic, and statistical considerations. Journal of personality and social psychology, 51(6), 1173.
  • Bashir, S., & Khattak, H. R. (2008). Impact of selected HR practices on perceived employee performance, a study of Public Sector Employees in Pakistan. European Journal of Social Sciences, 5(4), 243-252.
  • Beck, K., & Wilson, C. (2000). Development of affective organizational commitment: A cross- sequential examination of change with tenure. Journal of Vocational Behavior, 56(1), 114-136.
  • Bond, M. H., Leung, K., Au, A., Tong, K. K., De Carrasquel, S. R., Murakami, F., ... & Boen, F. (2004). Culture-level dimensions of social axioms and their correlates across 41 cultures. Journal of cross-cultural psychology, 35(5), 548-570.
  • Brown, M., & Benson, J. (2003). Rated to exhaustion? Reactions to performance appraisal processes. Industrial Relations Journal, 34(1), 67- 81.
  • Brown, M., & Heywood, J. S. (2005). Performance appraisal systems: determinants and change. British Journal of Industrial Relations, 43(4), 659-679.
  • Coens, T., & Jenkins, M. (2000). Abolishing Performance Evaluation: Why They Backfire and What To Do Instead.
  • Cohen, S. G., & Bailey, D. E. (1997). What makes teams work: Group effectiveness research from the shop floor to the executive suite. Journal of management, 23(3), 239-290.
  • Delery, J. E., & Doty, D. H. (1996). Modes of theorizing in strategic human resource management: Tests of universalistic, contingency, and configurational performance predictions. Academy of management Journal,39(4), 802-835.
  • Doty, D. H., & Delery, J. E. (1996). Modes of theorizing in strategic human resource management: Tests of universalistic, contingency, and configurational performance predictions. Academy of management Journal,39(4), 802-835
  • Frye, M. B. (2004). Equity‐based compensation for employees: firm performance and determinants. Journal of Financial Research, 27(1), 31-54.
  • Gneezy, U., & Rustichini, A. (2000). Pay enough or don't pay at all. Quarterly journal of economics, 791-810.
  • Guest, D. E. (1997). Human resource management and performance: a review and research agenda. International journal of human resource management, 8(3), 263-276.
  • Hasanzadeh, M., & Davari, R. (2014). Organizational Commitment as a Mediator in Relationship between Job Satisfaction and Work Performance among Bank Employees in Kerman.
  • Huselid, M. A. (1995). The impact of human resource management practices on turnover, productivity, and corporate financial performance. Academy of management journal, 38(3), 635-672.
  • Ichniowski, C., Shaw, K., & Prennushi, G. (1995). The effects of human resource management practices on productivity (No. w5333). National Bureau of Economic Research.
  • Jaeger, G., & Shimony, A. (1995). Optimal distinction between two non-orthogonal quantum states. Physics Letters A, 197(2), 83-87.
  • Jenkins, M., & Paul Thomlinson, R. (1992). Organizational commitment and job satisfaction as predictors of employee turnover intentions. Management Research News, 15(10), 18-22.
  • Kiggundu, M. N. (1989). Managing organizations in developing countries. Kumarian Press.
  • Konovsky, M. A., & Cropanzano, R. (1991). Perceived fairness of employee drug testing as a predictor of employee attitudes and job performance. Journal of applied psychology, 76(5), 698.
  • Lado, A. A., & Wilson, M. C. (1994). Human resource systems and sustained competitive advantage: A competency-based perspective. Academy of management review, 19(4), 699-727.
  • MacDuffie, J. P. (1995). Human resource bundles and manufacturing performance: Organizational logic and flexible production systems in the world auto industry. Industrial & labor relations review, 48(2), 197-221.
  • Marwat, Z. A., Arif, M., & Jan, K. (2009). Interdisciplinary Journal of Contemporary Research in Business. IJCRB, 189.
  • Mohinder, & Chand. (2010). The impact of HRM practices on service quality, customer satisfaction and performance in the Indian hotel industry. The International Journal of Human Resource Management, 21(4), 551-566.
  • Payne, S. C., & Huffman, A. H. (2005). A longitudinal examination of the influence of mentoring on organizational commitment and turnover. Academy of Management Journal, 48(1), 158-168.
  • Pfeffer, J. (1994). Competitive advantage through people. California management review, 36(2), 9- 28.
  • Schneider, & Harold, T. Nygren.
  • Shabbir, M. S. (2014). The impact of human resource practices on employee perceived performance in pharmaceutical sector of Pakistan. African Journal of Business Management, 8(15), 626.
  • Shahzad, K., Bashir, S., & Ramay, M. I. (2008). Impact of HR practices on perceived performance of university teachers in Pakistan. International review of business research papers, 4(2), 302-315.
  • Shaw, J. D., Delery, J. E., Jenkins, G. D., & Gupta, N. (1998). An organization-level analysis of voluntary and involuntary turnover. Academy of management journal, 41(5), 511-525.
  • Singh, K. (2004). Impact of HR practices on perceived firm performance in India. Asia Pacific Journal of Human Resources, 42(3), 301-317.
  • Snell, S. A., & Dean, J. W. (1992). Integrated manufacturing and human resource management: A human capital perspective. Academy of Management journal, 35(3), 467-504.
  • Soltani, E. (2005). Conflict between theory and practice: TQM and performance appraisal. International Journal of Quality & Reliability Management, 22(8), 796-818.
  • Trang, Irvan. et al. (2013). Organizational Commitment as Mediation Variable Influence of Work Motivation, Leadership Style and Learning Organization to the Employees Performance. IOSR Journal of Business and Management. Vol.7, No.2. hh. 12-25.
  • Watson, W. (1999). Work USA 2000: Employee commitment and the bottom line. Bethesda, MD: Watson Wyatt. pp, 43-58.
  • Weinert, F. E. (1999). Concepts of competence. OFS; US Department of education, National center for education statistics (NCES).
  • Wright, P. M., Gardner, T. M., & Moynihan, L. M. (2003). The impact of HR practices on the performance of business units. Human Resourc e Management Journal, 13(3), 21-36

Cite this article

APA

    APA : Ghaznafar, F., Nabi, G., & Ain, Q. (2021). An Analytical Study on HR Practices in the Public Sector Universities of Azad Jammu and Kashmir. Global Regional Review, VI(I), 192-202. https://doi.org/10.31703/grr.2021(VI-I).21

CHICAGO

    CHICAGO : Ghaznafar, Faheem, Ghulam Nabi, and Quratul Ain. 2021. "An Analytical Study on HR Practices in the Public Sector Universities of Azad Jammu and Kashmir." Global Regional Review, VI (I): 192-202 doi: 10.31703/grr.2021(VI-I).21

HARVARD

    HARVARD : GHAZNAFAR, F., NABI, G. & AIN, Q. 2021. An Analytical Study on HR Practices in the Public Sector Universities of Azad Jammu and Kashmir. Global Regional Review, VI, 192-202.

MHRA

    MHRA : Ghaznafar, Faheem, Ghulam Nabi, and Quratul Ain. 2021. "An Analytical Study on HR Practices in the Public Sector Universities of Azad Jammu and Kashmir." Global Regional Review, VI: 192-202

MLA

    MLA : Ghaznafar, Faheem, Ghulam Nabi, and Quratul Ain. "An Analytical Study on HR Practices in the Public Sector Universities of Azad Jammu and Kashmir." Global Regional Review, VI.I (2021): 192-202 Print.

OXFORD

    OXFORD : Ghaznafar, Faheem, Nabi, Ghulam, and Ain, Quratul (2021), "An Analytical Study on HR Practices in the Public Sector Universities of Azad Jammu and Kashmir", Global Regional Review, VI (I), 192-202

TURABIAN

    TURABIAN : Ghaznafar, Faheem, Ghulam Nabi, and Quratul Ain. "An Analytical Study on HR Practices in the Public Sector Universities of Azad Jammu and Kashmir." Global Regional Review VI, no. I (2021): 192-202. https://doi.org/10.31703/grr.2021(VI-I).21