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The Impact of Human Resources Management Practices on Employee Commitment: Evidence from Pakistan Telecom Sector

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Listed:
  • Sadaf Razzaq
  • Ubaid Aslam
  • Tanveer Bagh
  • Shamila Saddique

Abstract

In the epoch of cutthroat competition organization in all sectors of the economy especially telecom sector are striving hard to satisfy employees and customers by supplying value added services in order to stay in the competition. Pakistan Tele communication sector has recognized as sizzling concern and it is increasing at an astounding pace and surpassing all projection. The purpose of this paper is to shed light on the impact of HRM practices on employee commitment in the telecom sector of Pakistan. To do so, data was gathered through five point- likert scale self-questionnaires by considering a sample of 220 managers and first line employees from 35 offices. Seven cities have been included i.e. Kotli, Sudhnoti, Rawalakot, Mirpur, Muzaffarabad, Rawalpindi and Islamabad. Top performing telecom organizations were analyzed i.e. Telenor, Zong, Warid, Ufone, and Mobilink. The HRM practices i.e. career practice planning (CPP) and compensation practice (CP) were taken as dependent variable, whereas employees’ commitment is study independent variable. Descriptive statistics and inferential statistics were applied by using SPSS. The study results demonstrated that a HRM practice i.e. CP and CPP has positive and statistically significant impact on employees’ commitment in the telecom sector of Pakistan. Based upon the finding, this study recommends that the targeted telecom organization can foster their employees’ commitment and effectiveness by fan-tuning HRM practices. Eventually, developing countries are least focused as compared with developed nation of the world, thus the findings of this study contribute greatly in the body of academia in conjunction with offer implications for the HRM policymaking machinery.

Suggested Citation

  • Sadaf Razzaq & Ubaid Aslam & Tanveer Bagh & Shamila Saddique, 2017. "The Impact of Human Resources Management Practices on Employee Commitment: Evidence from Pakistan Telecom Sector," International Journal of Academic Research in Business and Social Sciences, Human Resource Management Academic Research Society, International Journal of Academic Research in Business and Social Sciences, vol. 7(7), pages 649-667, July.
    • Handle: RePEc:hur:ijarbs:v:7:y:2017:i:7:p:649-667
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    References listed on IDEAS

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    1. Catherine Truss, 2001. "Complexities and Controversies in Linking HRM with Organizational Outcomes," Journal of Management Studies, Wiley Blackwell, vol. 38(8), pages 1121-1149, December.
    2. Melissa B. Frye, 2004. "Equity‐Based Compensation for Employees: Firm Performance and Determinants," Journal of Financial Research, Southern Finance Association;Southwestern Finance Association, vol. 27(1), pages 31-54, March.
    3. Ichniowski, Casey & Shaw, Kathryn & Prennushi, Giovanna, 1997. "The Effects of Human Resource Management Practices on Productivity: A Study of Steel Finishing Lines," American Economic Review, American Economic Association, vol. 87(3), pages 291-313, June.
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