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PROPOSAL
Human Resource Management Practices and Performance
Among Teachers in Pakistan
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Abstract
This study aims at exploring and understanding the underlying dimensions of
teachers performance in the higher education sector of Pakistan. As the primary
focus of the study is on exploration so the proposed study will use sequential
exploratory design based on the mixed method approach in which first phase is
qualitative in which semi -structured interviews will be conducted to find out teachers
perception about HRM Practices and Performance whereas the second phase is
quantitative in which , themes from the qualitative data will then be used to develop a
questionnaire to quantify the findings and furthermore to examine whether the both
findings complement each other or not.
Introduction and Background
Over the past ten to fifteen years, various arguments have been made that firms
human resource may be its sole source of sustainable competitive advantage (Ferris et
al, 1999). The way in which internal resources contribute toward a firm achieving
sustainable competitive advantage has become known as resource based view (Barney
& Arikan, 2001; Priem & Butler, 2001a, 2001b). The resource based approach
contends that organisations can develop a sustained competitive advantage only if its
activities create value in a unique way, one that competitors cannot easily copy
(Barney, 1991; 1995). This approach has been used as the theoretical grounding
within most of the research that posits that HRM can have a positive impact on firm
performance (Wright et al, 2001). A human resource system increase performance of
both organisation & individuals (Huslid, 1995; Becker & Gehrat, 1996). In the words
of Pfeffer (1994), having good HRM is likely to generate much loyalty, commitment
or willingness to expend extra effort for the organisations objectives. Basically, there
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example public expenditure as a percentage of GDP has marginally increased from
1.8 percent in 2000-01 to 2.1 percent in 2003-04. And more emphasis has been laid on
the development of education. (Economic Survey of Pakistan: 2005-06).
In this regards, the role of teachers, as well as their performance in attaining and
maintaining the quality of education is above any question. Though much budget is
spent on the administrative side of higher education development (curricula
development, re-structuring, etc.), less attention is given to the underlying dimensions
of Teachers performance. The ability of teacher is often assumed to be the sole
criterion for his/her performance. This oversimplification of the phenomenon results
in an oversimplified solution of the problem. The most often exercised solution is the
conduction of professional development courses, usually in the relevant subject areas.
This narrow view of performance-as-outcome-of-only-ability shifts the sole burden of
demonstrating it on the teachers, while management shouldering nothing to this
extent. In fact, the performance of teachers, as with performance of employees in
general, is a construct in relation to a variety of underlying dimensions such as
supportive HRM practices and perceived organisational support. With all these issues
in mind the main purpose of this sequential mixed methods study is to explore
teachers views about HRM practices and performance in first phase with intent of
using this information in the second phase to generalise the findings. In particular,
most of the research exploring the HR practices-performance relationship has focused
on the development countries & manufacturing industry. Too few studies have
focused on developing countries and performance at employee level. Therefore, the
present study is aim to explore the perceptions of teachers performance in higher
education sector of Pakistan using HR practices: recruitment, training, growth
opportunities, rewards, and participation.
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Purpose Statement (Aim of investigation)
In order for higher educational institutions to be successful they must be able to
employ people who will stay with the business and perform at high levels, research
indicates that employees who are committed and satisfied with the organisation are
more likely to perform well. So the implementation of HRM practices is one way
that educational institutions can build commitment & satisfaction among teachers to
enhance performance. Therefore, purpose of this two phase, sequential mixed
methods study will be, firstly to explore and understand the teachers perception and
viewpoint about HRM practices and performance in the Higher Education Sector of
Pakistan and to further explore the organisational factors that support the optimum
performance among the teachers using Semi-structured interview. Secondly, themes
from the qualitative data will then be used to develop a questionnaire to quantify the
findings and furthermore to examine whether the both findings complement each
other or not.
Objectives of the study
1.0
To explore teachers view on performance that how they define performance and
what they see as good, bad or acceptable performance.
2.0
To explore teachers experiences about HRM practices and how they feel about
these practices?
3.0
To explore teachers opinion about organisational factor that contributes to their
performance.
4.0
To establish the basis for evolving effective and performance oriented human
resource practices.
5.0
To facilitate the policy making bodies to evolve a comprehensive view of
teachers performance and thus undertake necessary administrative adjustments.
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Significance of the Study
The present study will be significant in number of ways. It will contribute to the body
of knowledge by:
1.
Firstly, since the present area is highly under researched in Pakistan. No study
has been found to explore the HR perceptions in teachers performance in
educational setting of Pakistan. Therefore, the present study assumes that the
findings of the present study will help the managers in universities of Pakistan
in particular and those in developing countries in general to answer the long
standing question of how to enhance teachers performance. Furthermore, the
unique findings of the study may also help to understand the difference
between organisational culture in developed countries and those in under-
developed countries. It will also strengthen the argument that since majority of
the research on the topic is conducted in developed countries and their
findings cannot be exactly applied in developing countries (see for example,
Bashir & Khattak, 2008; Boxall, 1995; Khatri, 2000; Tessema & Soeters,
2006). Therefore, the present study will contribute in the literature of HRM
and Performance area through building largely on qualitative aspects to
explore cross contextual factors in teachers performance. . Hence, will depict
the situation of developing country like Pakistan especially the educational
sector.
2.
Secondly, no research has been found on organisational commitment and
satisfaction as mediators of HR practices and performance conducted in
educational setting and especially in Pakistan. Therefore, the present study
will prove to be a significant contribution in this area with the assumption that
fostering organisational commitment and satisfaction among academic staff
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has become important or rather becomes imperative for the universities in
Pakistani context (Chughtai & Zafar, 2006). Teachers who are not committed
and satisfied with the organisational practices may likely to put less effort in
the class room as compared to the teachers with the high level commitment
and satisfaction. However, the present study will aim to provide guidelines to
education managers to come up with the policies which would enable them to
attract and retain their top level faculty at their respective universities. Thus
Identifying those HRM practices that tend to enhance commitment and
satisfaction which leads to teachers performance would be a significant
benefit for the management of Educational institutions and similarly it will
enhance the quality of education.
3. Employing mix methods research which has not been used in this area and
hence this will be a significant methodological advancement.
4. Examining the applicability of the discussed Western concepts and theories in
an Eastern developing country (Pakistan) in order to develop a cross-
contextual generalisation of these concepts.
Research Question:
For the first phase which is qualitative in nature following are the proposed research
questions.
(Main question)
HRM practices and performance among teachers in Pakistan.
(Sub questions)
1. What are the teachers experiences about Human Resource management
Practices and how they feel about that?
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2. How do teachers perceive about their own performance and what they
perceive as good, bad or acceptable performance?
3. What are the teachers opinions about organisational factors that contribute to
their performance?
In a two-phase, sequential study in which second phase (quantitative) depends on the
result of the first phase (qualitative), it is difficult to specify the questions asked in
second phase at the time of proposal writing.
Literature Review:
HR practices, commitment and performance
Organisations can adopt various HRM practices to enhance employee performance;
first, efforts can focus on improving quality of the individuals hired, or on raising the
skills and abilities of current employers, or on both (Delaney and Huselid, 1996).
Drawing on the empirical & theoretical studies on HR practices (McDuffee, 1995;
Way, 2002; Pfeffer, 1994; Guest et al, 2004), the present study identified five HR
practices which are: Recruitment, Training Opportunities, Rewards, Participation in
Decision-making, & Growth opportunities. The rationale of selecting these practices
lies in that these practices are consistently considered to be strategic and universalistic
HR practices. Furthermore, most of the researchers argued that these practices will
lead to performance mediating the relationship with job commitment and satisfaction
(see for example, Boseli et al, 1997; Guest, 2001; Malhotra et al, 2007).
Organisational commitment has been the subject of continued research interest for
almost four decades because of its impact on individual performance and
organisational effectiveness (Allen & Meyer, 1996; Beck & Wilson, 2000; Mowday,
1998). Social exchange (Blau, 1964) and reciprocity norms (Gouldner, 1960) provides
the theoretical foundation of the employee organisation relationship. According to
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exchange and reciprocity norms employee repay rewards received from the
organization through increased commitment to organization which reinforce the
exchange prevalent in the employee-employer relationship in mutually beneficial
manner (Eisenberger et al, 1990; Haar & Spell, 2004). Allen and Meyer,1993,
Angle,1983; Mowday et al , 1982;) .Jaisawal (1982) and Ogilive (1986) found
relationship between specific practices such as performance evaluation, promotion
policies, compensation ,benefits and effective commitment.
Although overall commitment to organizations appears to be largely unrelated to job
performance, it is possible that there is a relationship between commitments as a
multi-dimensional phenomenon and performance. For example, Meyer, Paunonen,
Gellately, Goffin and Jackson (1989) found that affective commitment is positively
correlated with the measures of performance. Therefore, the findings of Meyer and his
colleagues leads us to consider that certain dimensions of commitment might be
associated with performance (Becker et al, 2001).
HR practices, Job satisfaction and performance:
Job Satisfaction has been defined as the extent to which an employee has a positive
effective orientation and attitude towards particular factors of it (Smith, Kendall, and
Hulin, 1969). Lock (1976) defined Job Satisfaction as the Positive emotional state
resulting from appraisal of ones Job (Performance appraisal) or Job experiences
There has been widespread debate in the literature over the effects of HRM on job
satisfaction. In some studies job satisfaction has been identified as a key variable
mediating any positive relationship between HRM practices and organizational
performance (see e.g. Guest, 2002) in contrast, others have suggested that the
implementation of HRM practices has been associated with higher levels of work
intensity, and thus lower job satisfaction (see e.g. Green, 2006). Other note that HRM
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practices adopted as put of a high performance work system are not primarily
designed to increase job satisfaction: In practice, they may or may not have such an
effect (Appelbaum, 2002).
Turning to job satisfaction and performance link it has been often stated that the job
satisfaction-performance relationship is one of the most frequently examined in the
organizational science, yet one of the least successfully resolved (Hochwarter et al,
1998). However, a Meta analysis of the relationship between job satisfaction and
performance conducted by Petty and Cavender (1984) reported that relationship
between job satisfaction and performance is stronger and more consistent than that
reported by previous reviews (Brayfield, & Roth, 1951; Vroom, 1964). Results
indicate that individual job satisfaction and job performance are positively correlated.
HR Practices and Performance
Impact of HRM practices has become very popular in the recent years (Ichniowski et
al, 1994, Wanger, 1994 and Huselid, 1995). In spite of the assumption that HRM
practices were linked to firm performance, earlier researcher found the relationship to
be limited (Ulrich, 1997). In more recent years, however, researcher have used
improved techniques to demonstrate the link between HRM and organisational
performance do indeed exist (Huselid, 1995, Ulrich, 1997; Becker & Huselid, 1998;
Gedaliahu & Tzafrir, 1999; Gerhart, et al, 2000b; Wright et al, 2001; Wright et al,
2003). Scholars from different disciplines have suggested various conceptual
frameworks as explanation of the link between progressive HRM practices and
performance. These conceptual works generally converge on the importance of HRM
practices in determination of both employee and firm level outcomes (Delaney &
Huselid, 1996). Academic research conducted at the organisational level suggests that
Human Resource Practices affect organisational outcomes by shaping employee
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behaviours and attitudes (Arthur, 1994; Huselid, 1995; Wood & De Menezes, 1998).
Conceptually, these practices can be classified in terms of their impact on employee
skills and ability, motivation and the way that work is structured (Arthur, 1994;
Huseid, 1995; Ichniowski et, al, 1994).
Theoretical Framework:
The present study will utilize the theoretical concept of Social Exchange Theory
(Blau, 1964) and norms of reciprocity (Gouldner, 1960) and expectancy theory which
will form the theoretical basis of the research. The social exchange theory and norms
of reciprocity will be used to explain the basis of employee commitment and
satisfaction as researchers have noted that exchange ideology and norms of
reciprocity significantly increase satisfaction and commitment among employees
(Witt, 1992; Witt et al, 2001). Furthermore, the Expectancy theory provides evidence
that links HRM practices to processes that facilitate high individual performance
(Guest, 1997).
Norms of Reciprocity: (Gouldner, 1960)
Gouldners (1960) conceptual work on norms of reciprocity is based on two
assumptions (1) People should help those who have helped them and (2) People
should not injure those who have helped them. (Gouldner, 1960) Gouldner suggested
that the generalised norms of reciprocity creates obligation towards another when that
party was engaged previous behaviour that was beneficial to the recipient. Goulders
(1960). Overall researches suggest that, although the norms of reciprocity may be
universally accepted principal (Gouldner, 1960), the degree to which people and
culture apply reciprocity principal varies.
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(Context for this Research: What the teacher receives from the organization, will be
reciprocated by him/her to the organization ---Feeling of obligation by employees
towards organization may be reciprocated by higher performance to the organization)
Social Exchange Theory: (Blau, 1964)
(Context for this Research: Organization and Teachers are engaged in an exchange
process. HRM practices will may result in creating job commitment and satisfaction
which in turn may result in greater performance, This is expected to result in greater
feelings of obligation to organizations and performance)
Expectancy theory:
To link HR practices and performance, this study will also use Expectancy theory to
build the basis of he study. As Expectancy theory provides one possible basis for
developing a more coherent rationale about the link between HR practices and
performance (Guest, 1997).
Therefore, Expectancy theory provides evidence that links HRM practices to
processes that facilitate high individual performance (Guest, 1997). Below Figure A
explains the proposed model of the study
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Figure A: Proposed Model of the study
Methodology:
Rational for the selection of Mixed Methods Approach:
The most important thing in the selection of approach is the nature of research
problem as my research problem is twofold in nature. So I have decided to choose
mixed methods research approach as to accommodate my first objective of exploring
and understanding the complexity of the contextual variances in context of Pakistan. I
will use interpretivism as a research philosophy and use semi-structured interview
method under the umbrella of qualitative paradigm. Then to cope with my second
objective i.e. to deal with the validity, reliability, and generalizability, positivism will
be chosen supported by survey method in the circumference of quantitative paradigm.
Furthermore this decision is supported by the rationale of availing the merits and
overcoming the demerits of both approaches as discussed by Creswell (2003), the use
of multiple data sets can inform the research, by yielding insight and methodological
HR Practices
RecruitmentTrainingopportunitiesGrowthopportunitiesRewards
Participation inDecision making
Job Commitment
Job Satisfaction
Job
Performance
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changes that improve the study and strengthen findings as well as collecting diverse
types of data best provides an understanding of a research problem.
Research Design
Selecting Mixed Methods Approach on the basis of Pragmatic Knowledge Claims I
have decided to collect the qualitative and quantitative data in phases using Sequential
Exploratory Design in sequential strategies. A visual view of the sequential strategy is
as follows
During this process qualitative data will be collected using semi-structured interviews
in the first phase of the study through open ended questions supported by probes and
prompts to get deep insights and to keep the respondent on track respectively with
time and cost saving approach resulting categorization for thematic as well as
descriptive analysis. Purposeful sampling will be used to choose experienced
respondents regarding the phenomena under consideration.
The rational that I will use semi-structured interview method instead of observations
or document study is based on the fact that my research is based on exploring and
understanding the complexity of what contextual variances occur in a specific social
setting by taking account of participants multiple subjectivities, interpretations, and
perspectives regarding HRM practices teachers and performance .My decision to use
interview over other means of data collection is influenced by the various arguments
presented by different authors. As Wellman (2001) stated that interviews are very
QUALData
Collection
QUALData
Analysis
Quan Data
Collection
Quan Data
Analysis
Interpretation of
Entire Analysis
Adopted from: Creswell,
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useful because highly specified data can be obtained in a very short span of time and
is also useful in providing a general overview of peoples thoughts.
Further I have decided to choose semi-structured interview that could be argued as the
most important way of conducting a research interview because of its flexibility
balanced by structure and the quality of the data so obtained (Gillham B. 2007),
Choosing interview on other data collection methods i.e. observation or documents is
a decision made on the basis of deep comparative study and critical review of all the
methods and there relative strengths and weakness. Interview method is rational to
choose for this study as it not only provides highly specified data as compare to
observation and documents but also , as per the objectives of my study, it gives deep
insights to perceptions and meanings of individuals with broad yet controlled
exposure and scope with the flexibility of opportunity to be learned by the researcher
even if he is not acquaint with this technique earlier.
Further the rationale behind choosing semi structured interview in contrast to
structured or unstructured interview is that it lets the researcher lead the interviewee
in order to keep him on the track through probes as well as it serves best to be relevant
yet researcher can peep into deep inner self, thoughts, ideas, perceptions and ideas
through prompts as compare to structured interview as well as at a lesser cost and
time as compare to unstructured interview. Semi structured interview serves the best:
1. When exploring a proposition, getting a view about the relationships of
ideas and concepts.
2. Where quantitative study have been carried out and qualitative data are
required to validate or clarify the meanings of the findings .
On the other hand quantitative data will be collected through questionnaire in the
second phase of the study. Questionnaire including close ended questions will be
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delivered to selected sample in order to validate the themes emerge from the
qualitative phase and to generalize the findings to a larger population followed by
data analysis with the help of SPSS software. On completion of both the phases there
will be the interpretation of entire analysis as a whole. Below figure provides the
procedure of the present study.
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Figure : Sequential exploratory procedure of the study based on Myers and Oetzel (2003)
Qual DataCollection
Qual DataAnalysis
QuaFindings
DevelopInstrument
Quan DataCollection
Quan DataAnalysis
Overall ResultInterpretation
Procedure:One To OneInterview
Products:Field NotesTranscripts
Procedure:CodingThematicDevelopment
Products:Code Text
Procedure:Describe Themes
Products:Description ofThemes/Dimensions
Procedure:Consider Themes asSubscale.Write Items ForEach Subscale
Products:No. Of Items acrossSub Scale OfDimensions
Procedure:Survey
Products:Numerical ItemScores
Procedure:Scale ReliabilityAppropriateStatistical Analysis
Products:Cronbach AlphaAppropriateMeasure
Procedure:Summaries DimensionsEvidence of ConstructValidity
Products:Description ofDimensionsInstrument to MeasureDimensions
Source: (Adapted from Creswell and Clark, 2007).
PHASE ONE PHASE TWO
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Validity and Reliability
Keeping in view my research problem I have choose the mixed method sequential
approach in which preference is given to qualitative` approach so first issue which I
will face regarding validity and reliability is that it does not carry the same meaning
as in quantitative approach However for the first phase which is qualitative I will
ensure reliability by comparing coding among several coders and will see that after
transcription whether they will arrive at the same codes and themes or different one .
In order to ensure accuracy of findings or validity .I will use the following strategies
1-Member Checking: Discussing the summaries of the findings (e.g., themes) with
participants and ask them whether the findings are an accurate reflection of their
experiences.
2-Peer Examination: A Doctoral student will serve as peer examiner with the approval
of the supervisor.
3-Clarification of the researcher bias
4-Rich and Thick description to covey the findings
And finally I will use
5-An external auditor to review the entire process
For the second phase which is quantitative in nature reliability means, whether the
result is replicable, whereas validity means whether means of measurement are
accurate and whether they are measuring what they are intend to measure.
So with regards to reliability I will check the results through statistical procedure of
internal consistency and with regards to the validity I will establish the validity of the
questionnaire through content validity (i.e. asking the expert opinion) and of their
results through criterion related and construct validity(i.e. factor analysis of the
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measures). Moreover validation of the instrument will be done through a pilot study
and by taking a large sample representative of the population.
Ethical Considerations
Developing this proposal as well as during the complete research process, ethical
issue will be deeply and wholly kept into consideration since the introduction of
research problem statement till writing and disseminating the whole research. The
following ethical issues will be kept under consideration during the research process
and aftermaths
Determining the problem statement it is been ensured through pilot study that
the research would benefit the individuals been studied and further it will be
ensured that the participants would not be marginalized or disempowered at
any step.
The purpose of study is made clear and simple to be easily understood by the
readers as well as the respondents to avoid any ambiguity at any end.
While anticipating the data collection, the wellbeing of the respondents will be
ensured through securing their right to participate and withdraw at any time
voluntarily.
Precisely yet comprehensive information (Debriefing) will be provided to
respondents in order to make them clear about all aspects, objectives and
outcomes of the research.
Mutual consent form, permission letter and any other written approval if
needed will be dually signed by both the researcher and the respondent.
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Prior time adjustment will be made in order to avoid any interruption in the
flow at research site
It will be made sure to secure and protect the information gathered from
respondent to avoid any harmful consequences for them
Through well managed coding labelling and recording system the anonymity
(if desired by the respondent) of the respondent will be guaranteed.
Prior permission will be taken regarding the storage of data after the
completion of the study for a certain time period in the ownership of the
researcher.
In order to overcome the potential ethical issues in writing the research
regarding use of language, suppressing, falsifying or other fraudulent practices
the complete details (in coding and anonymous form) will be released so that
the reader would determine by himself the credibility of the study.
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