1、 1 中文 3700 字 ,2000 单词， 12400 英文字符 出处： Shahzad K, Bashir S, Ramay M I. Impact of HR Practices on Perceived Performance of University Teachers in PakistanJ. Journal of Economics & Sustainable Development, 2008, 4:302 -315. Impact OF HR Practices ON Perceived Performance OF University Teachers IN Pakis
2、tan Khurram Shahzad, Sajid Bashir and Muhammad I Ramay 1 Abstract A number of researchers have established the relationship between HR practices and employee performance but they mainly discuss developed countries. Little evidence is available about relationship between HR practices and employee per
3、formance from developing countries like Pakistan. This study examines the relationship between three HR practices i.e. compensation, promotion and performance evaluation and pe rceived employee performance among university teachers in Pakistan. The results of the study indicate a positive relationsh
4、ip between compensation and, promotion practices and employee perceived performance while performance evaluations practices are not significantly correlated with perceived employee performance. Pakistani universities need to revise compensation practices and define clear career paths to enhance the
5、performance of teachers. 2 Introduction A number of researchers have reported that HR practices are positively linked with organizational and employee performance (e.g. Guest, 2002; Harley, 2002; Gould-Williams, 2003; Park et al., 2003; Wright et al., 2003; Tessema and Soeters, 2006). The focus and
6、thrust of these studies have been towards developed countries. Little research has been done to test the HR-performance link in developing countries like Pakistan. Aycan et al. (2000) termed Pakistan as under-researched country in the field of HRM practices. The present study is an attempt to test the relationship between HR practices and employee performance in a developing country i.e. Pakistan among university teachers. Pakistan is one of the countries where literacy rate is very low.
