HR and Performance _Mixed Method

7/25/2019 HR and Performance _Mixed Method

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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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HR and Performance _Mixed Method

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