17 research outputs found
Understanding autonomy and performance in the public sector:Lessons from autonomous public hospitals in Pakistan
No full textThere is an increasing trend worldwide of granting autonomy to public hospitals to improve their performance. This trend is adopted in public hospitals in Pakistan as well. A comparative case study is conducted of three public hospitals in two provinces, Punjab and Khyber Pakhtunkhwa (KPK). The study systematically compares multiple dimensions of autonomy in the three public hospitals - including legal, structural, HR and financial autonomy - as well as the perceived departmental and organisational performance. Besides documents, data are collected from top and middle management through semi-structured interviews and a survey questionnaire. The findings of the study highlight that the public hospital in KPK province has a higher level of autonomy on all dimensions studied compared to both hospitals in Punjab province. However, performance is perceived as high across the three hospitals suggesting that the linkage between autonomy and organisational performance is not straightforward. The article relies on perceptual measures that may be subject to the risk of socially desirable responses. Despite this limitation, the study provides implications for future research by raising the critical question if different levels and dimensions of autonomy have an effect on hospital performance. Practical implications are highlighted regarding hospital autonomy reforms
Exploring the Implemented Gap: Organizational Autonomy and Managers’ Participation in Human Resource Decision-Making.
Get PDFsponsorship: This work was supported by the Fonds Wetenschappelijk Onderzoek [K1D4419N]. (Fonds Wetenschappelijk Onderzoek|K1D4419N)status: Publishe
The Effects of Human Resource Autonomy and Decentralization on the Discrepancy Between Intended and Implemented HRM Practices: An Exploratory Study of Public Hospitals
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The Effects of HR Autonomy on the Discrepancy Between Intended and Implemented HRM Practices in the Public Sector: An Exploratory Study of Public Hospitals in Pakistan
No full textConference Presentationstatus: Publishe
Managing Human Resources in Public Health Care System in South Asia: Case Study of Pakistan
No full textHealth care is considered as one of the fundamental rights of every individual. At the same time, efficient and effective delivery of health care service requires pro-active management of health care professionals. The purpose of this article is to highlight human resource issues and challenges faced by health care professionals in South Asia and identify suitable strategies for better management of health care professionals. By using data from a pilot study in Pakistan’s public health sector in the province of Punjab, the article explores ways of implementing productive reforms to upgrade human resource management system in the public health care sector in South Asian countries.status: Published onlin
Adoption of HRIS in the public organizations:Institutional logics perspective
Get PDFThis study explored the adoption, benefits, and challenges of HRIS in a public organization in Pakistan. Using the case study approach, qualitative data was collected through in-depth interviews at various levels in a hierarchy. The study found that the organization could not achieve the benefits of HRIS as established in the literature. The adoption of HRIS remained quite slow and resulted in parallel systems (manual and automated) in the organization. In light of the institutional logics perspective, the organization is struggling with contradictory pressures from the new logic of HRIS and the previous logic of manual HR system, which is costly for the organization. Out of various barriers identified, in the adoption of HRIS, the most crucial are lack of top management support and less technical knowledge to use the new system. The findings implied that mere adoption of HRIS could not produce the desired results until serious efforts were made for its successful implementation
The role of Darbars (Sufi shrines in Pakistan) in the shadow of government (Auqaf)
No full textThis chapter contributes to the non-Western Public Administration literature by building on the case of contemporary Islamic institutions, known as Darbars (Sufi-Shrines), in Pakistan. With their rich, centuries old history and traditions, these darbars have been providing public value to wider segments of society. Using go-along- method of ethnography and follow-up interviews, field notes were maintained and the data was analysed carefully. While operating under the shadow of the state (Ministry of Auqaf) which has the complete administrative oversight, these darbars and the state co-create services for the community that goes beyond food and shelter. These institutions serve as a source of revenue for the state while adding to mental, social and economic well-being of people. The case study of two darbars (Baba Farid and Khawaja Noor Muhammad) with varying size, location, number of visitors adds to the empirical and theoretical knowledge on Islamic public value
Decentralization reforms in the public health sector in Pakistan
No full textThis chapter highlights the major administrative decentralization reforms and the current structure of the public health system in Pakistan. Specifically related to the public health sector, decentralization has widely practiced reforms in both developed and developing countries. These reforms were also initiated in Pakistan to restructure the public health sector and improve service delivery and performance. Having outlined decentralization reforms at provincial level, they critically assess the implementation of these reforms in two provinces (Punjab & KPK) and relate it to the typologies of management mechanisms adopted during each reform. The chapter is based on secondary data sources, including research articles, government documents, WHO reports and website reviews. It provides a fresh way to analyze systematic decentralization reforms in the public health sector in Pakistan and further highlights that hierarchy-type mechanisms have been a prominent trend with some flavor of market- and network-type mechanisms seen in the decentralization reforms in the public health sector of Pakistan
Understanding Employees’ Perceptions of HR Practices: An Important Linkage Between HRM and Performance
No full textThere is a growing literature on the mechanisms linking Human Resources Management (HRM) and organizational performance. While employees are an essential element in this linkage, they tend to be neglected as more research focuses on HR-practices and those actors, such as HR professionals and line-managers, who implement these HR-practices. The strategic HRM model of Wright and Nishi (2013), however, highlights the importance of employees’ perception of implemented HR practices, which are believed to affect employees’ attitudes and behavior, and ultimately organizational performance. In turn, employees’ perception of HR practices is influenced by several factors. Recently the importance of social context herein has been emphasized (Jiang, Hu, Liu and Lepak, 2015). This is explained by the social information process theory, which states that managers and co-workers provide contextual influence on employees’ perceptions of HR practices in the organization.
Bringing the focus back to the employees, this paper uses the lens of social information process theory to examine the influence of social context in shaping employees’ perceptions of HR practices through. Furthermore, the study examines the quality of relationships between employees and their supervisors, and between employees and their coworkers, and how these relationships act as moderating variables.
A quantitative research approach, using a survey questionnaire, is adopted to collect pilot data from Heads of department (HOD’s) and senior and junior doctors in two departments from two public hospitals in Pakistan. The pilot study contributes to a better understanding of scales of the research instrument and provides the basis for the actual study.status: Publishe
Understanding employees' perceptions of HR practices in the light of social information process theory
No full textThere is a growing literature on the mechanisms linking Human Resources Management (HRM) and organizational performance. While employees are an essential element in this linkage, they tend to be neglected as research focuses on HR professionals and line managers who implement these HR-practices. The strategic HRM model of Wright and Nishi (2013), however, highlights the importance of employees’ perception of implemented HR practices. These perceptions are believed to affect employees’ attitudes and behavior, and ultimately organizational performance. In turn, employees’ perception of HR practices is influenced by several factors. Recently the importance of social context herein has been emphasized (Jiang, Hu, Liu and Lepak, 2017). Social information process theory states that managers and co-workers provide contextual influence on employees’ perceptions of HR practices in the organization.
This paper examines the influence of social context in shaping employees’ perceptions of HR practices. Furthermore, the study examines the perception of the quality of relationships between employees and their supervisors, and between employees and their co-workers as moderating variables.
A quantitative research approach, using a survey questionnaire, is adopted to collect data from managers and employees (senior and junior doctors, and heads of departments, N= 856) in three public hospitals in Pakistan. The research uses Mplus, multi-level software to analyze the model and present the findings.
The findings of the study does not fully support the integration of Social Information Process theory with HRM literature. The research calls for further empirical evidence from different contexts.status: Publishe
