Relationship between Employees Involvement and Organization Performance in Milieu of Pakistan
This research measures relationship among employee involvement and organizational performance in Pakistani organizations. Three components of employees involvement are studied which includes empowerment, team orientation and capacity development as sub independent variables. Organizational Performance is measured through open interval model results, rational model results and human relations model results. Data collected from different organizations of Pakistan by using questionnaire with sample size of 509. Correlation and regression analysis is used to establish relationship amongst the variables and to prove three hypotheses. Results confirmed that Organizational Performance increases ranges from 56% to 94% due to employees’ involvement in Pakistani Organizations. Furthermore, empowerment, team orientation and capacity development contrives strong and positive relationship with organizational performance. Organizations which delegate the authority to employees perform well as compared to those who don’t. Organizations who allow their employees to work in teams proved/shows more performance level than those who have non-team based/individualistic structure. In Pakistan those organizations which develop employee’s skills and knowledge have performed well as compared to those organizations which don’t develop skills of their employees. Organizations must involve their employees in decision making processes at all levels by delegating them powers and authority, adapt team-based structures and develop capabilities of their employees to perform well and to compete with prevailing trends in the market.
Volume (Year): 3 (2013)
Issue (Month): 1 (January)
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- Joel Cutcher-Gershenfeld, 1991. "The impact on economic performance of a transformation in industrial relations," Industrial and Labor Relations Review, ILR Review, Cornell University, ILR School, vol. 44(2), pages 241-260, January.
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