Research on the relationship between high-performance workplace practices (HPWPs) and organizational performance has largely focussed on western settings, limiting the knowledge of how these systems influence performance in other countries, including Pakistan. Universalistic assumptions underpin the HPWP paradigm; to examine the validity of these assumptions, the purpose of this paper is to study the links between HPWP and performance in Pakistan, a country with different cultural norms and institutional settings to those in which most research has been conducted.,The authors draw on a unique survey of 392 establishment managers in the banking, pharmaceutical and information technology sectors. The authors include managers of foreign-owned multinational subsidiaries and domestic firms to ensure the sample represents firms in Pakistan.,The authors find that some individual HPWPs (recruitment and training) are associated in a statistically significant way with lower labour turnover, higher productivity and higher financial performance. Employee involvement is associated with lower labour turnover and higher labour productivity. Compensation is associated with higher financial performance. None is linked to higher labour turnover, lower productivity or lower financial performance in a statistically significant way. Performance appraisal was not statistically significantly associated with any of the three outcome variables.,The results provide some relatively strong support for universalistic assumptions, but also highlight the need for future research to examine the variable links of some HPWPs and the lack of any association for the performance appraisal measure.

中文翻译：

---

巴基斯坦的高性能工作实践和组织绩效

关于高性能工作场所实践（HPWP）与组织绩效之间关系的研究主要集中在西方环境，从而限制了这些系统如何影响包括巴基斯坦在内的其他国家的绩效的知识。普遍性假设是HPWP范式的基础；为了检验这些假设的有效性，本文的目的是研究巴基斯坦的HPWP与绩效之间的联系。巴基斯坦是一个文化准则和制度背景与进行过大多数研究的国家不同的国家。对银行，制药和信息技术领域的392家机构经理进行的独特调查。作者包括外资跨国子公司和国内公司的经理，以确保样本代表巴基斯坦的公司。作者发现，某些单独的HPWP（招聘和培训）在统计学上具有重要意义，与较低的劳动力流动率，较高的生产率和较高的财务绩效相关。员工的参与与较低的劳动力流动率和较高的劳动生产率相关。薪酬与更高的财务绩效相关。没有任何一项与统计上显着的方式与更高的劳动力流动，更低的生产率或更低的财务绩效相关。绩效评估与三个结果变量中的任何一个在统计上均没有显着相关。结果为普遍性假设提供了相对有力的支持，但同时也强调了需要进行进一步研究以研究某些HPWP的变量链接以及与之缺乏任何关联的情况。绩效考核指标。