Abstract:

An organization is a form of shared contract in which individuals strive to achieve common objectives. The success of an organization depends not only on the most effective use of its human abilities, but also on how it inspires commitment to an organization (Nijhof et al., 1998). “Business Directory” defines Employee’s Job Performance (EJP) as something that can be measured in value and magnitude for each employee. Greater commitment results in greater EJP. In the specific context of Pakistan, Chughtai, A. A., and Zafar, (2006) found that highly committed workers always tend to outperform low committed workers in their study on teachers of public sector universities in Pakistan. Organizational Commitment (OC) is attachment and allegiance of employee in an organization (Qureshi et al., 2013). Attachment and allegiance with the organization is so strong that employees are motivated to do something extra in order to achieve organizations’ objectives (Mowday et al., 1979). Meyer and Allen, (1990) suggested three dimensions of OC. First is Affective Commitment (AC); it reflects employee’s sentimental connection, association and recognition with organization. Second is Normative Commitment (NC); it reflects employee’s obligatory requirement of duty with their organization. Third is Continuance Commitment (CC); it reflects employee’s commitment which is basically based on two things; investment and alternatives. Numbers of factors have appeared to have pronounced effect on efficient working of an organization in an Islamic country. One of them is the effect of Islamic Work Ethics (IWE) in the overall framework of an organization. Research suggests that IWE has constructive impact on job satisfaction and OC (Marri et al., 2012).

Pakistan is in the process of adopting best human resource management practices which are already been extensively used in the west. The scarce economic resources and availability of limited skilled manpower necessitates employment of human resource management practices to complete the projects within limited time and budget. Private corporate structure in Pakistan has already started embracing best human resource practices to be competitive in the market but not much knowledge about existence and efficacy of such practices is known in public sector project based Pakistani organizations.

This study is an attempt to find out the efficacies of human resource practices in public sector project based Pakistani organizations within the parameter of IWE drawn through its moderating effects if any. Accordingly, the objective of this study is to ascertain the association between three forms of OC and EJP in project based Pakistani organizations in public sector. The study will also investigate the moderating effects of IWE on the relationship between OC and EJP.

Keywords:

Islamic Work Ethics, Organization Commitment, Job Performance, Normative Commitment, Continuance Commitment, Affective Commitment.