Analyzing Human Resource Management and Contextual Performance link through Perceived Organizational Support: A case of University of the Punjab

Abstract

The concept of contextual performance has received significant attention in recent decades, particularly in academic literature. It necessitates more studies. Based on the norms of social exchange theory, this study has developed the framework to analyze the mediating effect of perceived organizational support on the relationship between Human Resource Management practices (HRMP) and contextual performance. It is a descriptive and explanatory study conducted using survey research design. The data was taken from 189 faculty members from three faculties of University of the Punjab, Lahore, Pakistan through stratified random sampling technique. Quantitative data was analyzed through SPSS with Process Hayes Macro. The findings show a considerable influence of human resource management practices on perceived organizational support. Additionally, HRMP have a significant effect on contextual performance when perceived organizational support is considered as a mediating variable. Moreover, a partial mediation of perceived organizational support between HRMP (training, performance appraisal, and compensation) and contextual performance relationship is found. The findings suggested that there is a 57% variation of HRMP on Contextual Performance in the presence of perceived organizational support. The findings of this research would promote understanding of the relationship among studied variables in the Pakistani university teachers. The current research reaffirms the social exchange theory literature from the context of Pakistan.