DOES PEACE OF MIND STRENGTHEN THE LINK BETWEEN HIGH-PERFORMANCE HR PRACTICES, WORKPLACE CENTRALITY, AND EMPLOYEE DEDICATION? AN EMPIRICAL EVIDENCE FROM QUETTA’S TELECOMMUNICATION SECTOR

Abstract

The primary objective of this study was to examine the impact of high-performance human resource practices (HPHRP) on employees’ dedication and work centrality within organizations. Recognizing that organizational success largely depends on effective policies and practices, the study emphasizes the crucial role of employees as valuable assets whose attitudes and behaviors shape overall performance (Pahuja et al ,2024). Focusing on the telecommunication sector in Quetta, Balochistan, and the research investigates how HPHRP influence employee behavior and attitudes, while also considering peace of mind as a moderating variable. The study is empirical in nature, using closed-ended questionnaires distributed to 251 employees through simple random sampling. Data analysis was conducted using regression, correlation, and descriptive techniques, and reliability was assessed through Cronbach’s alpha. The findings largely support the proposed hypotheses, showing that HPHRP have a significant positive impact on employees’ behavior and attitudes. However, peace of mind did not significantly moderate this relationship. The study suggests that further research is needed to explore the reasons behind the lack of peace of mind among employees in the telecommunication sector of Quetta. Overall, the results provide valuable insights for managers, encouraging them to review and improve their HR policies and practices to enhance employee outcomes.