Impact of Human Resource Management Practices on Job Performance of Library Practitioners in Public Sector Universities of Khyber Pakhtunkhwa-Pakistan

Abstract

Human Resource Management (HRM) has arisen as a pivotal mechanism in improving organizational effectiveness, particularly within higher education institutions where libraries serve as critical centres of teaching, learning, and research support. This study explores HRM practices that impact the job performance (JBP) of library practitioners in public sector universities in Khyber Pakhtunkhwa, Pakistan. Drawing on existing data, the study highlights compensation & reward systems (CRS), employee engagement & motivation initiatives (EMI), and workload & work environment (WWE) as central HRM dimensions influencing JBP. A census-based quantitative design was employed using a structured questionnaire distributed via digital platforms, yielding 91 valid responses. Data were analysed using PLS-SEM through SMART-PLS-4. Outcomes of the study revealed that CRS, as well as EMI, exerts a statistically significant and positive impact on JBP, while WWE demonstrated no significant relationship. The model explained 59.4% of the variance in job performance, reflecting moderate predictive power. These results demonstrate the strategic value of HRM practices in enhancing the effectiveness of library professionals, especially in regions where institutional and cultural factors mediate workforce behaviour. This study focuses solely on public universities in Khyber Pakhtunkhwa and offers significant insights into customizing HRM strategies for library environments. The study recommends that universities prioritize transparent compensation frameworks, strengthen motivation and engagement mechanisms, and investigate workload-related issues through qualitative inquiry to achieve sustainable improvements in job performance.