Effect of High Involvement Work System on Perceived Employees Development
This study focuses on determining the effect of high involvement work system on perceived employee development (ED). Primary data were collected via a well-structured questionnaire. Total 175 questionnaires were circulated amid the respondents of four mega cellular networks namely, Telenor, Ufone, Zong and Jazz, Pakistan. The multiple linear regression models were executed to observe the influence of predictors on response variable. The consequence of analysis exhibits that the vital facets of HIWS i.e. (information, knowledge, power and reward) have constructive and significant influence on employee development. Furthermore, the linear regression model was executed in order to check the overall influence of high involvement work system on employee development. Result indicates that high involvement work system has significant positive effect on employee development. Study determined that managers of the cellular networks of Pakistan must deliberate the prominence of high involvement work system for the ED. Furthermore, managers give much information to their worker’s continuously, advance their knowledge with diverse and interactive training sessions, practice and give empowerment to their employees and to comprehend and share the emotional state of employed staff participants, and perform both intrinsic and extrinsic rewards.