The field of human resource management (HRM) was emerged as a sovereign intellectual field in the United
States (US) since long. Relationship between human resource management practices and job performance in
Pakistan as a major driving force for improving the productivity and efficiency is yet to be explored. To
authenticate this view, a number of researchers have investigated theoretically, as well as empirically, how and
whether HRM practices or a bundle of practices affect organizational outcomes
. More recently, international researchers have examined the applicability of USbased
findings in other national contexts (Bae and Lawler 2000; Guthrie 2001; Takeuchi et al. 2007