Corporate Governance and Organisational Performance: An Empirical Analysis


  • Maria Kamran MPhil Scholar, School of Economics, Bahauddin Zakariya University, Multan, Pakistan
  • Fatima Farooq Assistant Professor, School of Economics Bahauddin Zakariya University Multan, Pakistan
  • Muhammad Zia-ur-Rehman Associate Professor, National Defence University (Dept. of Leadership and Management Studies), Islamabad Pakistan



Corporate Governance Practice, Organisational Performance, Telecom Organisations


The study focuses on organisational performance based on the financial indicators including ROA, ROE, sales and similar elements. The research proposed that corporate governance practices could play a vital role in organisational performance. Therefore various practices of corporate governance were chosen and tested their impact. The study sample comprises of the respondents working in various Telecom Sector that includes: Mobilink, Telenor, Ufone, and Zong across Pakistan. A total of 320 useable responses were used. Data were collected through a questionnaire by sending through mail and online. A pilot testing was conducted to test the reliability ad validity for the instrument, with the pilot sample of 55 respondents. After testing the validity and reliability, further data were collected and tested the hypotheses devised thorough a study based on literature review. Employing correlational and regression tests, we analyzed the data. The results indicate that there was a positive and significant effect of corporate governance practices on organizational performance. Out of five hypotheses, three hypotheses were approved while two got rejected. The detail findings are shown in the analysis chapter. The study concludes with discussion, limitations and future research directions including implications both for theory and practitioners.


Abbas, A. (2010). Islamic challenges to HR in modern organizations. Personnel Review, 39(6), 692-711.

Abdallah, S., Genaidy, A., Salem, O., Karwowski, W. & Shell, R. (2004). The concept of work compatibility: an integrated design criterion for improving workplace human performance in manufacturing systems. Human Factors and Ergonomics in Manufacturing, 14, 379–402.

Abeysekera, R. (2007). The impact of human resource management practices on marketing executive turnover of leasing companies in Sri Lanka, Journal of Social Sciences,3(3), 233- 252.

Abid, G. Khan, B. Rafiq, Z. and Ahmad, A. (2014).Theoretical Perspective of Corporate performance. Bulletin of Business and Economics, 3(4), 166-175.174

Abid, G. Khan, B. Rafiq, Z. and Ahmad, A. (2014).Theoretical Perspective of Corporate performance. Bulletin of Business and Economics, 3(4), 166-175.

Abid, G., Ahmed, A. 2014. Failing in corporate governance and warning signs of a corporate collapse. Pakistan Journal of Commerce and Social Sciences, 8(3), 846-866.

Abubakr, M. (2006). Managing human resource in the Middle East: Human Resource Management in the United Arab Emirates. London: Taylor & Francis Ltd.

Achieng, R., & Simatwa, E. (2014). Hygiene and motivational factors that influence job satisfaction and dissatisfaction among teachers of public primary schools in kisumu east and west sub counties, Kenya: an analytical study. Educational Research, 5(8) , 296-314.

Achoui, M., & Mansour, M. (2007). Employee turnover and retention strategies: evidence from Saudi companies. International Review of Business Research Papers, 3(3), 1-16.

Acton, T., & Golden, W. (2003). Training the knowledge worker: A descriptive study of training practices in Irish software companies. Journal of European Industrial Training, 27(2), 137-146.

Adams, S. A., Gupta, A. & Leeth, J. D. (2010). Maximising compensation: organisational

Addae, H., Parboteeah, P., & Velinor, N. (2008). Role stressors and organizational commitment: public sector employment in St Lucia. International Journal of Manpower, 29(6), 567-582.

Ahmad, S. & Schroeder, R. G. (2002). The importance of recruitment and selection process for sustainability of total quality management. International Journal of Quality & Reliability Management, 19(5), 540 – 550.

Ahmadi, K. & Alireza, K. (2007). Stress and job satisfaction among air force military pilots. Journal of Social Sciences, 3(3), 159-163

Ahmed, I., Nawaz, M., Iqbal, N., Ali, I., Shaukat, Z. & Usman, A. (2010). Effects of motivational factors on employees job satisfaction: a case study of university of the Punjab, Pakistan. International Journal of Business and Management. 5(3), 70-80.

Akhtar, M. F., Ali, K., Sadaqat, S., & Hafeez, S. (2011). Extent of training in banks and its impact on employees’ motivation and involvement in job. Interdisciplinary Journal of Contemporary Research in Business, 2(12), 793-806.

Alam, S. S., & Yasin, N. M. (2010). An investigation into the antecedents of customer satisfaction of online shopping. Journal of Marketing Development and Competitiveness, 5(1), 71-78.

Albawaba. (2008a). Employee turnover remains regional business's invisible enemy, despite the global crisis says management expert, from

Albert, C., García, C. & Hernanz, V. (2010). On-the-job training in Europe: determinants and wage returns. International Labour Review, 149(3), 315–341.

Albrecht, S., & Bakke, A. B. (2015). Employee engagement, human resource management practices and competitive advantage: An integrated approach. Journal of Organizational Effectiveness: People and Performance, 7 - 35 .

Alchian, A. and Demsetz, H. (1972). Production, information costs, and economic organization. American Economic Review, 62(5), 777-795.

Allen, D. G., Shore, L. M., & Griffeth, R. W. (2003). The role of perceived organizational support and supportive human resource practices in the turnover process. Journal of Management February, 29(1) , 99-118.

Alleyne, B. J. and Elson, R. J. (2013). The impact of federal regulations on identifying, preventing, and eliminating corporate fraud. Journal of Legal, Ethical & Regulatory Issues, 16(1), 91-106.

Almeida, R. & Aterido, R. (2011). On-the-job training and rigidity of employment protection in the developing world: evidence from differential enforcement. Labour Economics, 18, 71–78

Almeida, R. K. & Faria, M. (2014).The wage returns to on-the-job training: evidence from matched employer-employee data. IZA Journal of Labor & Development, 3, 19-28.

Analoui, F. (1994). Training and development. Journal of Management Development, 13(9), 61 – 72.

Anusree, M. R. & Mohapatra, S. (2014). Business Research Methods an Applied Orientation. Springer International Publishing.

Archie B. Carroll. "A Three-Dimensional Conceptual Model of Corporate Performance". The Academy of Management Review, Vol. 4 (1979): 497-505,

Armstrong, M. (2006). A Handbook of Human Resource Management Practice. 10th edition, London.

Armstrong, M. (2009). Armstrong Handbook of Human Resource Management Practice (11th ed.), Kogan page, London.

Artz, B. (2010). Fringe benefits and job satisfaction. International Journal of Manpower, 31(6), 626 – 644.

Association of Graduate Recruiters (1999). The AGR Salaries and Vacancies Survey, Association of Graduate Recruiters, London.

Azeez, S. A. (2017). Human Resource Management Practices and Employee Retention: A Review of Literature.




How to Cite

Kamran, M. ., Farooq, F. ., & Zia-ur-Rehman, M. . (2020). Corporate Governance and Organisational Performance: An Empirical Analysis. Review of Applied Management and Social Sciences, 3(3), 323-338.

Most read articles by the same author(s)

1 2 > >>