Examining the nexus between high-commitment work systems and sustainable performance: evidence from the telecommunication sector

Purpose The research aims to determine how high-commitment work systems (HCWS) relate to sustainable performance (SP) in the Pakistani telecommunication sector with the help of innovative work behavior (IWB) and employee well-being (EWB), as a mediating factor. Design/methodology/approach A quantitative survey design was employed, utilizing a cross-sectional approach. The data were gathered among 555 workers of the leading telecom firms in Pakistan. The hypotheses were tested and validated with structural equation modeling of SmartPLS 4.0. Findings HCWS has a positive effect on SP directly and indirectly through the intervention of IWB and EWB. The HCWS-SP relationship is partially mediated by IWB and EWB, with the variance accounted for of 54.41% and 51.62%, respectively. The findings confirm the strategic HR importance in improving organizational innovation, employee welfare and SP. Research limitations/implications The study is also restricted to the telecom industry of Pakistan, and the research is cross-sectional, limiting the level of generalization and causation. The future studies can take into account longitudinal research, other sectors, and other moderating factors such as the leadership style and organizational culture. Practical implications Telecommunication companies and other organizations within emerging economies can improve SP by using HCWS that foster innovation and well-being. Participatory decision-making, training, job security and free flow of communication are important. Originality/value The study offers a theoretical synthesis of resource-based view and conservation of resources theories that has not been neglected. It shows how high-pressure strategic HR systems in an emerging economy (Pakistan) act as buffers in an organization, transforming institutional investments into individual psychological capital, which leads to the eventual sustenance.