Pakistan Telecommunication Company Research Articles

Exploring the mediating role of psychological factors in the relationship between supervisor support and job performance

Purpose Social exchange and social learning theories are widely used in many disciplines, but there is little research on the relationships between supervisor support and job performance in a developing context. Therefore this study aims to examine the links between supervisor support and job performance with the mediating role of psychological factors; empowerment and self-confidence. Design/methodology/approach Data for this study were collected from 364 employees working at Pakistan Telecommunication Company Limited. Partial least square structural equation modeling was used for the analysis. Findings The results revealed that supervisor support stimulates job performance. Empowerment and self-confidence both partially mediate the relationships between supervisor support and job performance. Practical implications This study adds to the current body of literature by providing insight into the influence of perceived supervisor support on job performance through the mediating role of psychological factors. Originality/value To the best of the authors’ knowledge, this is one of the very few studies exploring the relationships between supervisor support and job performance in developing contexts, particularly focusing on the mediating mechanisms of empowerment and self-confidence.

Examining the nexus between situational factors and job performance through the mediating role of work engagement and self‐efficacy

The situational perspectives theory of job performance is a fundamental aspect of organizational and managerial psychology. Consequently, there is growing interest in conducting additional research to assess situational factors and job performance through the theoretical frameworks of social learning and social exchange theories, which are seldom applied in these domains. The data has been collected from 365 employees working in Pakistan Telecommunication Company Limited (PTCL). It was found that supervisor support stimulates job performance. It is also deduced that self‐efficacy mediates the relationship while work engagement does not mediate the relationship between supervisor support and job performance. The situational perspectives theory of job performance provides a supportive framework for the development of PTCL employees. This work should be of interest in the area of situational factors and performance improvement. This study is one of the very few studies conducted to empirically assess the influence of situational factor on performance through the mediating role of work engagement and self‐efficacy.

Organization Sustainability through Employee Green Behaviour and Ethical Leadership: The Influencing Role of Employee Machiavellianism

Objectives. The objective of the present research is to investigate the impact of ethical leadershipon employee green behaviour and sustainability, along with the moderating role ofMachiavellianism. In today’s global era, it is challengeable for the employees to practice greenbehaviour in the workplace. The current study analytically analyses the relationships amongethical leadership, employee green behaviour, Machiavellianism and sustainability.Method. Self-administered questionnaires were administered to gather data from 390 manageriallevel employees of Pakistan Telecommunication Company. Five-point Likert scale has been usedas a measurement scale.Results. Partial least square (PLS) SEM is used to test the survey results of the proposed model.The study findings support the argument that ethical leadership has a significant positive effect onemployee green behaviour. Also, Employee green behaviour positively mediates the relationshipbetween ethical leadership and sustainability. Besides, Machiavellianism and green practicenegatively moderates the relationship on sustainability. The present study is one of its kind toexpand the scope of employee Machiavellianism by revealing that Machiavellianism negativelyinfluences green behaviour and sustainability.Conclusion. Our findings show various ways which will help the organisations to focus onemployee green behaviour and reduce the effect of employee Machiavellianism to get sustainableenvironment. Also, the present study suggests human resource managers to understand employeegreen behaviour in the workplace more better.

Authentic leadership traits, high-performance human resource practices and job performance in Pakistan

PurposeThis empirical study aims to explore the linkage among authentic leadership traits and job performance via the mediating role of high-performance human resource practices (HPHRPs) in a developing country context. Social exchange theory and trait theory are widely employed in many disciplines but seldom applied to job performance among Pakistan Telecommunication Company Limited (PTCL) employees.Design/methodology/approachThe sample of the study is PTCL's employees. A cross-sectional design was employed and data was collected from 377 employees via questionnaire. This is an exploratory study; therefore, partial least square–structural equation modeling (PLS-SEM) was employed to answer the research questions.FindingsThe findings of this study revealed that relational transparency, directly and indirectly, influenced job performance with the partial mediating role of selective staffing and extensive training. Furthermore, balance processing, directly and indirectly, influenced job performance with the partial mediating role of incentive reward, while self-awareness, internalized moral perspective, employment security and result-oriented appraisal were insignificant influences on job performance.Practical implicationsThe results of the study delineated practical applications for both the researchers and policymakers. The results of this study would also augment the body of knowledge on human resource practices in both developed and developing countries.Originality/valueThis study found and reported authentic leadership traits and HPHR as the main sources of job performance in PTCL. This study empirically examined the influence of authentic leadership traits on job performance with the mediating role of a bundle of HPHRPs in a developing context.

Customer Churn Prediction using Predictive Analytics in Telecommunication Market: A Review

In the face of extreme competitive telecommunication market, the cost of acquiring new customer is much more expensive than to retain the existing customer. Therefore, it has become imperative to pay much attention towards retaining the existing customers in order to get stabilize in market comprised of vibrant service providers. In current market, a number of prevailing statistical techniques for customer churn management are replaced by more machine learning and predictive analysis techniques. This article reviews the customer churn prediction problem, factors escalating the phenomena, prediction through predictive analytics, steps for processing of predictive analytics and evaluation of performance metrics for various churn prediction models are surveyed. Moreover, the CRM data from Pakistan Telecommunication Company limited as case study to discuss the process of data mining and predictive analytics for customer churn prediction.

Customer churn prediction using predictive analytics in Telecommunication Market: A Review

In the face of extreme competitive telecommunication market, the cost of acquiring new customer is much more expensive than to retain the existing customer. Therefore, it has become imperative to pay much attention towards retaining the existing customers in order to get stabilize in market comprised of vibrant service providers. In current market, a number of prevailing statistical techniques for customer churn management are replaced by more machine learning and predictive analysis techniques. This article reviews the customer churn prediction problem, factors escalating the phenomena, prediction through predictive analytics, steps for processing of predictive analytics and evaluation of performance metrics for various churn prediction models are surveyed. Moreover, the CRM data from Pakistan Telecommunication Company limited as case study to discuss the process of data mining and predictive analytics for customer churn prediction.

Impact of Employees Core Self-Evaluations on Employee Engagement: Moderating Role of Organizational Culture

Core self-evaluations have predictive value for crucial work outcomes. However, less attention is given to examine the relationship between employee core self evaluations and employee engagement. Based on trait activation theory present study propose a research framework that examines the relationship of employee core self evaluations with employee engagement accompanied by organizational culture as a moderator. It was assumed that employees core self evaluation traits significantly interacts with their perception about the organizational culture and produce valuable work outcome like employee engagement. Confirmatory factor analysis was performed to demonstrate validity and reliability of proposed model and structural equation modeling was used to examine hypothesized model. The proposed model was supported empirically by data collected from 537 employees working in different branches of Pakistan Telecommunication Company limited (PTCL). The result indicated core self evaluations of employees as predictor of their engagement levels, also innovative and supportive organizational culture were found to have positive moderating effect on the relationship of employee core self evaluations with employee engagement.

National and Professional: Anchoring High Performance in PTCL

With the story line of the senior HR leadership team at Pakistan Telecommunication Company Limited (PTCL) gathered to reflect on HR function’s evolution since PTCL’s privatization in 2006 to UAE telecom conglomerate Etisalat Group, this case focuses on PTCL’s journey as this corporate giant went through large-scale structural and cultural changes in an attempt to become more performance-centric. The decade long journey covers major changes, for example, a reduction in the size of workforce from 64,000 to 18,000, a move from annual confidential reviews to a balanced scorecard approach in performance management, adoption of the HR business partner model, and various leadership development initiatives. Overall, the case presents a real-life story of evolution of the HR function from an administrative to a strategic role in a large organization. It allows for an in-depth discussion on the adoption of best practices belonging to the academic framework of high performance work practices (HPWPs), and portrays the effects of Pakistan’s distinct national culture and contextual factors on implementation of HPWPs. The case can also be used to enhance familiarity and awareness of Pakistani national culture in the international academic and business community for future research and business opportunities.

Impact of Products, Promotion and after Sale Services on Satisfaction of PTCL's (Pakistan Telecommunication Company Ltd.) Customers

Our study's objective is to check the two casual relationships, the first relationship between Products and Promotions and Customer Satisfaction of PTCL's Customers. The second causal relationship between after sale services and customer satisfaction of PTCL's customers.

Impacts of Network Efficiency on Number of Customers - A GIS Perspective: Study of Telecom Industry in Karachi

The efficiency of utility networks played an important role to attract the new customers and to attach the existing customers with the services. Utility services may belong to provide electricity services, telecommunication, gas supply etc. In telecommunication industry, network elements that installed in ground having direct impact on the number of customers. Pakistan Telecommunication Company Limited (PTCL) is not only the giant telecom service provider and backbone of country’s telecommunication infrastructure but also it played an important role in the economy of the country. It has the largest fixed line network but due to many reasons a large number of customers are shifted from landline connections to other cellular services. From this study it is concluded that approximate 60% network elements have bad, 19% network elements have an average jumpering status within the installed units. As far as physical status is concerned 40% of the network elements have bad physical condition means that the unit becomes rusty or damaged. All such factors are responsible to create noise or cross talking in the landline connection that results the reducing number of customers. GIS is an effective tool which is being used throughout the world to monitor the efficiency of installed network that’s why intelligent maps are developed in this study through GIS techniques to point out the affected areas

Procedural Fairness in Restructuring and Layoffs between two Telecom Companies of Pakistan

This study compares impact of Procedural Fairness in Layoffs and Restructuring on Employee satisfaction between two telecom companies [Pakistan Telecommunication Company Limited (PTCL) and Nokia Siemens Network (NSN)] operating in Pakistan. An instrument is developed to collect data, through convenient based nonprobability sampling, whereas, sample size of the target audience is determined through Power and Precision method. Correlation coefficient shows strong positive association between Procedural Fairness in Restructuring and Layoffs with Employee Satisfaction in case of NSN then PTCL. Moreover, regression analysis show that Procedural Fairness in Restructuring and Layoffs are fairer in case of NSN as compare to PTCL. These processes have matured in case of NSN, where employees are more satisfied with the Procedural Fairness in Layoffs than Restructuring. Whereas, employees are not or least satisfied with the Procedural Fairness in Restructuring and found these procedures as shock in case of PT,with the least satisfactory level.

Pay and Job Satisfaction: A Comprehensive Analysis of PTCL after its Privatization

Job satisfaction has major impact on PTCL(Pakistan Telecommunication Company Limited)after it was privatized and had been studied by many researchers and many of them providedgood arguments that how it affected the job satisfaction of employee on the firm after it was privatized. It has been recognized that job satisfaction can play a vital role. We examine the impact of human job satisfaction when the firm privatized. We identify different variables onthe basesof job satisfaction.In this research paper different components of job satisfaction had been identified i.e. Promotion, Pay, Recognition, Supportive Management and Organizational Commitment. To find out its relation of job satisfaction of the employees, working in different types of organization such as public and private organizations etc.This term was taken to visiting PTCL (Pakistan Telecommunication Company Limited) to understand the effect of job satisfaction on both employee and organization.The result revealed that job satisfaction has significance correlation with privatization of firm and employee’s. However job satisfaction showed significant correlation with the dependent variable.Job satisfaction is a mental position of an employee that changes with time that arise factors of satisfaction and dissatisfaction. Gratified employees will feel more confident and answering to the organization commitment dissatisfied employee will lead to ambiguity.

Losing the Landline Market: A Critical Analysis of Pakistan Telecommunication Company Limited (PTCL)

Pakistan Telecommunication Company Limited (PTCL) covers the 96% of fixed local lines subscribers. It acts like a monopoly in the landline market but facing the sluggish growth in last eight years. We analysed the major causes of this back-through in this era of modern telecommunication and technology. We used primary data collected via well-structured questionnaire from subscriber of PTCL landline. They revealed that the major determinants of slow down are introduction of smart mobile phones, innovative offerings and promotions and customer’s facilitations service centres response. The validity of argument is tested with the help descriptive as well statistical techniques. Bar diagrams and Chi-Squares supports the argument validity. Introductions of smart mobile phones greatly exaggerated the declining trend in fixed line subscribers. Innovative offerings and promotions has nonentity significance except DSL facility to landline subscriber. Customer facilitations centre response is too poor and act as a major retarding factor for growth of PTCL fixed line subscriber. On average minimum 3 days are required to remove the technical fault faced to fixed line subscriber. The study suggests that the firm may focus on providing services in adjoining areas of cities, introduce smart mobile phone wireless connections, offering competitive and economic bundles to landline users, innovative and quality after sale services to his landline subscribers to recap the market.

An Exploratory Study of Appraisal Techniques From Pakistan Telecommunication Company Limited ( Ptcl )

Performance Appraisal has drawn an unparalleled and unprecedented attention of researchers over more than last three decades. Selection of an appropriate and suitable performance appraisal technique has all the times been a point of concern for most of academicians as well as managers. The idea to do this study is to find the most effective and appropriate performance appraisal method from manual/traditional and computer based appraisal technique. Numerous Secondary data sources were explored and reviewed from different sources. The results showed that the employees consider online based performance appraisal system to be more beneficial and accurate. Moreover, the study revealed that employee job satisfaction and retention can also be enhanced by applying the right kind of appraisal method from the two above mentioned techniques. Moreover software based performance appraisal system supports management and employee participation, and brings greater consistency and accuracy thus ensuring equity within the organization among its employees. By abandoning ineffective, paper-based processes, the company can ensure tighter links between employee and organizational goals thus producing stronger performance evaluations that integrate more closely with compensation, employment planning, retention, and more.

A study of work environment and employees’ performance in Pakistan

This study investigates the work environment and employee performance in Pakistan. It aims to test a model based on five dimensions of work environment and their effect on the performance of employees. The data were collected from 115 employees of Pakistan Telecommunication Company Limited (PTCL) and processed through Statistical Package for Social Science (SPSS) to apply statistical tests, that is, descriptive statistics, Pearson’s correlation and regression analysis, to investigate the relationship of the selected variables. The results of the study reveal that most of the employees are males working at the supervisory level. The Pearson’s correlation results show that all the independent variables have strong and significant relationship with employee performance, especially physical working conditions which reflect the strongest positive and significant relationship. Whereas the results of regression analysis reveal that performance of employees mostly depends on physical working conditions, training and development and communication practices. It was concluded that the entire hypotheses were upheld. The work environment has an impact on an individual’s ability to work safely, competently and in compliance with operational performance targets. It is necessary to train the employees to efficiently and effectively handle the work overload. The current study suggests that improvement in the working conditions leads to better employees’ performance. It could result into improved performance of the organization due to retention of employees and the retained employees try their best to perform well at their work places. Key words: Work environment, employee performance, Pakistan.