Telecom Employees Research Articles

From identification to innovation: how empowering leadership drives organizational innovativeness

Purpose Empowering leadership has a wide range of positive individual employee-related outcomes. However, a limited number of research studies are available emphasizing the overall organization-related outcomes. The major aim of this study is to delve into the function of organizational identification and intellectual capital (structural, relational and human) in mediating the relationship between empowering leadership and organizational innovativeness. Depending upon the resource-based view theory, this study comprehensively investigates the sequential effects of empowered leadership on the mediating roles of organizational identification and intellectual capital in organizational innovativeness.Design/methodology/approach Data were gathered through a self-administered questionnaire, which got 337 responses from telecom employees. To evaluate the hypotheses, the data were analyzed in SEM-M-Plus using exploratory and confirmatory factor analyses.Findings The findings demonstrate that empowering leadership impacts organizational innovativeness with the sequential mediation of organizational identification and intellectual capital (structural, human and social).Practical implications Organizations can identify and encourage leaders who exhibit empowering behaviors such as delegating responsibilities, providing autonomy and fostering a sense of ownership among employees. Also, organizations can foster intellectual capital by providing opportunities for learning, training and development. Additionally, knowledge sharing and collaboration can help to enhance the intellectual capital of employees.Originality/value While much research has been conducted on empowering leadership, the continued development of knowledge and the emergence of new perspectives related to identification and intellectual capital highlights the importance of exploring alternative paths that have been overlooked. Therefore, there is a pressing need to conduct research that takes into account these additional factors.

DIGITAL EMPLOYEE EXPERIENCE AND ORGANIZATIONAL PERFORMANCE: A STUDY OF THE TELECOMMUNICATIONS SECTOR IN OMAN

Purpose – The study aims at assessing the effect of digital employee experience on organisational performance, particularly in the telecommunications sector in the Sultanate of Oman, using quantitative and qualitative analysis. Research methodology – The techniques used in this empirical research include scientific literature analysis, correlation analysis, multiple regression, and sentiment analysis. Findings – The results indicate that organisational performance has a higher association with elements of the digital employee experience like work environment, organisational culture, training availability, technology accessibility, digital tool usability, and leadership support and is statistically significant at the 5% level. Also, 80% of respondents were favourable or indifferent about their digital experience. Research limitations – The study exclusively covers Oman’s telecoms industry and six important digital employee experience elements, so additional factors and industries may be examined further. A direct interview may improve findings since self-reported responses from individuals with demanding work schedules may be biased. Practical implications – Telecommunication companies must increase their efforts to engage employees in the use of digital tools and encourage their employees to utilise the different digital technologies. Originality/Value – The study investigated the six elements of the digital experience of telecom employees and its impact on organisational performance with multiple regression and sentiment analysis.

Mediating Effect of Job Resources on Psychological Wellbeing and Employee Engagement- Centric to Public Sector Telecom in Pandemic, India

The current pandemic brought about by COVID-19 has a reason for unexpected disturbance in all human beings. As the nationwide economy and organizations got an extreme blow with this situation, to handle the present pandemic situation Organizations changed employee’s avatar by shifting workforce from office to home. In these new avatar employees, working conditions with limited job resources like Intra/Internet and phone calls may impact engagement levels compared to earlier. Similarly increased working hours, spending more time with office calls at home, and sometimes near-end family emotions may disturb the psychological conditions of employees. So this research focused on employee’s psychological wellbeing and Job resources and its importance in promoting Engagement. In general, for IT employees work from home is a regular practice whereas coming to Telecom employees the scenario is completely different because of the versatile in the job nature so this research focused on the importance of psychological well-being and job resources in promoting Telco’s employee engagement in Indian pandemic time. From the strong support of Theoretical evidence from the Job Demands-Resources model and theory of Conservation resources, Objectives are framed as to identify the Job Resources that mediates the relation between psychological well-being and employee engagement. The study was centric about Public Sector Telecom employees of India of sample 382 for 65,000 Population and a purposive sampling method of sampling technique is used. By distributing a questionnaire with the help of Google forms primary data was collected. Mediation analysis is carried out with the help of AMOS and conformed the Job Recourses fully mediates the relationship between psychological well-being and employee engagement.

Exploring the mediating role of social capital and pro-social motivation in the relationship between CSR and creative deviance

PurposeThis study aims to explore the underlying mechanisms of the less studied relationship between perceived corporate social responsibility (CSR) (both internal and external) and creative deviance (CD). Based on the signalling and social capital (SC) theories, this study proposes that the relationship between CSR and CD is mediated by both the prosocial motivation and SC of the employees.Design/methodology/approachThis study conducted a survey approach to gathering data and implemented a structural equation modelling technique for analysis.FindingsData collected from telecom employees supported the sequential mediation of both SC and prosocial motivation on the relationship between internally and externally perceived corporate social responsibility and CD.Research limitations/implicationsThe in-depth analysis of the similarities and differences in the internal and external dimensions of CSR is valuable for understanding the antecedents of CD.Practical implicationsThe in-depth analysis of the similarities and differences in the internal and external dimensions of CSR is valuable for understanding the antecedents of CD. Managers can use this knowledge to improve their performance by following better CSR practices that in turn foster SC and CD. By supporting SC, companies will be able to increase their intellectual capital (IC), which is necessary to compete in today's markets.Originality/valueThe present literature is mostly silent on the differences and similarities between perceived CSR and employee creative behaviour: CD. The present study fills this gap by investigating this important relationship and testing its underlying mechanisms for internally and externally perceived CSR separately. The paper puts forward the key role of SC, which is part of IC, in reinforcing the relationship between CSR and CD.

Socio-Demographic Factors in Predicting Organizational Commitment of Nepal Telecom Employees

The study intends to assess the 3-dimensional organizational commitment and its effects on socio-demographic factors such as gender, age, and tenure of Nepal Telecom employees. Random sampling method proportionately to the job position level had been harnessed to collect primary data with survey method and ultimately, 322 samples were gathered. Analysis tools t-test, ANOVA, post hoc analysis harnessed to examine the objectives.
 The study results that age and work experience are significantly associated to employees’ normative commitment while higher working years of employees are different from less experiential employees in terms of overall commitment and continuance commitment.

Can Gender Moderate the Relationship of Mindfulness, Procrastination and Job Performance Among Telecom Employees?

Job demand resource model and self-determination theory is widely used for understanding procrastination, mindfulness, job performance and gender in organizational settings. The job demand resource model has been further used to understand gender as moderator among employee’s with mindfulness, procrastination and job performance. The present study focuses on gender as moderator in mindfulness, procrastination and job performance among male and female employees. The Purposive sampling technique with cross-sectional approach was applied. Mindfulness Attention Awareness Scale (MAAS; Brown & Ryan, 2003), Tuckman’s Procrastination Scale (TPS; Tuckman, 1991), and Job Performance Scale (JP-S; Wright, Kacmar, Mcmahan, &Deleeuw, 1995) were used to collect data from 400 employees working in telecom organizations in Rawalpindi and Islamabad city. The t-test and Hayes process were used to study correlation and moderation among study variables. It has been found female employees have mindfulness and procrastination tendencies then male employees whereas male employees were higher on job performance then female employees. Additionally, gender has non-significant effect on mindfulness, procrastination and job performance among employees. The results support the job resource demand model and self-determination theory. According to JDR model, job demands, and resources play important role in job performance of an employee in organizations and self-determination theory supports that mindfulness inhibit procrastination behavior and improve job performance of employees in organizations. These findings also suggest that procrastination could inhibit job performance among employees. Therefore, job performance could be stimulated by individual mindfulness in male and female employees.

Can Work Engagement and Job Satisfaction Predict Employee Innovation? Case of Indian Telecom Employees

Work engagement is a positive, fulfilling, work-related state of mind that is characterized by vigor, dedication, and absorption. This concept is gaining popularity because of the desirable outcomes it offers to both employers and employees. Job satisfaction describes the extent to which a person is satisfied in his/her present job. Its impact on organizational performance is well known. Employee innovation occurs when creative ideas are originated and implemented in the organization. Innovation is the need of the hour, and despite this, studies about innovation and its antecedents are sparse in the Indian context. The present study attempted to find out the impact of work engagement and job satisfaction on employee innovation. Data were collected from 165 employees working in various telecom organizations in Kerala by using convenient sampling technique. Job satisfaction was assessed using the Minnesota Satisfaction Questionnaire, Utrecht Work Engagement Scale (UWES) was used to measure work engagement, and employee innovation was measured by using the validated Corporate Innovation Survey questionnaire. The results revealed a significant positive relationship between work engagement, job satisfaction, and employee performance. It was also found that work engagement and job satisfaction individually as well as collectively impacted employee innovation. The study established that significant influence on employee innovation was more when work engagement and job satisfaction were combined. The study offered valuable insights to both practitioners and academicians by significantly contributing to the existing body of knowledge.

The Measurement of Employee Turnover Intentions in Telecom Industry of Bangladesh

Telecom industry is a booming industry in Bangladesh. This industry has seen a tremendous growth in mobile penetration that has exceeded all expectations with over 154 million subscribers as of August 2018 versus only 4 million in 2004. To ensure sustainable growth of this large industry, the organizations have to recruit and retain their intellectual resources. In this age of highly volatile business environment, telecom companies of Bangladesh are continuously exposed by the job changing attitude of their valued employees. The employees are prone to switch their jobs to make their career advancements rather than focusing on the fundamental development of their organizations. They leave organizations for numerous reasons ranging from financial to personal ambition and in some case supervisor’s behavior, organizational culture and the working environment. Hence, this paper aims at identifying the significant factors that influence employee turnover in telecom industry of Bangladesh. The purpose of the study is to identify the factors that lead to employee turnover in these organizations. To conduct this research, 206 telecom employees at different levels were selected from three largest telecom companies of Bangladesh and interviewed. The sampled companies are: Grameen Phone Ltd, Robi Axiata Ltd, Banglalink Digital Communications Ltd. A structured questionnaire was used to collect primary information which was scored according to the liker-scale. Both descriptive and inferential statistics were used in analyzing data collected from survey. Multivariate analysis technique like factor analysis was performed to identify the factors of the turnover intention of the telecom employees in Bangladesh. Multiple regressions were run to identify the relationships between the factors identified and the overall turnover intention of the employees in this sector. The results show that there are seven factors concerning the turnover intension of the telecom sector industry of Bangladesh. The factors are: dishonesty and conflict with the supervisor, fulfillment of personal demand and promotion, supervisor change induces job switch, unfair performance influence turnover, alternative employee affects turnover, geographic location affects turnover decision, and fringe benefits help staying in the company.

Perception of private telecom employees towards unfair HRM practices: an empirical investigation

The aimed of this research paper is to explore the unfair human resource management (HRM) practices in the private telecom company located in the Kingdom of Saudi Arabia. The total 120 employees were selected randomly from two private telecom companies to gather the information about the unfair HRM practices for this research. A questionnaire that consists of biographical information blank and unfair HRM practices was administered to the employees to identify the unfair HRM practices. The questionnaire was validated using appropriate techniques and the level of unfair HRM practices among the sample was assessed. The results of the study have provided some interesting findings relevant to the current industries. The investigator has incorporated certain suggestion to implement fair HRM practices so as to create vibrancy and passion among the employees to perform effectively.

APPRECIATION: AN EMPIRICAL REVIEW ON THE COLOSSAL IMPACT ON TELECOM INDUSTRY EMPLOYEE RETENTION IN MALAYSIA

The purpose of this study is to examine the colossal impact of appreciation on employees’ retentionin a telecom industry in Malaysia. A structured Likert questionnaire ranging from strongly agree to strongly disagree will be used for purposes of data collection; while Structural Equation Modeling (SEM-Amos) will be used for the data analysis. Moreover, the respondents will be, employees of Telekom Malaysia in Melaka. Subsequently, this present study having explore various literature that are significant to employee’s intrinsic reward and retention aim to provide updated literatures most especially for researchers in the field of industrial psychology and management generally. This studyalso aim to provide more literature on appreciation as an endogenous and intrinsic motivational factor that can be used in the organization to motivate employees. Keywords: Employee Appreciation, Telecom employees, Telecom Industry, Retention, Malaysia

An Empirical Investigation on Work-Life Balance among Telecom Employees: Emerging HRM Interventions With Reference To Nokia Siemens Networks & Ericsson Telecommunications

An Empirical Investigation on Work-Life Balance among Telecom Employees: Emerging HRM Interventions With Reference To Nokia Siemens Networks & Ericsson Telecommunications

Employees’ organisational commitment and its impact on their actual turnover behaviour through behavioural intentions

Purpose– The purpose of this paper is to empirically test an integrated model incorporating the constructs of organisational commitment (OC), behavioural intentions (BI), actual turnover behaviour (ATB) and telecom work characteristics (WC) so as to examine the impact of commitment on employees’ BI, whereby they wish to dissolve their relationship with the employment provider.Design/methodology/approach– Structural equation modelling technique has been used to test the data collected through questionnaire from a sample of 139 employees including managers and executives across the hierarchy of an Indian telecom organisation named Aircel Dishnet Ltd from the Jammu and Kashmir circle head office in India.Findings– The theoretical constructs were validated before incorporating the hypothetical structural model. SEM results indicate a good fit to the empirical data. The findings confirmed that affective, continuance and normative commitments lay significant impact on employees’ OC. Also, commitment influence attitudes, subjective norms and perceived behavioural control, thereby affecting the BI of the employees. An indirect significant impact of OC on the ATB was also revealed. A partial mediation of WC was also found between BI and ATB.Research limitations/implications– The generalisability of the study is limited as the sample concentrates to one organisation of a single industry in India.Practical implications– The study provides insights for the policy makers to create and develop mechanisms and programmes leading to the enhancement of affective OC for employee retention.Originality/value– The model clearly explains telecom employees’ OC and its impact on the ATB through their BI. Though the findings do not reveal any component of commitment to lay more impact on OC, it exhibits higher career commitment than OC among the telecom employees.

BEHAVIORAL AND ATTITUDINAL RESPONSES TO ORGANIZATIONAL JUSTICE MEDIATED BY JOB SATISFACTION WITH LOCUS OF CONTROL AS A MODERATOR: A STUDY OF TELECOM SECTOR OF PAKISTAN

The purpose of this study is to explore organizational justice outcomes in telecom sector of Pakistan. The tested model proposes a path through job satisfaction to improve organizational commitment among firms in the competitive industry. Data was collected from 120 telecom employees in three companies. Results from regression analysis show job satisfaction to explain attitudinal response to procedural justice. Mediation effects were not supported for absenteeism. Strict controlling measures in the private sector and fear of job loss do not enable employees in the sector to respond by being absent, despite being dissatisfied. No moderation was seen for procedural justice effects on job satisfaction. Overall implications for telecom sector managers are also discussed.

Impact of Emotional Intelligence (EI) on employee's performance in telecom sector of Pakistan

To reveal the efficacy of the emotional intelligence (EI) construct in organizational studies, this study focuses on the impact of EI on employee’s performance among telecom employees in Pakistan. The paper examines the impact of four significant aspects of EI that is self awareness, self management, social awareness and relationship management. Data was collected from five telecom companies by using questionnaires. The results revealed that a positive relationship exits between social awareness and relationship management and employee’s performance while self awareness and self management were not found significantly related to employee’s performance. Telecom sector needs to consider meaningful features of EI as a strong predictor for efficient performance of employees.

Vocational identities in change in the telecommunications sector

During the last decade the telecommunications sector has undergone an accelerated structural change in work organisation, qualification profiles and the mode of socialisation at work. Telecommunications is taking the lead when it comes to the dynamics of vocational identity transformation. Classical models of vocational identities are declining in favour of a new “negotiator‐network/mobility” mode of socialisation at work. The latter is mainly taken in charge by a new generation of telecom employees who are mobile, flexible and proactive in constructing their own work identities and project‐based work activities. This paper examines the key findings of the FAME project investigation in the telecommunications sector in France, Germany and the UK. The first section focuses on the employers' perception of the contextual background for change. The second section examines employees' responses to these structural changes and new modes of socialisation at work. The concluding section highlights some overall trends and implications.

Repetition strain injury: The australian experience—1992 Update

In the early 1980s in Australia an occupational phenomenon that became colloquially known as struck the upper limbs of the Australian workforce with such voracity that 2000 cases in the state of Victoria were reported in 1985. In the same year 34% of the national telephone company's operators complained of this phenomenon? This phenomenon became so prevalent that those of us dealing in upper limb disorders were overwhelmed to the exclusion of the normal practice of hand surgery; the clinical evaluation was extremely time consuming, as these patients' clinical presentation did not fit any known physical entity and none responded to physical n'eatment. It became apparent to us that the term repetition strain injury (RSI) although quite possibly conceived in good faith, was inappropriate, misleading, and unscientific. This phenomenon was not associated exclusively with repetitious tasks. It affected data processors, VDU operators, process workers, typists, clerks, cashiers, bank tellers, musicians, packers, machinists, and textile workers--occupations where the manual tasks and work practices had not changed substantially for a decade prior to or during this epidemic. These occupations required different tasks, used different joints and muscles at different rates, and are performed with different degrees of difficulty. It was also seen in workers not engaged in repetitive movement, such as retail sales assistants, implying that repetitious use and motion of the upper limb was not the common denominator. In fact Hocking's 1987 study of Telecom employees (the government-operated national telephone company), revealed that the highest rate of RSI was in telephonists (34%) who had the lowest key stroke rate, followed by clerks (28%); however, keyboard workers who had the

The 'Work Ethic', Non-Work and Leisure in an Age of Automation

This article examines the attachment to the 'work ethic' and the potential for increased leisure in the face of the promise of micro processor and microelectronic technology and situates it within the history, nature and meaning of paid work in western capitalist societies. In a world of steadily shrinking employment, a strong adherence on the part of the young to the 'work ethic' is noted. Drawing upon a data sample of nearly 1,000 Telecom employees in Queensland, the attachment of technicians to paid work is assessed. As highly skilled workers they are found to be intensely bound to paid work except for those aged 51-60. An interest in early voluntary retirement is also present amongst those over 40. The young and the older age groups are preparing to bear the brunt of dwindling opportunities for paid employment. Just as adherence to the 'work ethic' is strong, so concepts of leisure are inappropriate for the kind of society which lies ahead.