Telecommunication Organizations Research Articles

Machine Learning Models for Customer Segmentation in Telecom

This paper throws light upon the role of machine learning in refining customer segmentation for telecom organizations. Customer segmentation becomes a critical initiative for telecom companies to tailor respective services and customer experience. It discusses the distinction between traditional and advanced machine learning models, including supervised, unsupervised, and hybrid models that are compared in terms of segmentation methods, data requirements, and model evaluation techniques. The article delves into machine learning capabilities to help differentiate customers with enhanced accuracy, thus illuminating insights into business strategies, implementation challenges, and future trends in telecom analytics.

The Role of Iot in Manufacturing Process Improvement and Sustainable Development

Objectives: The developing interest among associations for productive systems administration arrangements and computerization capacities is expected to fuel the requirement for big business programming and administrations in enormous endeavors. The rising meaning of vital choices and assigning assets is one more component expected to fuel the portion's development. [10] Because of an expansion in government drives, including advanced crusades like web-based entertainment showcasing, video promoting, and web crawler advertising, the SME class is expected to grow. Methods: With the increasing amount of sensitive data being stored and transmitted online, the need to protect against cyber threats has become more pressing by using statistical modelling. Result: Different organizations are developing their business activities to serve more extensive business sectors, provoking the interest for business arrangements and administrations that permit associations to give answers for their shoppers effectively. The developing government support for the advanced change of organizations in creating economies is empowering IT and telecom organizations to create more current programming arrangements, driving the portion development. Conclusion: Distributed computing permits organizations to access and utilize registering assets over the web, as opposed to keeping up with their own actual foundation. This pattern is supposed to keep on developing as additional organizations shift to cloud-based administrations.

The roles of team collective voice and team autonomy in promoting team innovative performance through routine changes

PurposeThe team collective voice (TCV) concept has received limited attention in existing research despite its potential significance, particularly within Eastern cultural contexts. Hence, this paper aims to extend the employee voice literature by conducting a comprehensive exploration of the role of TCV as opposed to individual voice (IV) in promoting team innovative performance (TIP).Design/methodology/approachThe theoretical model is tested with survey data collected among ICT employees who work in large telecommunication organizations in Vietnam.FindingsTCV was used more by participants than IV. Both IV and TCV exhibited noteworthy influences on TIP explained by the role of routine changes, with TCV serving as a full mediator for the relationship between IV and TIP. In addition, team autonomy (TA) also significantly enhanced TIP.Originality/valueBy measuring TCV as shared and consensus team voice, this study makes significant contributions to employee voice literature. It not only confirms the prevalence but also offers insightful explanations for why Vietnamese employees tend to favor TCV over IV. Additionally, the findings enrich the innovation literature by presenting a novel perspective on how employee voice can enhance TIP through the introduction of exogenous routine changes. It introduces a unique perspective on employee voice as a form of a search routine, distinct from Nelson and Winter's (1982) conceptualization of search, generating changes in lower-order routines, ultimately contributing to enhanced team innovation and performance.

An Integrated Approach to Cyber Risk Management with Cyber Threat Intelligence Framework to Secure Critical Infrastructure

Emerging cyber threats’ sophistication, impact, and complexity rapidly evolve, confronting organizations with demanding challenges. This severe escalation requires a deeper understanding of adversary dynamics to develop enhanced defensive strategies and capabilities. Cyber threat actors’ advanced techniques necessitate a proactive approach to managing organizations’ risks and safeguarding cyberspace. Cyber risk management is one of the most efficient measures to anticipate cyber threats. However, it often relies on organizations’ contexts and overlooks adversaries, their motives, capabilities, and tactics. A new cyber risk management framework incorporating emergent information about the dynamic threat landscape is needed to overcome these limitations and bridge the knowledge gap between adversaries and security practitioners. Such information is the product of a cyber threat intelligence process that proactively delivers knowledge about cyber threats to inform decision-making and strengthen defenses. In this paper, we overview risk management and threat intelligence frameworks. Then, we highlight the necessity of integrating cyber threat intelligence and assessment in cyber risk management. After that, we propose a novel risk management framework with integrated threat intelligence on top of EBIOS Risk Manager. Finally, we apply the proposed framework in the scope of a national telecommunications organization.

Is role clarity and workplace autonomy the key dilemma for multinational telecommunication organizations in developing countries?

Is role clarity and workplace autonomy the key dilemma for multinational telecommunication organizations in developing countries?

Unlocking sustainability: the dynamic nexus of organizational support, identification, and green HRM practices in cultivating pro-environmental excellence

PurposeThere is a growing need to promote and practice sustainable HRM to foster greener organizations with trained employees who have an attitude and behavior to preserve depleting resources. The purpose of this study is to highlight the importance of sustainable green human resource management (Green HRM) practices along with organizational identification (OI) as a mediating factor and perceived organizational support (POS) as a moderating factor.Design/methodology/approachQuantitative methodology was used, and the data were collected from 311 employees working in telecommunication organizations located in the twin cities of Rawalpindi and Islamabad, Pakistan. Results of the study are based on the structural equation modeling technique using Smart-PLS.FindingsFindings revealed that OI proved to be a significant positive mediator between Green HRM and organizational citizenship behaviors for the environment. POS also proved to be a significant moderator on the relationship between Green HRM and OI.Research limitations/implicationsThe study is limited to the two cities of Pakistan; future studies can focus on more cities so that the results can be more generalized.Practical implicationsThis study will especially be useful for HR practitioners to develop mechanisms to initiate and encourage sustainable HR practices.Social implicationsOrganizations’ positive position is established through the inculcation of green activities among their employees. Thus, a sense of responsibility and attachment among employees toward green behavior makes them good citizens. It also works well for their organization as well as for the environment. Moreover, it preserves environmental resources and helps ensure sustainability.Originality/valueThe research paper was aimed at exploring the importance of sustainable Green HRM practices in a developing country like Pakistan.

Customer Churn Analysis in Telecom Organization

Customer Churn Analysis in Telecom Organization

Role of Employee Leadership and Community Engagement Roles in Telecommunications Sector Growth in Somalia

This descriptive cross-sectional study discussed the relationship between job crafting and community engagement in the telecommunications sector of Somalia. A total of 95 respondents were interviewed and data was analyzed by SPSS version 26. Job crafting, work engagement, work environment, HR policies, Regular Training facilities, and years of job experience directly influence the crafting of employees and the level of community engagement in telecommunication organizations. The average working experience of telecommunication staff was 6.35±4.069 years and there was a strong association between employee years of experience and monthly income (x2= 41.25, df = 11, Gamma V= .37, Lamda λ = .41 cOR= 1.58; 95% CI = 1.655–2.56; P = 0.02). There is an association between being treated fairly in this organization and policy practices (χ2 =18.40, DF= 5, p =.05). There is never pressure to finish their work on time and this aligned with the crafting of employees of the organization (χ2 =16.80, DF= 6, p =.02). Majority of organization have no good retirement and insurance plans for current employees (χ2 =16.45, DF= 6, p =.001). It has been found that an association exists between proactively working for community engagement and policy practices for employee training programs (χ2 =19.75, DF= 6, p =.05). The majority of employees struggle with a shortage of quality training on engagement process (χ2 =20.44, DF= 6, p =.02). Respondent seems unhappy about engagement process of the organizations (χ2 =16.50, DF= 6, p =0.05).

Impact of Work-Family Conflict on Deviant Workplace Behaviors in Telecom Sector Organizations of Pakistan: Moderating Role of Islamic Work Ethics

The challenges of the information era and accessibility have reshaped the organizational environments and work dynamics. The issues originating from complex corporate cultures directly affect employees and their families and cause undesired behaviors at work by employees. To mitigate the instances of these behaviors, there is a need to understand the psychological condition of the employees involved in such undesired behaviors. The study focuses on the effect of work-family conflicts on deviant workplace behaviors by exploring the moderating role of Islamic work ethics. Data of 350 operational managers from four government and 26 private telecom organizations selected randomly in Pakistan was collected using a convenience sampling technique. The respondents were required to fill in the online questionnaire. The results indicate that work-family conflicts are positively and significantly related to deviant workplace behaviors and Islamic work ethics moderates this relationship. The introduction and implementation of Islamic work ethics can help in creating a progressive, cordial work environment and a system having better output in terms of performance, reliability and ownness. A “CIRCLE” approach (C - Code of Conduct & Clear Communication, I - Incentives and Accountability, R - Reinforcement and Review, C - Cautious Hiring Process, L- Leadership Commitment/ Top to Bottom Approach, E - Ethical Training Regime) is recommended for the organizations to attain an exponentially evolving and improving organizational workplace environment.

The Role of Social Media in Promoting Organizational Brand: A Case of Telecommunication Organizations in Tanzania

The Role of Social Media in Promoting Organizational Brand: A Case of Telecommunication Organizations in Tanzania

The influence of leadership styles on employee performance in telecom companies of Bangladesh

Leadership styles have drawn much attention in a cutthroat business world. As a result, the standardization of human resources management goals has gained much popularity. However, if there is a meaningful and established process to be used in leadership activities, an organization may be able to realize its purpose within the specified time. This study aims to determine how several leadership styles – transformational leadership, charismatic leadership, democratic leadership, and transactional leadership – affect employee performance. The data were obtained using a self-reported questionnaire adapted from prior studies; the paper employed purposive and convenience sampling methods to receive information from 260 employees of several telecommunication companies in Bangladesh. For this study purpose, SPSS version 26.0 was used to conduct the necessary statistical analyses, and the construct reliability was evaluated using Cronbach’s (a) coefficient value of 0.70 or higher. According to the findings, transformational leadership, charismatic leadership, democratic leadership, and transactional leadership have a favorable relationship with employee performance in telecom organizations. Thus, decision-makers and other practitioners need to learn how to recognize diverse leadership philosophies and their effects on employee performance from an organizational perspective. Finally, the study recommends that leaders transition from highly traditional leadership styles to more participative and positive ones.

Effect of Screen Media Technologies on Physical and Psychological Well Being in Middle Aged Adults

Screen media technologies (SMTs) has become an essential part of human life and almost everybody, irrespective of their age group, uses one or the other screen media technologies. Increased dependency on SMTs is raising concerns over their ill effect on the psychological health of its users. The present work aims to study the impact of social media usage and laptop/computer on psychological and physical health. This is a cross-sectional study of the middle management employees of a major Indian telecom organization. The analyses were carried out using structural equation modelling (SEM) approach. Results suggested that neck pain is directly related to cognitive stress, somatic stress, and laptop/computer usage. Cognitive stress was indirectly related to Instagram and WhatsApp use. Behavioural stress had no direct or indirect relationship with social media or laptop/computer use. Using a laptop/computer is found to be the most critical factor contributing to neck pain in Indian middle-aged adults working in an office environment.

Happy Employees Drive Happy Customers

VodafoneZiggo, a telecommunications organisation based in the Netherlands, has applied service design for many years in order to review and improve service delivery to its customers. In particular, customer journeys and personas have been embraced as useful methods. While these projects initially focused on customer experience, the service design approach is now also being applied to employee experience projects.

Balancing the Scales: an Investigation of Work-Life Balance Among Women in a South African Information and Communications Telecommunications Organization

Purpose – The study’s purpose was to determine the extent to which female information and communications technology professionals are aware of work-life balance policies. Aim - The objective was to assess employee understanding of work-life poli-cies in effect at their place of employment. Methodology – To analyze female employees’ experiences with work-life balance and their awareness of work-life balance policies in their organiza-tion, data from female information and communications technology profes-sionals (n=50) were collected using a quantitative technique and cross-sectional survey design. The study used inferential statistics like Analysis of Variance (ANOVA), Pearson’s product-moment correlation, and T-tests as well as descriptive statistics like Measure of Central Tendency and Dispersion to analyze the data. Findings - According to the study, the majority of employees were aware that their organization had a separate work-life balance policy. Limitations of the study – Only one organization was used to test the idea of work-life balance. There were just 50 available responses, making the sample size for the questionnaire small. Practical implications – The study calls for a re-examination of work-life bal-ance policies and practices, specifically Border Theory, in order to ensure that work-life balance can enhance productivity without inadvertently resulting in poor work-life balance. To better comprehend the management of the compa-ny, the personnel should take the time to enquire about the policies and other procedures that interest them. To inform the staff of the organization’s rules and various regulations, management must also communicate with and edu-cate them. Originality/value – Further research is needed to fully explore the topic of work-life balance in information and communications technology. Such em-pirical studies have never been conducted in the South African environment. As a result, it can be said that there is a considerable level of originality in this paper. By helping lawmakers understand how women perceive work-life balance practices, the current research has the potential to help create better job design policies.

Managerial Competences and Competitive Priority Telecommunication organizations in Jordan

Managerial Competences and Competitive Priority Telecommunication organizations in Jordan

Analisis Rasio Keuangan Perusahaan Telekomunikasi yang Terdaftar di Bursa Efek Indonesia (BEI) pada Tahun 2016–2020

In today’s modern era, the development of telecommunications in Indonesia is experiencing very rapid development. For the development of the telecommunications industry in Indonesia, technology has a very vital role. This is because the development of telecommunications always follows the existing technology. Purpose: This examine goals to determine the monetary performance of telecommunications corporations in Indonesia, namely PT. Telekomunikasi Indonesia Tbk, PT. Indosat Tbk, PT. XL Axiata Tbk, PT. Smartfren Telecom Tbk in 2016 – 2020 in terms of 4 financial ratios, specifically liquidity, solvency, activity, and profitability. Methodology: Data analysis in this study uses data from the financial reports of four telecommunications companies listed on the Indonesia Stock Exchange. The research method uses by researchers is a descriptive quantitative methode. Results: The results of this study have a look 1) Liquidity ratio evaluation the use of the fast ratio indicates that the 4 telecommunications organizations are in destructive situation, 2) Solvability evaluation the use of the debt to asset ratio indicates that the economic overall performance of the four businesses is in adverse circumstance, 3) activity ratio analysis using overall asset turnover suggests the overall performance of the four organizations in adverse circumstance, 4) Profitability ratio evaluation the use of return on funding suggests that the 4 businesses have bad financial overall performance.

Politics of accounting evidence in privatising telecommunications in Sri Lanka

PurposeThis paper illustrates the socio-political nature of accountings, referring to the partial privatisation of the monopoly telecommunications organisation in a lower-middle-income country.Design/methodology/approachActor-network theory and an ANTi-history approach are used to trace circumstances and occurrences. Empirical materials include official documents, print media and retrospective interviews with organisation employees ten years on from the privatisation.FindingsProponents of privatisation used retrospectively constructed historical accounts to problematise the natural monopoly of telecommunications and the government organisation administering it. A restructuring programme followed. Proponents addressed controversies pertaining to the programme thus garnering widespread support for complex and controversial changes. Proponents produced and reproduced accounting artefacts as evidence in these processes of history reconstruction, consequent changes and restoring stability to telecommunications in its reconfigured commercial domain. The proponents used selective, controversial accounting evidence to problematise the government organisation's existence, then to mobilise various actors to reduce and close the controversies previously aroused and reinstate stability in a partially privatised telecommunications company. Although no longer having a monopoly this company still dominates. Dissenters did the same but with little success.Research limitations/implicationsThe findings demonstrate the importance of tracing the socio-political process of arriving at the dominant outcome about the past. This assists in making sense of present circumstances and re-imagining the future.Originality/valueThe study demonstrates that, during controversial circumstances, taken-for-granted history, as well as what is thought to have not existed in the past, support the dominant network in gaining advantage over their opponents and black-boxing their perspectives of how things should be.

Perceived Organizational Support and Performance: Moderated Mediation Model of Psychological Capital and Organizational Justice – Evidence from India

ABSTRACTEmployee performance attainment is a pervasive issue in the workplace and is increasingly becoming an important problem for effective human resource management. A review of the extant literature on perceived organizational support (POS) and performance suggests that there is a dearth of research aimed at examining the underlying mechanisms and the boundary conditions of the relationship between POS and performance. One of the objectives of this study is to examine the mediating role of psychological capital on the relationship between POS and performance. Furthermore, this study investigates the moderating role of organizational justice perception in said indirect relationship. Study 1 included a sample of 465 employees from both large private life insurance and telecom organizations. Study 2 was conducted on a sample of 216 employees from a large steel manufacturing firm. Findings suggest that psychological capital mediated the relationship between POS and performance. The indirect relationship of POS and performance via psychological capital was moderated by organizational justice. However, there is a counter-intuitive finding in this research. It was observed that at a high level of organizational justice, it had a smaller effect on performance in contrast to low level of organizational justice. Finally, theoretical contributions and managerial implications are discussed.

How a Despotic Project Manager Jeopardizes Project Success: The Role of Project Team Members’ Emotional Exhaustion and Emotional Intelligence

Drawing on conservation of resources theory, our study investigates whether a project manager’s despotic leadership style influences project success directly and indirectly through the underlying mechanism of project team members’ emotional exhaustion. Additionally, the moderating role of project team members’ emotional intelligence (EI) between despotic leadership and emotional exhaustion is also examined. Data were collected from the project-based employees working in telecommunications organizations (n = 250) using a time-lagged survey in three waves. The result indicates that despotic leadership has a significant negative influence on project success, and emotional exhaustion partially mediates this relationship. Moreover, conforming to a rare line of inquiry that there is a dark side to being emotionally intelligent, our findings show that the effect of despotic leadership style on emotional exhaustion is stronger when a project team member is highly emotionally intelligent. We discuss the theoretical and practical implications of these findings.

A Strategic Change Management Model of Enhancing Organizational Performance of Telecommunication Organizations in Zimbabwe.

Change management is a concept that has been embraced by firms the world over given the fact that firms that practices change management tend to benefit from enhanced organizational performance (Nyoni et al., 2017). Research has shown that companies which adopt strategic change management tend to benefit in terms of increased profits and enhanced organizational performance (Chavan & Bhattacharya, 2022). According to Buschow & Suhr (2022) change management refers to the practise of taking a methodical, organised approach to the transition or transformation of an organization’s objectives, procedures, or technologies. Implementing strategies for bringing about change, maintaining control over change, and assisting individuals in becoming accustomed to change are the primary objectives of change management (Husnah & Aslami, 2022). Feranita et al. (2020) defined change management is the process of describing and implementing change within a company’s processes, both internal and external. Munawar (2021) noted that change management involves preparing and supporting personnel, developing the essential processes for change, and monitoring activities both before and after the change to ensure that it is successfully implemented.