Journal articles: 'FD in Pakistan telecom sector'

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Abro, Sanaullah, Nazar Hussain, Shumaila ., Shoukat Maher, Mujeeb Ur Rehman, Muhammad Auchar Zardari, and Jawaid Shabbir. "The Impact of Gamiﬁed Recruitment on Team Eﬀectiveness in Telecom Sector of Pakistan." Quaid-e-Awam University Research Journal of Engineering, Science & Technology 18, no. 02 (December 31, 2020): 109–15. http://dx.doi.org/10.52584/qrj.1802.16.

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This study has been designed to evaluate the impact of gamified recruitment on team effectiveness in the telecom sector of Pakistan. The sample of 120 respondents was designed to collect the data. This includes 30 respondents each from 4 telecom sector organizations of Pakistan. 110 responses returned complete feedback which gave the response rate of 91.66%. The results reveal that there is a positive impact of the gamified recruitment on team effectiveness at the telecom sector of Pakistan. As the model fitness is highly appreciated which is 0.850 at alpha is equals to 0.000 while beta is 92.3%. Similarly, the persuasive, economic, and informative value of gamified recruitment has been tested on virtual teams’ dimension of team effectiveness of the telecom sector of Pakistan. The model fitness was found 73% and the values found to be significant and influencing to accept the hypothesis. Moreover, similar results have also been identified after testing the persuasive, economic, and informative value of the gamified recruitment to the physical and project teams’ effectiveness at the telecom sector of Pakistan.

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Rehman, Fazalur, Farwida Javed, Sadia Ejaz Shiekh, and Muhammad Mujtaba Asad. "Translating the impacts of Self-Efficacy on the Ethical Behavior of Sales Force: the Moderating Role of Gender." Journal of Business and Social Review in Emerging Economies 7, no. 1 (March 13, 2021): 117–25. http://dx.doi.org/10.26710/jbsee.v7i1.1559.

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Purpose: This study intends to assess the influence of self-efficacy on the ethical behavior of sales force along with the moderating effects of gender in the telecom sector at Pakistan. Design/Methodology/Approach: This study has collected data through self-administered questionnaire from the sales representatives in the telecom sector at Khyber Pakhtunkhwa, Pakistan. The collected data was analyzed using descriptive statistic and stepwise regression. Findings: The results have shown that self-efficacy has positive significant effects while gender has positive but insignificant effects on the ethical behavior of sales force in the telecom sector of Pakistan. In addition, gender has moderating effects on the relationship of self-efficacy and the ethical behavior. Implications/Originality/Value: This study is addressing a need to examine the influence of self-efficacy on the ethical behavior of sales force in less developed and less educated areas of Pakistan, which is useful and helpful to explore understanding in the nature of defined variables in the eastern culture of Pakistan where male gender is more dominant.

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Mahfooz, Maryam, Zafar Mahmood, and Shabana Noureen. "Assessing the Impact of Liberalization of Trade Related Services on Services Growth in Pakistan." NUST Journal of Social Sciences and Humanities 4, no. 2 (January 22, 2021): 184–221. http://dx.doi.org/10.51732/njssh.v4i2.35.

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The services sector has offered sound support to Pakistan’s economic development. It has emerged as one of the fastest growing and highest contributing sectors of the economy. Through the use of Fully Modified OLS Estimation Technique, this study has provided evidence that liberalization of the two key sub-sectors (telecom and banking) of services of Pakistan has played an important role in development of these sectors. The task is achieved by preparing liberalization index for the two sectors. The econometric evidence reveals that results are robust and in accordance with the theory. Relationships are found to be relatively strong for the telecom sector and less strong for the financial sector. The research also shed light on the constraints that the country has to face in the liberalization process of these sectors. Rapid liberalization of the telecom sector has attracted substantial amount of investment, both local and foreign, and has created saturation in the industry, which has hampered further investment opportunities. This resulted in substantial decline of investment in this sector. But due to fast changing technologies, there is a possibility of it picking up again. By the increased liberalization of the telecom and banking services, the GDP of these sectors also increased. Hence, the full scale liberalization in the telecom sector evidently plays important role in growing the share of the services to economy’s GDP. Other economic indicators have also played an important role in defining the development of these sectors. Finally, a set of policy measures has been suggested to make the sector more effective and useful in accelerating the growth process.

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Wen, Xuezhou, Rehan Sohail Butt, Rabnawaz Khan, Majid Murad, Sheikh Farhan Ashraf, and Appiah Michael. "Effect of Motivational Factors on Job Satisfaction of Administrative Staff in Telecom Sector of Pakistan." Human Resource Research 2, no. 1 (September 19, 2018): 61. http://dx.doi.org/10.5296/hrr.v2i1.13672.

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The present study discussed the motivational factors of Herzberg two factor theories in the perspective of the administrative staff of the telecom sector of Pakistan. The study investigates whether these motivational (intrinsic) factors and hygiene (extrinsic) factors affect the job satisfaction of administrative staff and their influence on telecommunication sectors. The motivational (intrinsic) factors i.e. recognition, the job itself, responsibility, professional growth. Hygiene (extrinsic) factors i.e. senior management, the role of supervisor, good relation with coworkers. The study also revealed some other factors of human resource development career development, responsibility, compensation and benefits and working atmosphere which are associated with the job satisfaction of administrative staff in the telecom sector in Pakistan.This paper is more inclined towards an exploratory study, were to explore the more important of the topic; the study used a convenience sampling technique to collect data from the administrative staff of telecom sector of Pakistan. The final sample consisted of 150 respondents who are currently working in the telecom sector. Descriptive statistics, correlational and linear regression analysis was used to test hypotheses.The output of this study is revealed that of telecom motivation factor intrinsic positive significant impact on job satisfaction, compensation and benefits has an impact on job satisfaction, the career development is also associated with the job satisfaction of administrative staff, responsibility of work is positively associated with the job satisfaction of telecom.

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Raza, Syed Hassan, Asher Ramish, and Khaliq Ur Rehman. "Strategic Framework for Achieving Sustainability in Telecom Supply Chain, a Case Study of Pakistan." Market Forces 17, no. 1 (June 26, 2022): 81–102. http://dx.doi.org/10.51153/mf.v17i1.543.

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Current research aims to unpack the issues faced by the telecom sector of Pakistan to sustain its supply chain management. While using s qualitative case study method, this research has analyzed the available framework to achieve sustainability in the supply chain. Data Triangulation was used, and data were extracted from Telecom companyâ€™s documentation, on-site observation & semi-structured interviews. This paper proposes a strategic framework for developing sustainability in the supply chain of telecom companies. The framework provides the step-by-step implementation of all dimensions of sustainability upstream of a supply chain. The developed framework can be used as a roadmap by the Telecom sector to make their Supply Chain more Sustainable. The research focuses on the upstream supply chain, and the findings argue that telecom supply chains can only use the proposed framework upstream to achieve sustainability.

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Imtiaz, Syed Yasir, Mahmood A. Khan, and Mustafa Shakir. "Telecom sector of Pakistan: Potential, challenges and business opportunities." Telematics and Informatics 32, no. 2 (May 2015): 254–58. http://dx.doi.org/10.1016/j.tele.2014.09.002.

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Shaikh, Erum, Waqas Ahmed Watto, and Muhammad Nawaz Tunio. "Impact of Authentic Leadership on Organizational Citizenship Behavior by Using The Mediating Effect of Psychological Ownership." ETIKONOMI 21, no. 1 (March 16, 2022): 89–102. http://dx.doi.org/10.15408/etk.v21i1.18968.

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The study objective was to examine the role of psychological ownership as a mediator concerning organizational citizenship behavior and authentic leadership. A structured questionnaire was selected to gather primary data from 300 respondents of the telecom sector of Lahore; 263 questionnaires were selected valid. This research use employees of four different companies in the telecom sector as samples. This research uses correlation, independent sample t-test, and one-way ANOVA. The empirical result shows that authentic leadership positively relates to organizational citizenship behavior. According to the findings of this study, psychological ownership partially mediates the relationship between organizational citizenship behavior and authentic leadership among the employees of the telecommunication sector of Pakistan. The Implication of this study is limited to the telecom sector of Pakistan. How to Cite:Shaikh, E., Watto, W. A., & Tunio, M. N. (2022). Impact of Authentic Leadership on Organizational Citizenship Behavior by Using The Mediating Effect on Psychological Ownership. Etikonomi, 21(1), 89-102. https://doi.org/10.15408/etk.v21i1.18968.

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Khan, Samar Hayat, Abdul Majid ., and Muhammad Yasir . "Impact of Human Capital on the Organizationâ€™s Innovative Capabilities: Case of Telecom Sector in Pakistan." Information Management and Business Review 6, no. 2 (April 30, 2014): 88–95. http://dx.doi.org/10.22610/imbr.v6i2.1103.

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The purpose of this study is to investigate the impact of human capital on organizationâ€™s innovative capabilities in the narrative context of Pakistan. Today various organizations recognized the significance and importance of the intellectual capital. Without any doubt in knowledge-intensive organizations like telecom sector organizations intellectual capital plays a vital role in the contemporary aggressive and everchallenging business environment. The organizations can achieve competitive edge over its competitors by mean of innovation. By effective utilization of intellectual capital organizations can enhance innovative capabilities. Intellectual capital can be classified into three classifications named as human capital, structural capital and relational capital. Human capital is the main component of the intellectual capital and considered as a main aspect for the organization in order to perform in this diverse and unpredictable business environment. The conception of human capital now became mainstream issue for both academics and business practitioner all around the world. However, in the context of developing countries like Pakistan concept of human capital is still under explored. In this study at hand the impact of human capital organizationâ€™s innovative capabilities i.e. radical and incremental innovative capabilities are examined. Three hypotheses were developed in order to test the relationship between human capital and innovative capabilities of telecom sector organization in Pakistan. To accomplish the objectives of this study survey method was used in which data was collected through questionnaire. Telecom Sector of Pakistan has been taken as unit of analysis. The collected data was analyzed with the help of SPSS by applying the correlation and regression test. Results of correlation and regression analysis showed that there is a strong relationship between human capital and organizationâ€™s innovative capabilities in telecom sector of Pakistan and all three developed hypotheses were supported.

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Azim, Sundis, and Muhammad Zeeshan Mirza. "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." Jinnah Business Review 02, no. 01 (January 1, 2014): 23–34. http://dx.doi.org/10.53369/choh8676.

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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.

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Majid, Muhammad Bilal, and Mohd Sadad Bin Mahmud. "Knowledge Management and its Impact on Organizational Performance: Evidence from Pakistan." Annals of Contemporary Developments in Management & HR 1, no. 1 (May 1, 2019): 7–14. http://dx.doi.org/10.33166/acdmhr.2019.01.002.

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The aim of this research is to investigate the impact of knowledge management on organizational performance with the moderating role of transformational and Participative leadership behavior in telecom sector of Punjab, Pakistan. How leaders motivate to their employees and how they enhance the performance of organizations by using their knowledge. Research approach was deductive. Postivism research paradiagm was used to measure the study. Simple random sampling technique was used to collect data from employees as well as managers of telecom sector. Sample size was 280 employees of telecome sector. This research is significant for academically and practically in public and policy making. How an organization can enhance to their performance, effectively when long-term commitment, trust, successful socialization of employees and organizational citizenship behavior take place in the organization.

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Aftab Khan, Muhammad, Muhammad Yasir, and Muhammad Asad Khan. "Factors Affecting Customer Loyalty in the Services Sector." Journal of Tourism and Services 12, no. 22 (June 30, 2021): 184–97. http://dx.doi.org/10.29036/jots.v12i22.257.

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The current research intends to examine the effect of Corporate Social Responsibility (CSR), customer satisfaction, and customer trust on customer loyalty in the services sector of Pakistan. This research is quantitative in nature and utilized a survey method for collecting data. Moreover, the population of this study is those individuals who are using Telecom services in Pakistan. This research used a convenient sampling technique. The completed and usable questionnaires were 212. Moreover, SPSS software was utilized for data analysis. For instance, frequencies, standard deviation, and mean for each understudy variables were analysed using SPSS software. In addition, this research also conducted correlation and regression analysis. Results show that a (i) positive and significant association exists between corporate social responsibility and customer satisfaction, (ii) positive and significant relationship exists between customer satisfaction and customer loyalty, (iii) positive and significant association exists between customer trust and customer loyalty. Hence, the findings of this research significantly contribute towards the existing body of knowledge related to the concept of CSR, customer's satisfaction, trust, and loyalty. Thus, offering essential implications for policymakers, specifically for the Telecom sector of Pakistan. Finally, research limitations and suggestions for further studies are also highlighted.

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Sarfraz, Rafia, Kashif Rathore, Kashif Ali, Mukaram Ali Khan, and Syed Sohaib Zubair. "How level 5 leadership escalates organizational citizenship behaviour in telecom sector of Pakistan? Exploring mediatory role of organizational dissent." PLOS ONE 17, no. 10 (October 21, 2022): e0276622. http://dx.doi.org/10.1371/journal.pone.0276622.

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Role of leadership in managing organizational behaviour of employees is of key essence. However, at times unconventional behaviour of employees can pose a challenge for the leaders, which in this case is organizational dissent. This study has examined the relationship between level 5 leadership and organizational citizenship behaviour (individual level-OCB-I) in presence of organizational dissent at employing a quantitative approach and a survey design. All managerial cadre employees of telecommunication sector were chosen as a population of the study. Data from 450 respondents from all four telecom companies was analysed using PLS-SEM. The findings of the study revealed that there is direct significant relationship between level 5 leadership and OCB-I of employees i.e., L5L~ OCB-I. Furthermore, the results showed an indirect relationship between level 5 leadership and OCB-I of employees through organizational dissent i.e., L5L~OD~OCB-I is significant. Telecom is a rapidly growing sector that plays a significant role in the economic growth of Pakistan. The study shows that OCB-I in telecom sector of Pakistan can be leveraged through level 5 leadership.

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Hassan, Danial. "Knowledge Management Practices in Pakistan’s Telecom Services Sector." Lahore Journal of Business 3, no. 1 (September 1, 2014): 55–74. http://dx.doi.org/10.35536/ljb.2014.v3.i1.a4.

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Employee turnover has become a serious problem in knowledge-intensive industries such as telecommunications, where the resulting knowledge loss affects process safety and quality. This study examines knowledge management practices in Pakistan’s telecom sector and argues that the impact of knowledge loss could be mitigated through knowledge management. Based on a structured questionnaire administered online to a sample of telecom operators in Pakistan, the results indicate the absence of knowledge management as a strategic response to knowledge loss. Nonetheless, the presence of a young, educated workforce, a strong cooperative culture, and sound ICT provision could be leveraged to build successful knowledge management systems in this sector.

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Khan, Ahmad Sohail, Saima Majeed, and Rizwan Shabbir. "Designing a Customer Retention Framework for Telecommunication Sector." Information Management and Business Review 8, no. 5 (December 5, 2016): 48–60. http://dx.doi.org/10.22610/imbr.v8i5.1459.

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Abstract: Telecommunication sector has grown over last decade while transforming behavioral intentions. New entrants are exploring these behavioral intentions to attract more customers. The aim of this study is to investigate the mediating effect of customer satisfaction in telecom industry on service quality, brand image and customer retention relationship. Furthermore, it identifies the key determinants of customer retention related to telecom service providers. A fully structured questionnaire survey was conducted to collect data from 310 mobile users. Non-probability sampling technique was adopted for data collection. Regression analysis and Sobel test technique were practiced to analyze the data. The result showed that customer satisfaction mediates the relationship between service quality, brand image and customer retention. Moreover, this study found that service quality, brand image and customer satisfaction are the strongest predictors of customer retention in telecom industry of Pakistan. Therefore, to gain customer loyalty, organizations should focus current-users and target-users by providing sterling service quality

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Hussain, Syed Saad, Ahsan Raza Jaffari ., Muhammad Wasiq Ejaz ., Asad Khattak ., Kashif Ur Rehman ., and Muhammad Aslam Khan. "Mentoring and its Effects on Turnover Intensions in Perspective of Pakistanâ€™s Telecom Sector." Information Management and Business Review 3, no. 3 (September 15, 2011): 133–38. http://dx.doi.org/10.22610/imbr.v3i3.926.

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In todayâ€™s era of towering competition the retention of workforce is highly desirable for long term success of any organization. The employees serve as backbone for any organization and are responsible for attaining the laid down objectives of the organization. The ongoing study investigates the effects of mentoring on turnover intensions of employees working in telecom sector of Pakistan. Researchers retrieved data with the help of questionnaires based on five point likert scale from almost 300 employees working in telecom organizations of Pakistan. Multiple regressions were used to analyze the collected data. Result shows that mentoring mostly is negatively associated with turnover intension because employee was not satisfied with mentoring and commitment in employees is only due to experienced learning which helps to develop additional skills in employee.

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Saman Naz and Moeed Ahmad Sandhu. "Role of Perception of Politics in enhancing Organizational Dissent: Case of Pakistan Telecom Sector." Journal of Business and Social Review in Emerging Economies 6, no. 2 (July 7, 2020): 807–20. http://dx.doi.org/10.26710/jbsee.v6i2.1243.

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The prime objective of the study is to examine the impact of perception of politics on organizational dissent. Moreover, mediating role of self enhancement was examined as well. The data of the study was collected from the employees of the telecom sector through random sampling. For this research, survey method was found to be more suitable involving questionnaire as a data collection instrument. Thus, the present study employed SEM-PLS, which is used to carry out hypothesis testing and the statistical and numerical analysis. The findings of the study revealed that Perception of politics and self enhancement motives significantly impacts organizational dissent. Moreover, mediating role of self enhancement motive also proved to be significant. The findings of the study are important for the academicians and policy makers of HR department in telecom sector of Pakistan.

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Mehvish Ali, Syed. "THE IMPACT OF LOCUS OF CONTROL ON TRAINING TRANSFER WITH MEDIATING ROLE OF JOB SATISFACTION AND ACHIEVEMENT MOTIVATION." Jinnah Business Review 02, no. 02 (July 1, 2014): 52–59. http://dx.doi.org/10.53369/snes3259.

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The core objective of this study is to explore the relationship between locus of control and Training Transfer in the telecom industry of Pakistan. This relationship was studied under the influence of two other variables acting in mediation role i.e. achievement motivation and Job satisfaction. The sample consists of 200 employees from telecom sector. Results indicate significant relationship between locus of control, training transfer and achievement motivation while job satisfaction plays a vital role in the mediation process.

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Ali, Himayat, Muhammad Zia-ur Rehman, and Adnan Jamil. "CAN IDENTIFICATION AND BRANDING AUGMENT EMPLOYEE ENGAGEMENT? AN EMPIRICAL ANALYSIS." Pakistan Journal of Social Research 03, no. 04 (December 31, 2021): 67–78. http://dx.doi.org/10.52567/pjsr.v3i4.281.

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The focus of the research is to analyse the role of Branding and Identification on Engagement. This paper gives a survey of the current evidence on such relationship and offers recommendations for additional investigations. A broad review of the existing body of knowledge relevant literature to the subject has been attempted to establish an association among Internal Branding, Organizational Identification and Employees Engagement in Telecom Sector of Pakistan. Fewer studies have been carried out that discovered positive affiliations while others negative and a few no affiliations at all. Here we employed the case study of telecom sector of twin city of Pakistan and the study used primary data of the middle level managers collected through self-administrated questionnaire. The study was carried out on non-probability convenience sample size of 271 from the respondents at supervisory and mid-level, managerial positions of five different telecom organizations of Rawalpindi/Islamabad. Regression analysis was applied to verify the hypotheses of study. The study concluded by identifying that there is vital and significant impact of Internal Branding & Organizational Identification on Employees Engagement. Key Words: Identification, Branding and Engagement Empirical Analysis

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Gillani, Syed Hussain Mustafa, and Malkah Noor Kiani. "Organizational Learning Processes as predecessor of Organizational Effectiveness : Conditional Process Analysis." Asia Proceedings of Social Sciences 2, no. 3 (December 2, 2018): 132–36. http://dx.doi.org/10.31580/apss.v2i3.344.

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Organizational learning processes are considered to be on of the vital predecures for creation of new products and services or bringing newness in existing ones (Khoshkhoo and Nadalipour, 2016). Operationalization of organizational learning has been one of the well dicussed area of many researchers but still operationalization of organizational leaning processes need attention of researchers (Argote, 2012). This research has enhanced the dimesnions of organizational learning processes by incorporating cogntive and behavioral changes as new dimensions. Telecome sctor of pakstan is one of the most competitive sector and learning is the only survival for them to be effective (PTA, 2017). therefore, this study has empricially checked the impact of organizational learning processess on organizational effectiveness in presence of moderator and mediatior in telecom sector of Pakistan as it is highlighted by researcher to explore the relationship in presence of mediator and modertor (Ugurlu and Kurt, 2016; Said, 2016). Results revealed that organizational learnig procesess with enhanced dimesions has sgnificant direct and indirect effect on organizational effectivness through mediation of organizational innovation and moderation of work attiude of employees among telecom sector of Pakistan.

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Adnan Azfar, Muhammad, and Kashif Azeem Janjua. "Analyzing Service Quality in Mobile Telecom Sector of Pakistan using SERVQUAL Model." International journal of Engineering Works 09, no. 01 (January 20, 2022): 08–16. http://dx.doi.org/10.34259/ijew.22.9010816.

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Mahmood, Sobia. "An Empirical Investigation on Knowledge Workers Productivity in Telecom Sector of Pakistan." Information Management and Business Review 3, no. 1 (July 15, 2011): 27–38. http://dx.doi.org/10.22610/imbr.v3i1.914.

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This study intends to investigate the expectations of knowledge workers from their organization. The firms that understand the expectation of their knowledge workers can more effectively satisfy the needs and increase the productivity of their knowledge workers, which ultimately lead to gaining of competitive advantage. Literature does not depict any research study related to knowledge worker productivity that focuses on Pakistani organization. Hypothesized model consists of organizational culture, reward and technology and their effect on knowledge sharing and finally on knowledge worker productivity. Questionnaire was developed based on rigor method of constructs operationalization, including face, content and reliability. The sample size was 210, which was selected randomly from telecom sector. The data is analyzed by structural equation modeling. The results depicts that if the organization focus on organizational culture, reward and technology, it can achieve highest degree of productivity of knowledge workers. Therefore, the organizations must develop a strong strategy for identification and retention of their knowledge workers. In order to increase the knowledge worker productivity, management required to learn the expectation of knowledge worker from them and organization. Study has significant importance for management in strategic planning, human resource management strategy and retention program.

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Altaf Hussain, Muhammad Asad Khan, Jawad Hussain, and Mohammad Hanif Khan. "Nexus of Transformational Leadership and Employees’ Job Performance in Telecom Sector Pakistan." Journal of Business and Social Review in Emerging Economies 6, no. 2 (June 30, 2020): 799–806. http://dx.doi.org/10.26710/jbsee.v6i2.1241.

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Transformational leadership is credited to inspire, motivate and support their employees in order to achieve organizational objectives. These leaders maintain the quality of workforce by inculcating visionary skills and abilities in their subordinates. This paper aims to examine the nexus of transformational leadership with employees’ job performance in telecom sector of Pakistan. The data is collected from the employees of PTCL (Pakistan Telecommunications Company Limited) head quarter, Islamabad through questionnaire. Sampling was made using purposive sampling technique. 150 questionnaires were distributed among the employees, out of which 120 were received back recording a response rate of 80 percent. It was hypothesized that transformational leadership is positively associated with employees’ job performance. Data is analyzed using correlation and regression analysis through SPSS. Results of the study indicate that majority of the PTCL employees agree that transformational leadership style has significant positive impact on employees job performance. In the light of the findings of this research it is recommended for PTCL management to adopt transformational leadership style to tackle today’s dynamic environment.

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Hussain, Sajjad, Shahzad Mehmood Mehmood, Asim Masood, Azhar Naeem, and Mohammad Arfeen. "Customer Loyalty a Key to Success: A Case Study in Telecom Sector of Pakistan." Jinnah Business Review 9, no. 2 (July 1, 2021): 103–11. http://dx.doi.org/10.53369/ekmt3171.

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This paper identified the role of the independent variable like service quality, taking perceived value, word of mouth and customer satisfaction (mediation/ intervening variables) in creating customer loyalty (dependent variable) among the telecom user (mobile phone users). The empirical portion have extensive literature regarding the mentioned variables and shown their impact towards the customer loyalty. The telecom industry has been facing cut throat competition due to the market saturation, decrease in ARPU (average revenue per user), and shift to internet based (cheaper sources) communication tools, unexpected mergers, higher cost and decreasing the margin. Thus, telecom companies have been thinking about devising the best possible suitable strategies for creating the customer to maintain their survival and growth. The simple random techniques are used for sample selection and self-administration questionnaire is the tool for collecting data. A sample of 300 universities students from Rawalpindi and Islamabad is base for analysis. Amos 20 is the software and SEM is the tool for extracting result. Dual relationship is tested likewise direct (service quality and customer loyalty) and indirect through mediating variables. Results showed that customer satisfaction is the strongest mediator in developing a high-quality customer loyalty service, and it has more effect than the direct link between quality of service and customer loyalty. It leads industrial professionals to develop a strategy based on customer satisfaction. It is concluded that customer satisfaction increases the level of the industrial professionalism. Hence the customer satisfaction increases the service quality and customer loyalty services. In nutshell, the cooperate image and switching barrier can be possible leads for the future research.

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Ullah, Waseem, Abdul Khaliq Alvi, and Muhammad Akram Soomro. "RELATIONSHIP OF SHYNESS WITH LIFE SATISFACTION: THE MEDIATING ROLE OF CAREER SUCCESS." Gomal University Journal of Research 37, no. 02 (June 30, 2021): 154–65. http://dx.doi.org/10.51380//gujr-37-02-04.

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This research study describes the mediating effect of career success for the relationship of shyness with life satisfaction. Current research is based on employees of telecom sector of Lahore Pakistan. Current research proposes four hypotheses. 252 employees of telecom sector are randomly selected for collecting data. Three of the hypotheses are about direct relationships and one is about the mediation effect of career success for the relation of shyness with life satisfaction. The study provided the significant results in reaching the conclusion. All the hypotheses are accepted. Moreover, the career success partially mediates relation of shyness with life satisfaction. In future, these types of studies may also conduct on other sectors like the banking sector; textile sector and education sector for validate the results. It is also worthwhile to collect the data from employees of the Government sector of employees. For generalizing the results data will also collect cities like Islamabad, Faisalabad and Karachi.

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Azam, Rauf I., and Aamir Khan Khattak. "MEASURING VALIDITY OF DETERMINANTS OF CONSUMER SUBSCRIPTION BEHAVIOR IN TELECOM SECTOR OF PAKISTAN." Jinnah Business Review 01, no. 02 (July 1, 2013): 22–29. http://dx.doi.org/10.53369/sljk7494.

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Organizations are changing the way they do business due to the competitiveness and dynamism of the business environment. Measuring customer satisfaction is a major concern of any industry to excel. Hence key challenge for the telecom sector is how to retain and increase customer’s subscription rate. Service quality is an important factor which has a significant extent to customer’s attitude and customer’s subscription behavior. This study was conducted to examine the relationship between service quality and subscription behavior mediating by customer’s attitude. The relationship between service quality dimensions (tangibility, reliability, assurance, empathy, and responsiveness) along with two additional dimensions convenience and network aspects using modified SERVPERF was investigated by personally administrating a questionnaire to the sample of 400 customers drawn using convenience sampling. The data collected was analyzed using different statistical tools. The findings suggest that service quality, customer’s attitude and customer’s subscription behavior are positively related to each other. It also supports that customer’s attitude toward services mediate the relationship between services quality and customer’s subscription behavior.

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Ullah, Farman, and Salman Yahya. "FACTORS AFFECTING WOMEN'SCAREER CHOICE AND SELF-EFFICACY: EVIDENCE FROM KHYBER PAKHTUNKHWA, PAKISTAN." Journal of Business & Tourism 7, no. 2 (March 29, 2022): 1–16. http://dx.doi.org/10.34260/jbt.v7i2.222.

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The research is based on the women's career choices in Khyber Pakhtunkhwa.The main focus of the research is to judge the perception that women of Peshawar hold about different occupations, her choice of choosing her career, and to which extent she is influential in choosing her career. The study is carried out in Khyber Pakhtunkhwa, especially Peshawar. Data is primary, and descriptive statistics are being used on the questionnaire.Two portion questionnaires are developed for the study. The study suggests that fathers influence female career choices. Most of the females in the telecom sector and Khyber Pakhtunkhwa prefer job security in the job sector.

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Muhammad Imran Hanif and Zain Saeed Qureshi. "Effect of Employer Branding Attributes on Talent Retention with mediating Role of Transformational Leadership." Sustainable Business and Society in Emerging Economies 2, no. 1 (July 23, 2020): 47–54. http://dx.doi.org/10.26710/sbsee.v2i1.1282.

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The purpose of this paper is to empirically examine, the relationship between employer branding attributes and transformational leadership on talent retention in telecom sector of Pakistan. This study involves the data collected from questionnaire. The respondent were employees and employers of telecom industry of Pakistan. Our sample size comprise of 250 employees includes both male, female of different age group out of which data from 181 respondents were entered into Statistical Package for the Social Sciences SPSS-19. Data are analyzed by means of descriptive statistics, bivariate correlations and regression through SPSS-19 and Smart PLS. Our findings indicate that employer branding attributes like reward strategy, people orientedness, and perceived organizational support are positivity relation with talent retention whereas the training and development is not showing significant relation with talent retentions. Mediating effect of transformational leadership is proved.

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Ashfaq, Muhammad. "AFTER SALES SERVICE, CUSTOMER SATISFACTION, AND LOYALTY IN TELECOM SECTOR." Journal of Applied Structural Equation Modeling 3, no. 1 (January 15, 2019): 31–42. http://dx.doi.org/10.47263/jasem.3(1)04.

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This study aims to examine the relationships between after-sales service, customer satisfaction, and loyalty. Moreover, this study also explains how after-sales services such as delivery, installation, product warranty, telephone/online supports, up gradation, and complaint influence customer loyalty with the mediating role of customer satisfaction. Online data were collected using a convenience sampling technique from 204 respondents who were currently using the Internet (i.e., 3G, 4G devices or fixed broadband) in Pakistan. The online-based questionnaire was implemented a five-point Likert scale with 38 items. Structural equation modeling (SEM) was performed to test the hypotheses. The results show (a) after-sales service has a significant influence on customer loyalty, (b) after-sales services effect customer satisfaction positively, (c) customer satisfaction has a direct and positive impact on loyalty, and (d) satisfaction partially mediates between after-sales service and loyalty. This study explains how service sector organizations maintain a profitable long-term relationship with customers, and how to get customer satisfaction and loyalty. In addition, this research may contribute to the literature that there exists a positive relationship between after-sales service, satisfaction, and loyalty which could apply to other service industries as well.

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Ashfaq Ahmad, Palwasha Bibi, and Hazrat Bilal. "Impact of Training and Development and Supervision Support on Organizational Effectiveness." Journal of Accounting and Finance in Emerging Economies 6, no. 3 (September 30, 2020): 831–37. http://dx.doi.org/10.26710/jafee.v6i3.1386.

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The current study explores the effect of training and development and supervisor support on organizational effectiveness. The main focus of the study is to clarify that how effectively telecom sector of Pakistan can achieve it intended outcomes, through training and development and supervisor support. A survey structure was used to gather data from 2017 employees working at the Telecom Center. Both descriptive and inferential statistical methods were the basis for the results. A positive relationship between training and development and organisational support is determined by the results of the study, although similar positive relationships have also been identified between supervisory support and organisational support.

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Farooq, Muhammad, Irfan Ullah, and Raja Mahzhar Hameed. "HR Practices and Organizational Innovation: The Mediating Role of Knowledge Management Effectiveness." Journal of Social and Development Sciences 7, no. 3 (October 9, 2016): 50–67. http://dx.doi.org/10.22610/jsds.v7i3.1410.

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Organizational innovation has been recognized as an important instrument for organizations to compete in the competitive environment. Pakistan telecom sector strive to transform their business model from labour-intensive to knowledge-intensive, which intend to thrust themselves in higher value added activities such as, developing new products, processes, and services, to continual sustain the competitiveness. One of the means to increase the organizational innovation is through effective human resource management practices and effective knowledge management. This study examined the direct association between human resource management practices (performance appraisal, career management, training, reward system, recruitment and employee recognition) and organizational innovation. Moreover, it also observed the mediating role of knowledge management effectiveness on the direct relationship. Data was collected from a sample of 290 personnel of telecom sector of Pakistan. The regression results showed that human resource management practices generally had a positive impact on organizational innovation. Particularly, the results signify that training and employee recognition were positively related to three dimensions of organizational innovation. Performance appraisal also established to have a positive impact on administrative innovation. Additionally, this study also demonstrates that training, performance appraisal, and employee recognition were positively associated to knowledge management effectiveness.

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Akhter, Nadeem, Umar Kayani Safdar, and Muhammad Tahir. "MEDIATING ROLE OF EMPLOYEES JOB ENGAGEMENT FOR RELATION OF EMOTIONAL LABOR WITH LIFE SATISFACTION." December 2020 36, no. 02 (December 28, 2020): 25–36. http://dx.doi.org/10.51380/gujr-36-02-03.

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Considering the role of life satisfaction of an employee’s as vital factor for employees' performance which directly affects the firms' success, this study explores the role of emotional labor as an antecedent of life satisfaction via mediating role of the job engagement of bank officers working in private and public banks of Pakistan. The sample of 314 employees of officer rank 314 employees of banking sector are selected randomly for data collection. Results of cross-sectional data of 314 employees working in both private and public sector banks of Pakistan predict that employees having higher emotional labor have lesser job engagements, reducing overall life satisfaction of an employee. For genializing the result this kind of research may include the broad sample i.e., Islamabad, Bahawalpur, Faisalabad, Multan, and Karachi. In future this type of research will also be conducted on the telecom, education, textile sector and education sector.

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Ali, Babar, Nagina Gul, and Saba Aziz. "Foreign Direct Investment in Telecommunications Sector of Pakistan: A Determinative Approach." Global Regional Review VII, no. II (June 30, 2022): 52–70. http://dx.doi.org/10.31703/grr.2022(vii-ii).06.

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Foreign direct investment and telecommunications development are essential for the economic development of a country. Pakistan, although being an underdeveloped country, has managed to excel in the telecommunications sector by manifold since 2001. An increasing number of telephony and cellular subscribers along with the broadband and 3G/4G users, have created an enchanting market for foreign investors. The purpose of this study is to explain the casual relationship between foreign direct investment and economic factors that attract FDI in Pakistan. Among the many economic factors here is telecom infrastructure, market size and trade openness, whereas FDI is taken as the dependent variable. A time series analysis is carried out to determine the growth trend while an ordinary least square test is applied to determine the coefficient of correlation between the variables.The result of the study specifies a positive relationship is observed between the per capita GDP and openness to trade and influx of FDI.

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Naseer, Muhammad, and Haleem Fazal. "On the relationship between intra group conflict and group performance: Evidence from Telecom Sector of Pakistan." HOLISTICA – Journal of Business and Public Administration 10, no. 1 (April 1, 2019): 78–87. http://dx.doi.org/10.2478/hjbpa-2019-0007.

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Abstract The current study investigates the link between Intra Group Conflict (Task Conflict, Relationship Conflict) and Group Performance of the employees in the Telecom sector of Pakistan. Employees’ performances are improved by harmony, friendly environment and lack of conflict in an organization. To find out the practicality of these assertions, 200 questionnaires were distributed among employees of five main mobile telecom companies namely Telenor, Mobilink, Ufone, Zong and Warid at their head offices. 122 questionnaires were received back that resulted in 61% response rate. The paper addressed the extent of employees’ perception about Task Conflict and Relationship Conflict in their groups and also investigated that how these types of Intra-group conflict were linked to the overall performance of their groups. A theoretical model was developed to test these hypotheses. For the measurement of intra group conflict (Task conflict, relationship conflict) and group performance two valid and reliable instruments were used. Furthermore for analysis of these data Correlation and regression were used. The result of the study showed significant positive relationship between task conflict and group performance. However, negative association was found between relationship conflict and group performance. At the end, conclusion, limitations, and future research bearings are likewise highlighted.

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Zafar, Sarah. "EXAMINING THE ROLE OF SUPPORT FOR CREATIVITY IN DETERMINING CREATIVITY; MEDIATING ROLE OF EPISTEMIC CURIOSITY AND MODERATING ROLE OF TRUST IN LEADERSHIP." Jinnah Business Review 5, no. 1 (January 1, 2017): 55–63. http://dx.doi.org/10.53369/xkdy5181.

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The current study examined the role of support for creativity in determining creativity with the mediating role of epistemic curiosity and moderating role of trust in leadership. Data were collected from 321 employees working in telecom sector of Pakistan situated in Rawalpindi, Islamabad, Sialkot and Lahore. Regression analysis suggested that support for creativity is positively associated with creativity and epistemic curiosity, whereas, there is a positive relationship between epistemic curiosity and creativity. Epistemic curiosity further mediates the relationship between support for creativity and creativity of employees, while trust in leadership moderates the relationship between Support for creativity and creativity of employees. Results are discussed in the light of existing environment in the private sector organizations of Pakistan. The paper concludes by discussing study limitations and future research directions.

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Ahmad, Waqar, Aneela Qadir, and Muhammad Arshad. "Investigating Job Performance through Empowering Leadership: A Mediating role of Goal Clarity and Self-Efficacy in the Telecommunication Sector." Academic Journal of Social Sciences (AJSS ) 5, no. 4 (January 28, 2022): 366–87. http://dx.doi.org/10.54692/ajss.2021.05041656.

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This study examines the relationship between empowering leadership and employees' job performance in Pakistan's telecom sector based on the leadership theory. The Telecom sector is suffering from a volatile situation; this demonstrates a lack of empowering leadership, which leads to the employees' job performance. Further, this study explores that goal clarity, and self-efficiency mediate between empowering leadership and employees' job performance. That explains the significance of these two mediators for this study's proposed model. These two variables strengthen the relationship between empowering leadership and employees' job performance. The data was collected from the employees of the Telecom sector of Pakistan. The survey was utilized to collect the information from 331 participants. Structural equation modeling technique was utilized through Smart PLS for analysis of data. Study results reveal that empowering leadership has a positive and significant relationship with the employees' job performance. Secondly, findings show that goal clarity and self-efficacy mediate empowering leadership and job performance. These two variables have a positive and significant relationship with empowering leadership and employees' job performance. This study also has potential implications for the organization's management to work on these aspects to improve the performance of their employees. This study is helpful for the other sectors for improving their performance. Companies' management should work individually and collectively for organization performance. This research contributes to the future research aspect for further analyzing these variables in other sector organizations to test this model. This research also provides direction to researchers to deeply analyze this proposed model by obtaining data through interviews or discourse analysis.

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Arman Khan, Javed Ahmed, and Farman Ullah Khan. "An Empirical Study of Customer Satisfaction and Loyalty: An Evidence of Telecom Sector in Pakistan." Journal of Business & Tourism 5, no. 2 (November 6, 2021): 65–78. http://dx.doi.org/10.34260/jbt.v5i2.139.

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This research explores key determinants of customer loyalty in a research setting where customer loyalty is a dependent variable and service quality switching costs and switching cost and trust are all independent variables. The research uses a variety of statistical techniques, including reliability factor and regression analysis. As the country is moving fast towards digital financial inclusion. The telecommunication sector in Pakistan has also been impressively keeping up with paced. With the growing fame of digital telecommunications, the evaluation of customer loyalty and satisfaction has become essential for mobile network operators as well as for researchers at the same moment. To define, the variables influencing client satisfaction and loyalty, a comprehensive literature study was conducted. A conceptual research model was created based on a literature review to identify the link between service quality and customer satisfaction, in addition to price switching, customer loyalty and conviction. By using a self-administered questionnaire, the researchers gathered the perceptions of 300 prepaid phone subscribers form four carriers. The findings show that there is a significant direct connection between quality of service and customer satisfaction. Furthermore, the results of the study also demonstrate that customer loyalty is important predictors of quality of service, switching costs, and conviction. Trust is the most crucial determinants of customer loyalty among these three precedents in the context of service-oriented enterprises.

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Hussain, Salar. "Impact of mergers and acquisitions on shareholders' wealth: a study of Telecom sector of Pakistan." Indian Journal of Science and Technology 13, no. 21 (June 5, 2020): 2104–10. http://dx.doi.org/10.17485/ijst/v13i21.615.

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Sheikh, Aneela, Abdul Khaliq Alvi, and Khalil Ur Rehman. "THE RELATIONSHIP OF ORGANIZATIONAL CYNICISM WITH THE JOB SATISFACTION: THE MEDIATING ROLE OF PSYCHOLOGICAL CONTRACT BREACH." December 2020 36, no. 02 (December 28, 2020): 1–13. http://dx.doi.org/10.51380/gujr-36-02-01.

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This research inspects the relation of psychological contract breach, organizational cynicism and job satisfaction. This is correctional research and date is collected from 274 nurses randomly from public sector hospitals of Lahore Pakistan. Result described that all three hypotheses for direct relationships of psychological contract breach and the organizational cynicism with the job satisfaction and for the relationship of organizational cynicism with psychological contract breach are accepted. Moreover, psychological contract breach partially mediates the relation of +other sectors like the banks, telecom and education sector for validate the results. It is also worthwhile to collect the data from nurses of private sectors where they face lot of hardships and the results of nurses of Govt. and private sector. For generalizing the results data will also collect cities like Islamabad, Faisalabad and Karachi.

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Wang, Nianyong, Muhammad Haroon Shah, Kishwar Ali, Shah Abbas, and Sami Ullah. "Financial Structure, Misery Index, and Economic Growth: Time Series Empirics from Pakistan." Journal of Risk and Financial Management 12, no. 2 (June 14, 2019): 100. http://dx.doi.org/10.3390/jrfm12020100.

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This study empirically analyzes the impact of the financial structure and misery index on economic growth in Pakistan. We adopted Autoregressive-Distributed Lag (ARDL) for a co-integration approach to the data analysis and used time series data from 1989 to 2017. We used GDP as the dependent variable; the Financial Development index (FDI) and misery index as the explanatory variables; and remittances, real interest, and trade openness as the control variables. The empirical results indicate the existence of a long-term relationship among the included variables in the model and the FD index, misery index, interest rate, trade openness, and remittances as the main affecting variables of GDP in the long run. The government needs appropriate reform in the financial sector and external sector in order to achieve a desirable level of economic growth in Pakistan. The misery index is constructed based on unemployment and inflation, which has a negative implication on the economic growth, and the government needs policies to reduce unemployment and inflation.

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Qazi, Qurrat-ul-Ain, Nighat G. Ansari, and Amani Moazzam. "Women’s Reaction to the Gender Pay Gap: A Study of the Pakistan Telecommunication Sector." Pakistan Journal of Women's Studies: Alam-e-Niswan 25, no. 2 (December 19, 2018): 133–49. http://dx.doi.org/10.46521/pjws.025.02.0050.

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The Gender wage gap has attracted the attention of a wide range of theoretical and empirical frameworks derived from a multitude of disciplines including, psychology, sociology, and economics. Human Resource Management, considering the gender wage gap's reported influences on employees‟ attitudes and behaviours in the work places, is now studying a variety of its aspects. This qualitative research study, conducted in the telecommunication sector of Pakistan, investigates women employees' perceptions regarding discriminatory pay practices and explores their attitudinal factors that might be responsible for the perpetuation of prevalent gender wage disparity in terms of acceptance / challenge to. Empirical data generated through purposive sampling, and by applying semi-structured interviews of women working in the private telecom sector, revealed that only a handful of women raised their voices or supported other women who stood up for their rights; a majority preferred to remain silent or accept the discrimination, even justifying it on account of various excuses. This accepting attitude of women serves to perpetuate discriminatory pay practices in the workplace.

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Sibghatullah, Amena. "The Unification of Product Life-cycle and Industry Life-cycle: A Framework for Telecom Sector in Pakistan." IBT Journal of Business Studies 15, no. 1 (2019): 19–32. http://dx.doi.org/10.46745/ilma.jbs.2019.15.01.02.

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The purpose of this study is to propose a strategic framework using the Unified Life Cycle (ULC)model by combining Product lifecycle (PLC) and Industry life cycle (ILC). Data collection and analysis involves multi-stage qualitative methods. At first stage qualitative data was collected through interviews and focus groups while at a later part of the research qualitative data was again collected from the marketing experts (N = 100). This paper shows originality on many counts. Firstly, both PLC and ILC have shown weaknesses and limitations in earlier researches. This research has unified both PLC and ILC into one ULC combining the strengths and reducing the weakness of both life cycles. Secondly, earlier studies failed to provide any integrated strategic framework of selecting appropriate pricing strategies; using both PLC and ILC in silos. The current research provides an integrated strategic framework for pricing strategy selection using newly proposed strategic framework labelled as ULC.

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Nadeem, Muhammad Aamir, Abdul Khaliq Alvi, and Khalil Ur Rehman. "THE RELATIONSHIP OF PROACTIVE PERSONALITY WITH THE ORGANIZATIONAL CITIZENSHIP BEHAVIOR: INTERVENING ROLE OF THRIVING AT WORK." Gomal University Journal of Research 37, no. 02 (June 30, 2021): 134–41. http://dx.doi.org/10.51380/gujr-37-02-02.

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Current research is designed to check the mediating effect of thriving at work for the relationship of proactive personality with OCB. In this regard current research proposes three hypotheses of direct relationships and one mediating relationship. Data was collected from 310 employees of textile sector from city Lahore, Pakistan. Result indicates that all three hypotheses are accepted. Moreover, thriving at work is partially mediating the relation of proactive personality with OCB. In future, these types of studies may also conduct on other sectors like the banking sector; the telecom sector and education sector for validate the results. It is also worthwhile to collect the data from employees of other sectors. For managerial point of view this research provides practical implication for managers as by promoting the concept of thriving at work at work will improve the better involvement of their employees in their work. To promote the better concept of thriving at work in the employees will enhance the level of organizational citizenship behavior of their employees.

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Butt, Kashif Amin, and Zafar Mueen Nasir. "Factor Do Influencing Turnover Intention: Intervening Effect of Compensation Policy Decision." Review of Education, Administration & LAW 4, no. 2 (May 21, 2021): 365–79. http://dx.doi.org/10.47067/real.v4i2.149.

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The current research examines the effects of external and internal factors on the decisions related to the compensation policy subsequently influence turnover intentions of Telecom sector employees of Pakistan. The study was conducted in two phases. In the first phase, the factors effecting the compensation policy decision are generated through an extensive review of literature. This exhaustive list was tested through a rigorous process of a number of iterations of finding the most valued and considered factors in Pakistani telecom sector. This process was done with the top tier management including the human resource practitioners, as these are the people who significantly contribute in developing and finalizing decisions on the policy relating to compensation. For meeting with the objectives of current study, second phase consisted on identification of the impact of such decisions was tested on employee’s turnover intentions. The results were significant giving an understanding that the organizations who consider the most critical internal and external factors effecting decisions related with compensation policy, will ultimately craft such a policy, which is having a positive influence on the motivation of employee to continue working with the organization. So, this will solve the major organizational problem of retaining the productive employees and hence getting a sustainable organizational performance.

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Baloch, Tahreem, Muhammadi Sabra, and Muhammad Zia-ur- Rehman. "Investigating the Relationship between Identity-Based Leadership and Employee Engagement with Employee Core Self-Evaluation." Global Social Sciences Review IV, no. III (September 30, 2019): 170–80. http://dx.doi.org/10.31703/gssr.2019(iv-iii).22.

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Based on social identity approach, present research intends to investigate the impact of identity-based leadership on employee engagement, through the mediating role of employee core-self evaluations. Confirmatory factor analysis (CFA) was employed to demonstrate the validity and reliability of the measurement model. Structural equation modeling (SEM) was employed to test the hypothesized model. The proposed model was supported empirically by data collected from 327 employees who work in the telecom sector of Pakistan. The result indicated that employees Core selfevaluations act as a mediator between four dimensions of identity leadership and employee engagement. Identity-based leadership also showed a direct positive relationship with employee engagement.

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Khan, Nasir Abbas, Gao Qijie, Selamawit Fantahun Sertse, Md Nur Nabi, and Palwasha Khan. "Farmers’ use of mobile phone-based farm advisory services in Punjab, Pakistan." Information Development 36, no. 3 (August 1, 2019): 390–402. http://dx.doi.org/10.1177/0266666919864126.

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The agriculture sector in Pakistan faces enormous challenges of lack of farm knowledge adoption due to the farmers’ lack of access to the latest information. Recently various mobile phone-based farm advisory services (FAS) have been introduced as an alternative to the conventional extension methods. Despite many ICT initiatives, the performance of these projects remains unsatisfactory. The current study was designed to identify these FAS, farmers’ extent of use, and factors associated with their adoption. Two hundred and forty farmers were surveyed in the rural areas of district Faisalabad, Punjab, Pakistan. Data were collected using a structured questionnaire and analysed with SPSS software. Findings revealed that 77.08% of the sampled farmers were using mobile-based FAS. Telecom and private sector FAS were reported to have the highest share of users (37.08% and 25.83% respectively). Results of the logistic regression showed that farmers’ educational level, mobile use skills, mobile possession duration and the number of mobile phones in a family were found positively significant, while farmers’ age and contact with extension agents were negatively significant. The findings conclude that education and digital literacy are essential for the use of mobile-based alternatives and emphasize the need for training and educating the farmers.

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Khan, Hafiz Ghufran Ali. "Enhancing employee retention in supervisory support context: Role of person-organisations fit and career commitment." Global Journal of Business, Economics and Management: Current Issues 11, no. 3 (November 30, 2021): 178–91. http://dx.doi.org/10.18844/gjbem.v11i3.5434.

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Using social exchange theory (Blau, 1964), the current study examined the mediating effect of Career commitment in the relationship between supervisory support (SS) and employee retention (EE) and moderating role of Person Organisation Fit in the relationship between SS and Career Commitment. Specifically, the joint effect of mediating of career commitment and moderating role of Person Organisation Fit was examined. Data were collected from 264 respondents through questionnaire from Banking and Telecom sector (Rawalpindi and Islamabad) of Pakistan. The results show that SS has positive effect on employee retention and career commitment. The study further reveals that career commitment mediates the relationship between SS and Employee Retention and Person Organisation Fit moderates the relationship between SS and Career Commitment. The current study suggests that supervisors of banking and telecom sectors should support their subordinates to achieve their organisational goals effectively and efficiently. Person organisation fit is necessary for subordinates in organisations to complete their work and compete with their competitors. Keywords: Supervisory support, career commitment, person-organisation fit, employee retention, supervisory;

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Iftikhar, Mehwish, and Loo See Beh. "Prevalence Level and Predictors of Face to Face and Cyberbullying in Selected Service Sectors of Pakistan." International Journal of Engineering & Technology 7, no. 2.29 (May 22, 2018): 1082. http://dx.doi.org/10.14419/ijet.v7i2.29.14317.

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There found a scarcity of academic research on understanding of both the traditional and cyberbullying jointly at workplace of organisations. As an emerging field of research area, detailed understanding about the predictors of cyberbullying has yet not been fully established. Drawing on the sample of 285 officials working in 4 service sectors [banking, telecom, hoteling and education] of Pakistan, this research endeavoured to investigate about prevalence rate, extent and frequency of both the traditional and cyberbullying and predictors responsible for causing bullying among workers of service sectors of Pakistan. Using NAQ-21 and NAQ-R on the basis of the layman’s cut-off criteria for measuring bullying and cyberbullying prevalence, results highlighted that 36%, 55%, 50% and 59% of the respondents were categorised as bullied traditionally and 18%, 30%, 27% and 49% were cyberbullied in education, banking, telecom and hoteling service sectors respectively, and this is unfortunately a very high ratio. Overall bullied [traditionally] percentage was 50 and cyberbullied was 31. Smart PLS-SEM based analysis verified that, multiple dimensions of organisational climate were found to be the predictors of workplace bullying, while technology [social networking and ICT’s] is significantly related to the prevalence of cyberbullying at workplace of service sector organisations. This research provides new insights about new type of bullying i-e cyberbullying and its predictors/causes. Prevalence percentages of workplace traditional and cyberbullying have also been determined that shows bullying spread in service sectors at an alarming rate, which needs to be controlled.

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Sheikh, Adnan Ahmed, Nadir Munir Hassan, and Razia Sultana. "Linking Service-oriented High-Performance Work Practices Bundle with Person-job Fit, Person Organization Fit and Affective Commitment: A Parallel Mediation Analysis." Review of Applied Management and Social Sciences 5, no. 2 (June 30, 2022): 149–66. http://dx.doi.org/10.47067/ramss.v5i2.220.

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Affective commitment, having diverse perspectives, is a challenge of the day. The study examines the effect of high-performance work practices (HPWP) on Affective commitment in the Telecom sector of Pakistan through the mediating role of Person-job fit, and Person-organization fit between HPWP and Affective commitment. The study framework strengthens from the Theory of Work Adjustment (Afshan & Motwani) and the Social exchange theory (SET). The purposive sampling technique used 350 questionnaires distributed among employees and 290 returned. Findings show an insignificant direct relationship between HPWP [Career development, Training and development, and Performance appraisal] and Affective commitment. Whereas person-job fit and person-organization fit fully mediate the association among high-performance work practices with Affective commitment.

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Riaz, Muhammad, and Muzaffar Ali Qureshi. "Assessing the Impact of Usage of Social Networking Sites (SNSs) on Job Performance: Mediating Role of Information Overload." Global Social Sciences Review IV, no. I (March 30, 2019): 150–57. http://dx.doi.org/10.31703/gssr.2019(iv-i).20.

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Social Networking Sites (SNSs) have been playing a crucial role in influencing the overall performance of an organization and the job performance of employees. It leads to information overload that is a significant barrier for the general effectiveness of a business model. Thus, the study evaluates the role of SNSs in job performance of employees by the mediating effects of information overload in the context of telecom sector of Pakistan. The Sample of 522 was used for statistical analysis of questionnaires. The findings of the study reveal strong relationship between the usage of SNSs and job performance of employees while information overload play a mediating role. Managerial implications, limitations and directions for future studies are also discussed..

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Kanwal, Irsa, Rab Nawaz Lodhi, and Muhammad Kashif. "Leadership styles and workplace ostracism among frontline employees." Management Research Review 42, no. 8 (August 19, 2019): 991–1013. http://dx.doi.org/10.1108/mrr-08-2018-0320.

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Purpose The purpose of this study is to examine critical associations of transformational leadership, Laissez-faire leadership, transactional leadership, and authoritative leadership styles to predict perceived workplace ostracism among frontline employees (FLEs). Design/methodology/approach A snow-ball sampling technique is employed to collect data from 250 FLEs working in the telecommunication sector of Pakistan. The data are collected by means of a self-reported questionnaire. Findings All of the hypotheses are supported by the results. The authoritative leadership, transactional leadership, and Laissez-Faire leadership styles are found to positively relate to workplace ostracism while transformational leadership style is found to negatively relate to workplace ostracism. Practical implications The managers working in customer service organizations in general and telecom sector in particular should offer leadership training programs to transform supervisors (i.e., in their roles as being the leaders) by re-shaping their thinking as visionary leaders of future. Furthermore, the study has implications to strengthen the communication mechanisms by seeking opinions from FLEs about the leadership styles of their supervisors. This is to ensure that leaders actually transform themselves from being a highly traditional leader to more participative and positive leaders. Originality/value The relationships of different leadership styles to study their impact on workplace ostracism and the context of telecommunication service sector of Pakistan are unique to this study.

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Journal articles on the topic 'FD in Pakistan telecom sector'

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