Fear Destroys the Ability to Trust: Impact on Employee Engagement during Structural Change in Telecommunication Sector of Pakistan

Abstract

Due to economic downturns and structural pressures, the telecommunication sector have frequently had to go through structural change to remain competitive. This could distract telecommunication sector away from focusing on trusting relationships leading towards failure in managing change. Present research fill this gap and aims to examine the effect of trust in leadership on employee’s engagement during structural change. To provide additional insight, the present study used fear of change as a moderator between relationship of trust in leadership and employee engagement. Drawn from cross-sectional research design, a web-based survey was used to collect data from employees of telecommunication sector across all provinces of Pakistan that experienced structural change within their organization. A total of 447 responses were received. The study findings indicate that employee level of trust in leadership in change helped them to foster their engagement in change process. Additionally it was also supported that decrease in employee’s fear of change enhances the effect of trust in leadership on employee’s engagement during change.

How does emotional intelligence influence self-efficacy among customer service representatives in Pakistan? Mediatory effects of emotional labour

“…The target population for the research was the customer care employees' of Telecom sector branches in Lahore, Pakistan. The reason for choosing the telecommunication sector is owing to the fact that this industry has seen tremendous advancements over the years in the field of technology (Memon et al, 2020) and for that matter, employees in this sector have to adapt to the changes to survive in the competitive industry. Here, the role of identifying soft aspects like emotional intelligence, emotional labour and self-efficacy is of supreme importance as identifying these elements can retain employees for longer periods of time.…”

“…For the past few years the telecommunication sector of Pakistan is rapidly emerging (Memon et al, 2020). It is due to the contribution of the Ministry of Information Technology and Telecommunication that the people of Pakistan can use mobile broadband services like 3G, 4G and also LTE in Pakistan.…”

“…For the past few years the telecommunication sector of Pakistan is rapidly emerging (Memon et al. , 2020).…”

The influence of ant fragility and cross-cultural adaptability on employee engagement: The moderated mediation role of perceived insider status

“…Although public sector is paying much attention to enhance employees' engagement in developing countries; however, the level of employees' engagement in private sector is comparatively high (Malik, Khan, Mahmood, & Ilyas, 2020). Previous scholars have primarily noted that public sector comparatively pays less attention to increase employees' engagement due to inancial stability and governmental support, especially in Pakistan (Malik et al, 2020;Memon, Shah, & Khoso, 2020;Sarmad, Ahmad, Khan, Irfan, & Atta, 2020). Similarly, Borst, Kruyen, Lako, and de Vries (2020) conducted a meta-analysis comprised upon 130 studies, which were carried out in both developed as well as developing countries.…”

“…However, in developed countries, the public sector employees have high work engagement as compared to the employees of public sector in developing countries. However, now public sector organizations are also focusing on increasing work engagement in order to retain their valuable talent as the engaged and committed employees are more productive, creative and loyal with the organization, who in turn lead to the enhancement of overall performance of the organization (Memon et al, 2020;Sarmad et al, 2020). Shah, Shah, Ullah, and Yasir (2021) noted that public sector of Pakistan is also focusing on enhancing employees' engagement to increase their overall work performance.…”