Exploring the impact of flexible work arrangements on employee engagement in telecommunications: case of Egypt
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Author(s)Adel GhonimLink to ORCID Index: https://orcid.org/0000-0002-0113-1825
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Abdelrehim AwadLink to ORCID Index: https://orcid.org/0009-0005-3649-430X
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Mohamed ShemaisLink to ORCID Index: https://orcid.org/0009-0009-6506-1916
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Talaat ShmaLink to ORCID Index: https://orcid.org/0009-0007-4631-3108
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Adel AzizLink to ORCID Index: https://orcid.org/0009-0006-3094-8144
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DOIhttp://dx.doi.org/10.21511/ppm.23(2).2025.13
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Article InfoVolume 23 2025, Issue #2, pp. 198-207
- 128 Views
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30 Downloads
This work is licensed under a
Creative Commons Attribution 4.0 International License
Flexible work arrangements (FWAs) have become a cornerstone of modern organizational practices, offering solutions to enhance employee engagement and adapt to evolving workplace demands. The purpose of this study is to examine the impact of flexible work arrangements on job engagement, focusing on how dimensions such as workload flexibility, workplace flexibility, and flexible working hours influence employee vigor, dedication, and absorption within the Egyptian telecommunications sector. A descriptive-analytical approach was adopted, and data were collected through a structured questionnaire distributed to 300 employees across different departments in the Egyptian Telecom Company. Statistical analyses, including correlation and regression, were employed to test the relationships between the variables. The findings reveal that FWAs significantly enhance job engagement, explaining 62% of the variance in engagement levels. Flexibility in workload emerged as the strongest predictor (β = 0.28), followed by flexible workplace (β = 0.25) and flexible working hours (β = 0.22). Flexible workplace and working hours also had substantial impacts, reflecting the importance of spatial and temporal flexibility in addressing employee needs. While flexible working procedures contributed positively, their influence was comparatively lower, indicating the operational constraints of the telecommunications sector. The results underscore the practical value of FWAs in enhancing workforce motivation and organizational performance. By strategically implementing tailored FWA policies, organizations in dynamic sectors like telecommunications can foster a more engaged and adaptable workforce, ensuring resilience and competitiveness in a rapidly changing environment.
Acknowledgment
The authors are thankful to the Deanship of Graduate Studies and Scientific Research at University of Bisha for supporting this work through the Fast-Track Research Support Program.
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JEL Classification (Paper profile tab)J28, M12, M54, O15
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References22
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Tables10
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Figures0
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- Table 1. Distribution of population and sample across departments in the Egyptian Telecom Company
- Table 2. Reliability and validity results
- Table 3. Descriptive statistics for FWAs and job engagement
- Table 4. Correlation between FWAs and job engagement
- Table 5. Regression analysis for FWAs and job engagement
- Table 6. Regression analysis for flexible workplace and job engagement
- Table 7. Regression analysis for flexible working hours and job engagement
- Table 8. Regression analysis for flexible working procedures and job engagement
- Table 9. Regression analysis for flexibility in workload and job engagement
- Table 10. Summary of hypotheses testing
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Workforce sustainability and quality of service in accredited hospitals in India: Mediating role of job engagement
Nagendrappa Prakash ,
Arjunan Satya Nandini
doi: http://dx.doi.org/10.21511/ppm.22(1).2024.03
Problems and Perspectives in Management Volume 22, 2024 Issue #1 pp. 25-33 Views: 641 Downloads: 234 TO CITE АНОТАЦІЯThe healthcare industry in India has witnessed remarkable growth and transformation in recent years, with a burgeoning demand for quality healthcare services. The sustainability of the healthcare workforce and the service quality of accredited hospitals are critical factors that significantly influence the overall healthcare system in India. This study aims to investigate the relationship between workforce sustainability, quality of healthcare service, and job engagement within the context of accredited hospitals in India. A descriptive research design is employed, and a structured questionnaire is used to gather primary data from the doctors and nurses as they have more burnout intentions at the workplace. The sample size of the study is 384 respondents: 86.2% are doctors and 13.8% are nurses. The study results reveal that unmarried doctors and nurses exhibit greater sustainability (with a score of 3.7767). Similarly, the millennial workforce demonstrates higher sustainability (scoring 3.8106) than the Gen X cohort (scoring 3.7775). Notably, doctors exhibit greater sustainability in the workplace (scoring 3.7772) when contrasted with nurses (scoring 3.6061). Job engagement varies with the annual income. The female workforce holds more favorable perceptions regarding the quality of healthcare service (scoring 3.8583). The study found that workforce sustainability, quality of healthcare service, and job engagement are positively correlated. Further, the study revealed that workforce sustainability positively and significantly impacts service quality in hospitals (22.4%), and job engagement mediates the workforce sustainability and quality of healthcare services.
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Role of proactive behavior in entrepreneurial alertness: A mediating role of dynamic capabilities
Ahmed Abdullah Amanah ,
Sahar Abbas Hussein ,
Dheyaa Falih Bannay
doi: http://dx.doi.org/10.21511/ppm.20(4).2022.10
Problems and Perspectives in Management Volume 20, 2022 Issue #4 pp. 127-137 Views: 621 Downloads: 130 TO CITE АНОТАЦІЯThe role of entrepreneurial alertness has been increasing to cope with the current fiercely competitive market. Entrepreneurial alertness enables companies to benefit from unseized opportunities and gain a competitive advantage. Therefore, the study explores the role of proactive behavior in enhancing the entrepreneurial alertness of organizations through the mediating role of dynamic capabilities. The study focuses on the Iraqi telecommunication market because of the intense competition between three major telecom companies. Data were collected through a 5-point Likert-scale questionnaire distributed among employees of mobile telecommunications companies in Iraq. The sample aimed to cover different levels in the business hierarchy with a particular focus on the leading positions. Therefore, it included 299 members of boards of directors, branch managers, department heads, and chief supervisors (middle managers). Structural equation modeling (SEM) was used to analyze the responses. Results revealed the positive effect of adopting proactive behavior (e.g., problem prevention, innovation, and holding responsibilities) on entrepreneurial alertness (e.g., scanning, searching for, and evaluating opportunities). The results also approved the mediating role of dynamic capabilities in enhancing the relationship between proactive behavior and entrepreneurial alertness. Therefore, Iraqi governmental telecommunication enterprises are recommended to benefit from the dynamic capabilities of employees (e.g., sensing, learning, integrating, and coordinating capabilities) to maximize the positive influence of proactive behavior on entrepreneurial alertness and, accordingly, improve the prediction of production risks and threats.
