Annotated Bibliography of 5peer-reviewed Journal Articles.

Annotated Bibliography of 5peer-reviewed Journal Articles
1 | P a g e

Table of Contents
Annotated bibliography of first article............................................................................................3
Annotated bibliography of second article........................................................................................7
Annotated bibliography of third article.........................................................................................10
Annotated bibliography of fourth article.......................................................................................13
Annotated bibliography of fifth article..........................................................................................16
Reference.......................................................................................................................................19
2 | P a g e

Annotated bibliography of first article
Full Reference Khashman, A. M., & Al-Ryalat, H. (2015).
The Impact of Electronic Human Resource
Management (E-HRM) Practices on Business
Performance in Jordanian
Telecommunications Sector:“The Employees
Perspective”. Journal of Management
Research, 7(3), 115-129.
Outline of research objective and research
question
The research objective of the study is to
 Understand the E-HRM processes
which can be applied in the
Telecommunication sector
 understand the electronic processes of
recruitment, selection, training,
appraisal, communication and
compensation can be fruitful to the
particular service sector
 Detection and confirmation of the
time, cost, quality and flexibility
factors’ impact in the
telecommunication sector of Jordan.
The research questions are
 What are the Electronic processes that
can be applied in the
Telecommunication sector?
 What are the impacts of the Electronic
processes practised in
telecommunication sector?
 How can the Telecommunication
sector be benefitted by the application
3 | P a g e

of the E-HRM practices?
Outline of method The data collection method adopted here in
the article is Primary. It is a quantitative
approach with 178 questionnaires sent to the
three telecommunication companies of
Jordon. Amongst these questionnaires 155
complete and incomplete response came back.
144 responses were complete while 11 were
incomplete. Questions were basically divided
into two parts. The first part comprised of
personal information of the respondents
relating to age, gender and experience while
the second part included the variable that
impact the E-HRM practices relating to
company performance. The Cronbach’s Alpha
Cronbach(1951) was used subjected to scale
reliability procedure of SPSS11.0.
Discussion and findings Four factors were discussed in the findings
section. Those four factors were the time
factor, cost factor, Quality of service and
flexibility factor. 6.08% variance have been
found with an F value of 13.36 which detects
a positive impact on the time factor. The cost
factor suffered 8.60% variance with an F
value of 20.47 which again shows a positive
impact on cost. The quality of service factor
suffered a variance of 5.32% which had an F
value of 9.03. Lastly the flexibility factor
suffered a 4.78% variance with an F value of
6.76. From all the data collected it is evident
4 | P a g e

that the operational performance can improve
through the application of these in the service
sector as the four factors have a positive
impact totally. The administrative burden can
be reduced with a huge reduction in cost. This
the expectation of the positive effects on the
time, cost, flexibility and service factors was
confirmed through the data analysis.
Summary of Conclusion The E HRM practices such as E-Recruitment,
E-Selection, E-training, E-Performance
Appraisal, E-Communication and E-
Compensation influence the operational
performance of the company by saving time,
cost and improving Quality of Service along
with flexibility in the Jordanian
Telecommunication sector. Again, these can
shatter other processes if improperly
performed. The E-HRM practices also
provide authentic information which help the
members of the organization to take correct
decisions which ultimately results in better
performance of the organization. This is an
indication to the policy makers of the
Jordanian Telecommunication sector for
improvement of operational performances.
Relevance of study This article is absolutely relevant to the
empirical study of HRM practices in the
telecommunications sector as this indicates
the ways through which the company can
achieve a better performance level. The
Electronic processes of HRM practices such
5 | P a g e

as recruitment, selection, training, appraisal,
communication and compensation can
improve the performance of the company by
saving time and cost and increase the quality
of service and flexibility. The data collected
through electronic processes are authentic and
can be utilised by the company to take
prominent and appropriate decisions. HR
planning and industrial relation can improve
through the application of these measures
efficiently. And with correct decisions come
proficiency which can justify the
telecommunication service sector.
6 | P a g e

Annotated bibliography of second article
Full Reference Safiullah, A. B. (2015). Employee motivation
and its most influential factors: A Study on
the telecommunication industry in
Bangladesh. World, 5(1).
Outline of research objective and research
question
The research objectives were
 To find out the factors that affects the
motivation of the employees of the
telecommunication sector with the
help of different sources.
 To understand what are the prime and
least popular motivational factors for
both male and female employees on
the telecommunication sector
 To find the measures that can be
applied to motivate the employees
continuously
The research questions were
 What are the prime motivational
factors of an employee which effect
the organizational performance in the
telecommunication sector?
 Which factors are more relevant for
motivation of male employees and
female employees?
 What measures can be applied for
uninterrupted motivation of
employees?
Outline of method Primary data has been collected through field
survey using Microsoft excel. Statistical
7 | P a g e

measures such as frequency, distribution,
percentage table, mean and standard deviation
have been used to describe the variables.
Secondary research has been done to find out
the factors that affect the motivation of the
employees in the telecommunication sector.
There were 3 segments of questionnaires. The
first part included the generic profile
questions of the respondents, second part
constituted the 8 factors of motivation, the
third part contained questions on current
reward and recognition systems.
Discussion and findings Eight factors have been found out which
extensively motivate the employees. They
are- salary and financial incentives, career
growth and development, cooperation among
co-workers and supervisors, formal
recognition, flexible timing, challenging task,
job security, good work environment. 79.01%
respondents has supported career growth,
following that the job security factor has
taken a leap, next to that is the task
challenges. The top three have been listed
and sufficient measures to fight the situations
has also been suggested by the researcher
such as training, Union building and
communication etc. Following factors are co-
operation between team members, formal
recognition, salary and incentive, good work-
environment, flex-time respectively. Again it
is also found that the factor “challenging task”
8 | P a g e

and “co-operation in team” have various
values in female and male respondents.
Females find the “cooperation” factor more
motivating while “challenging task” acquires
high rank for males.
Summary of Conclusion The study was attempted to identify the key
factors of motivation in the
telecommunication sector. Opportunities for
career growth was found to be the popular
factor while flexible time was the least
popular. The employees are also concerned
about their job security due to the
retrenchments of the industry. The study also
suggests the industry to start unions which
may reduce the job security factor. Again the
Maslow’s hierarchy for need does not fit in
the system where employees needs are all
mixed up unlike the levels of the structure.
Relevance of study The study is specifically relevant as it
discusses about the motivational factors of the
employees in the telecommunication service
sector. The facts which are most popular in
the survey can give an implication to the
telecommunication Service sector on factors
to focus on in order to motivate the
employees for a better future of the industry.
9 | P a g e

Annotated bibliography of third article
Full Reference Razzaq, S., Aslam, U., Bagh, T., & Saddique,
S. (2017). The impact of human resource
management practices on employee
commitment: Evidences from Pakistan
Telecom Sector. International Journal of
Academic Research in Business and Social
Sciences, 7(7), 649-667
Outline of research objective and research
question
The research objective of the study is to
 Investigate the relation between the
employees commitment and the HRM
practices in the telecom sector of
Pakistan.
 Find out impacts of HRM practices on
commitment of the employees in the
telecom sector of Pakistan
 Detect the status of the HRM practices
in the telecommunication sector in
Pakistan.
The research questions are as follows :
 What are the relationships of Career
planning and compensation practices
and employee commitment in the
telecommunication sector of Pakistan?
 Are there impacts on employee
commitments from the HRM
practices?
 What are the status of the HRM
practices in telecom sector and overall
industries of Pakistan?
10 | P a g e

Outline of method The methods used in the research is primary
research along with a quantitative research,
Regression model has been used to find out
the values and five renowned telecom
companies of Pakistan has been considered in
the study. The two HRM practices are taken
as Hypothesis and then have been ventured
for the study. A descriptive statistics have
been discussed with values.
Discussion and findings The two hypothesis considered have been
clarified with proper values. The values of
beta co-efficient of “Career planning
practices” have been found out to be 0.57102
and the “compensation practices” have been
found out to be 0.335409. This specifically
points out that these two factors are highly
important for the telecom sector employees.
The factors such as the career planning and
compensation practices of the companies,
extend the commitment of the employees in
the telecommunication sector of the
employees. The employees therefore, perform
better and can be retained in the industry. The
old employees are an asset to the companies.
Likewise, better performance can be achieved
if the employees are retained for a longer
period in the companies.
Summary of Conclusion The study focusses on the HRM practices in
telecommunication system of Pakistan. Two
HRM practices such as the career practice,
11 | P a g e

planning and compensation practice were
detected on the other hand the employee
commitment is detected as the independent
variable. Summarising the facts it has been
found out that the compensation practice and
career practice planning both have high
positive impacts on employees’ commitment
in the telecom sector of Pakistan.
Relevance of study The study is highly relevant as career practice
planning and compensation practice can help
the telecommunication sector improve and
perform better in the industry. The
commitment factors are highly relevant for
the study as these retain the employees in
order to perform better. Retention can
improve the company performance factors as
the old employees have a vast knowledge on
the activities of the company.
12 | P a g e

Annotated bibliography of fourth article
Full Reference Alnidawy, A. A. B. (2015). The effect of
emotional intelligence on job satisfaction:
Applied study in the Jordanian
telecommunication sector. International
Journal of Business Administration, 6(3), 63
Outline of research objective and research
question
The objective of the study is to
 Consider some hypothetic factors that
affect the employee as a whole due to
job satisfaction in the telecom service
sector of Jordan.
 To understand whether the hypothesis
are correct or not with respect to Job
satisfaction in the Jordanian telecom
sector.
The research questions are
 What are the hypothesis criteria
considered in the study to find out the
impacts of job satisfaction?
 Are emotional intelligence, well-
being, self-control and emotionality
factors related to job satisfaction?
 How the factors are relevant with job
satisfaction and what are the outcomes
of the calculations performed?
Outline of method The research paper is a combination of
primary as well as secondary research. The
secondary research has been done in order to
find out the factors relating to job satisfaction
in the telecommunication system of Jordan.
13 | P a g e

Then the first main hypothesis has been done
with the help of statistics and regression
analysis. Next to that the sub hypothesis is
taken up and done a regression analysis.
Discussion and findings At first the hypothesis of the fact that there is
no emotional intelligence factor associated
with Job satisfaction. But the regression
values have proved it wrong and have told
that there is a significant impact of the job
satisfaction on emotional intelligence. In the
next part of the analysis the hypothesis was
considered to be that there is no effect of
well-being, self-control, emotionality factors
relating to job satisfaction. But the fact is
nullified and it is proved through the data
obtained that these factors are directly related
with job satisfaction and every employee has
an impact on these factors which ultimately
improves the performance of the company
holistically.
Summary of Conclusion The research has found out the impact of
emotional intelligence through some elements
of the job satisfaction of the employees in the
Jordanian telecommunication sector further
the researcher has pointed out relevant
recommendations for the industry sector. It
has been found out that the job satisfaction
has a positive impact on the emotional
intelligence in Jordanian telecommunication
sector. There is also a positive effect of well-
being on job satisfaction in the telecom sector
14 | P a g e

of Jordan. There is also a positive effect of
self-control and emotionality on the job
satisfaction in the Jordanian telecom sector.
Relevance of study This study is highly relevant as the HRM
factors such as the emotional intelligence,
well-being, self-control and emotionality on
job satisfaction can bring high effects on the
telecom industry. The performance increases
for every employee if the job satisfaction
factor is high. The emotional intelligence can
act as support and empathy which is positive
for the human resource of any company. The
well-being boosts the mental situation of the
employee resulting to a better performance.
Self-control and emotionality balance in the
corporate culture is highly essential as this is
also a boost factor for the growth of the
company in total.
15 | P a g e

Annotated bibliography of fifth article
Full Reference Yadav, N. S. (2016). An Impact of Human
Resource Development Practices on
Technological Changes and Working
Environment of Telecom Sector.
Outline of research objective and research
question
The objectives of the study are to understand
the
 Establishment of the standard
measures of human resource practices,
technological changes and work
environment in the telecom sector.
 To detect the impact of technological
changes and work environment on
Human resource practices for the
development of the telecom sector
 To open new avenues for future
researchers.
The research questions are as follows:
 What are the standard measures taken
up in the telecom sector to face the
technological changes and changes in
the work environment?
 What is the impact of technological
changes ad changes in the work
environment on Human resource for
the development of telecom sector?
 What are the ways for future research
in the particular industry affecting the
changes mentioned above?
Outline of method Primary research has been performed in the
16 | P a g e

study having qualitative as well as
quantitative methods. The respondents were
contacted personally at their workplaces and
interviewed in order to collect the data. 5
telecom companies were used in the survey
and 200 questionnaires were distributed
among which 155 were received back. The
data collected were again analysed through
reliability, validity, factor analysis, regression
analysis and T-test. Reliability was calculated
through Cronbach’s Alpha.
Discussion and findings The reliability analysis found out that
technological changes value was 0.744
through Cronbach and working environment
value was 0.791which readily states that the
factors are highly related. The linear
regression between technological changes as
independent variable and HRD practices as
dependant variable accounted to be 142.96
which indicated that it is “goodness of fit”, on
the other hand working environment also
stated almost the same with a value of
148.279. The R square values of
technological change and working
environment are 55.6% and 51.3% which
directly stated that the these contribute a lot in
the HRD practices for the betterment of the
company in the telecom sector.
Summary of Conclusion In the present scenario the changes play a
very important role in the Human resource
practices. This affects the development of the
17 | P a g e

organization. The study gives a view on the
encompassed environment, influences of
different human resource practices and the
impact of the technological changes and the
environmental changes in the telecom sector
as a whole. This study found out that there is
a huge respondents who agree to the fact that
the HRD practices related to the technological
changes and environmental changes impact
the development of the organization by the
improvement of the employees. Most of the
employees threw a light on the fact that the
changes are independent of HRD functions as
may be they are new in the sector.
Relevance of study The study is exclusively relevant to the topic
as the HR practices constitute the changes
talked in the research study. The companies
are willing to take changes positively as they
impact the company performances. The two
changes talked about are helpful for the study
as they are indicate the importance of change
in the HRD practices and thus detect the
performance criteria for the organization as a
whole.
18 | P a g e