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

Yahye Abdalle  Jama; Abdirizak Abdulkadir  Hersi; Ahmed Abdikadir  Said; Mahfuz  Ashraf; Mohammad Shamsal  Islam

doi:10.46977/amt.2024.v05i01.005

Authors

Yahye Abdalle Jama Golis Telecommunication Company, Puntland, Somalia
Abdirizak Abdulkadir Hersi Sahal University, 65RW+VHG Bosaso, Somalia
Ahmed Abdikadir Said Sahal University, 65RW+VHG Bosaso, Somalia
Mahfuz Ashraf Lincoln Institute of Higher Education, Sydney NSW 2000, Australia
Mohammad Shamsal Islam Ispahani Islamia Eye Institute & Hospital, Dhaka-1215, Bangladesh

DOI:

https://doi.org/10.46977/amt.2024.v05i01.005

Keywords:

Crafting Employee, Engagement, Somalia, Telecommunication

Abstract

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

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