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The purpose of this research is to examine the effect of employees' voice as a moderator variable on the relationship between contextual factors and employees' engagement in the Egyptian Telecom companies. The sample size consisted of 385 employees from different Egyptian telecom companies selected as respondents for the study. Using a descriptive quantitative approach, a survey was distributed among employees in Egyptian Telecom companies. Of these, 385 responses were valid and analyzed statistically to examine the relationship between contextual factors, employee engagement, and employee voice, as well as whether employee voice moderates the relationship between contextual factors and employee engagement. The findings indicated that contextual factors, particularly cultural and structural aspects, significantly influence employee engagement. Furthermore, employees' voices were found to moderate this relationship, enhancing the engagement levels influenced by contextual factors. Notably, organizational culture aspects, as well as structural aspects, were recognized as important contributors to engagement. To address these findings, the research recommends organizations prioritize fostering a supportive culture by reducing hierarchical barriers and encouraging participative decision-making. Moreover, establishing transparent communication channels and regular feedback systems is vital to promoting employees' voices. Structural adjustments, such as role clarity and team empowerment initiatives, are further suggested to strengthen engagement. By implementing these strategies, the Egyptian Telecom companies can effectively boost employee engagement and improve overall performance.

This study seeks to identify the impact of perceived internal transparency (PIT) (encompassing four dimensions: participation, substantial information, accountability, and secrecy) of Egyptian universities on their organizational goal clarity (OGC). The study adopted a comparative approach between public and private universities by comparing the relationships strength between 244 public university academics and 150 of their counterparts in private universities. The design of the research was based on a quantitative approach through which academics filled out online questionnaires aimed at measuring study variables. Data analysis was performed using correlation and regression analysis to test study relationships, and Chow test was used to compare the strength of relationships between the two groups. The results of the study showed significant effects of PIT on OGC (R2= 63.8% and 68.1%) in public and private universities respectively, with mixed results regarding the effects of PIT dimensions on OGC. The results also showed significant differences in the strength of relations between public and private universities. Based on the results, recommendations were made to the management of universities, where universities were urged to direct transparency initiatives to focus on clarity of vision and long-term goals, link university goals to individual roles of academics, and follow more objective ways of setting and evaluating goals. This study is one of the first that attempts to link transparency from an internal perspective with OGC of universities in the perceived by their academics, highlighting the differences between Egyptian public and private universities regarding the strength of the relationship between the two variables.

This study seeks to identify the impact of perceived internal transparency (PIT) (encompassing four dimensions: participation, substantial information, accountability, and secrecy) of Egyptian universities on their academics' employees' affective commitment (EAC). The study adopted a comparative approach between public and private universities by comparing the relationships' strength between 244 public university academics and 150 of their counterparts in private universities. The design of the research was based on a quantitative approach through which academics filled out online questionnaires aimed at measuring study variables. Data analysis was performed using correlation and regression analysis to test relationships, and Chow test was used to compare the relationships' strength between the two groups. The results of the study showed significant positive effects of PIT on EAC (R2 = 39.9% and 55.1%) in public and private universities respectively, with mixed results regarding the effects of PIT dimensions on EAC. The results also showed statistically significant differences in the relationships' strength between public and private universities. Based on the results, recommendations were made to the management of universities, where universities were urged to adopt more transparent systems and devise new ways of presenting information, enhancing participation and input of academics in decision-making, in addition to improving the accountability of universities towards their academics. This study is one of the first to address transparency from an internal perspective, highlighting the differences between Egyptian public and private universities regarding their PIT and EAC.

The purpose of this research is to examine the effect of workplace spirituality on voluntary turnover intensions in Telecom Egypt Company. The sample size consisted of 385 employees from different departments including (Technical, HR, IT, Financial, International, Wholesale, Commercial, and Customer Service) selected as respondents for the study. A survey was distributed to the employees of Telecom Egypt Company to investigate the relationship between workplace spirituality and voluntary turnover intensions. The results showed that there is a significant effect of workplace spirituality on voluntary turnover intensions.

The role High Performance Work System HPWS plays in improving workplace has attracted the attention of many researchers. This study aims at exploring the relationship between High Performance Work System and Organization Excellence, a concept of a growing concern, that hasn't been extensively researched particularly in Egypt. The research was carried out in two of the multinational Fast Moving Consumer Goods FMCG Companies in Egypt, which puts a great emphasis on High performance and excellence, through distributing self-administrated questionnaires to collect the required data from their employees, with a total sample of 600 respondents. Moreover, the data obtained was analyzed using the SPSS, where correlation coefficients were measured and multiple linear regression analysis was conducted. The results confirmed a significant impact of High Performance Work System on Organization Excellence where all HPWS dimensions were found to have a significant impact on every dimension of organization excellence, Accordingly, the researcher suggested a number of recommendations to be put into action in order to improve and maintain the workplace excellence in FMCG sector.

The aim of this research is to investigate the impact of the employer brand dimensions on organizational pride. Data was collected using a self-administered structured questionnaire from a sample of 444 academic staff members working in Egyptian public and private universities. Confirmatory factor analysis, T-test, Pearson correlation coefficient, simple linear regression and multiple regression (stepwise regression) were utilized in this research to test the hypothesized relationships. According to the results, there is a statistically significant difference between how Egyptian public and private universities perceive the concepts of a healthy work environment, work-life balance, ethics, and corporate social responsibility. Additionally, there is no statistically significant difference between Egyptian public and private universities in terms of the concepts of compensation and benefits, training, and development. Also, there is no statistically significant difference between Egyptian public and private universities in terms of how academic staff view the organizational pride. Finally, it was discovered using stepwise regression that all employer brand dimensions (except work-life balance) have a statistically significant impact on organizational pride in Egyptian public universities. However, only a healthy work environment, ethics, and corporate social responsibility were found to have an impact on organizational pride in Egyptian private universities. The researcher reached a set of recommendations, which included suggestions to enhance employer brand, and organizational pride.

The objective of this research is to investigate the impact of employer brand dimensions on job embeddedness as perceived by academic staff at Egyptian public and private universities. A self-administered structured questionnaire was used to collect data from a sample of 444 academic staff members in order to compare academic staff members at Egyptian public and private universities. To test the hypothesized relationships, this research used confirmatory factor analysis, t-test, Pearson correlation coefficient, simple linear regression, and multiple regression (stepwise regression). Furthermore, there is a statistically significant difference in perceptions of organizational fit, organizational links, community fit, and community links between Egyptian public and private universities. Finally, using stepwise regression, it was discovered that all employer brand dimensions have a statistically significant impact on job embeddedness in Egyptian public universities. Only a healthy work environment, ethics, and social responsibility have a statistically significant impact on job embeddedness in Egyptian private universities. The researcher reached a set of recommendations, which included suggestions to improve the employer brand and job embeddedness.