Abstract

1.0 Introduction

Background

2.0 Research terminology

Entrepreneurship: according to Raymond W.Y. Kao (1993), who have defined the term is a process of doing something new as well as different to create the wealth of an individual and it will also add value to society.

Intrapreneurship: Antoncic and Hisrich (2003) have defined Intrapreneurship as “emergent behavioral intentions and behaviors that are related to departures from the customary ways of doing business in existing organizations”.

In the next section, the researcher will state the problem statement of this research.

3.0 The rationale for the research

It would be right to say that there has been very limited empirical as well as qualitative research that has been done in the relation to Jordan, especially when it comes to intrapreneurship as well as the telecommunication sector. Furthermore, the effect of nepotism practices and their consequences on intrapreneurship and organizational intrapreneurship culture have remained unexplored. According to Janssen et al (2019) who conducted a systematic literature evaluation when it comes to adoption and diffusion of intrapreneurial effort in the telecommunications sector across the globe and revealed that there is very limited research on the sector as well as on the subject. Further stated that through the research that the expected number of intrapreneurial projects, as well as the initiatives, are very less in the preceding decades due to the low indulgence of creative minds in the decision process. However, the research is limited when it comes to evaluating the impact of nepotism, the main reason for this limitation is that the research has indicated the different variables such as confirmation bias, halo effect, budget, and nepotism, which have made it less concentrated on the subject (nepotism).

4.0 Purpose of the study

5.0 Problem Statement

Due to the government restrictions that have been imposed in the time of coronavirus have postponed or delayed the government-initiated developments project of 5G in the telecom sector. The organization such as Zain, Umniah and Orange are also facing many difficulties that are related to the managing the workplace management and workflow in this unprecedented time. Apart from that, Additional Competitiveness was also introduced in the telecommunications market in Jordan near 2019, this was due to the merger of Umniah and Jordon effective power company (JEPCO). This merger was initiated so that they could increase their customer base and will also enhance the bandwidth as well as their fibre-broadband network (Rosbo, 2020). Hence, in such case to remain competitive in dynamic and ever evolving telecommunication industry sector it is important to use motivation for corporate initiatives for discovering the effective ideas for the workplace setting as well as management for practicing the intrapreneurship. Furthermore, the government intention in Jordan has always been inclined towards introducing their own sustainable research as well as development project in the telecom sector so that it could easily reach the entire country (Kenresearch, 2020). However according to the Drobyazko et al., (2019, p.5) believes that these intentions are not achieved due to inadequate ideas generations as well as inefficient installation of the 5G networks. The author believes that such type of nature where everything is delayed has emerged because of prominent presence of Wasta culture and because of presence of nepotism at the managerial recruitment where they tend to prioritize their own relatives than the talented or the innovative mind that have been cited as ‘Members of staff may be locked out of promotions and pay increments in favour of the boss’s favourite and this demotivates them’’ (Ombanda, 2018, p.479). This is one of the reasons that supports the statement of the problem that is underpinned this research, this will also explore the Wasta and its various dimension that is involved in the practice of intrapreneurship in the Jordanian telecommunications sector.

6.0 Research Questions

RQ1: Examine the impacts of nepotism on Intrapreneurship in the Jordanian Telecommunications sector

H4: Is there any positive relationship between Wasta and Tribe/race importance?

H5: Is there any positive relationship between Wasta and Presence of Kinship?

7.0 Theoretical Framework

7.1. Theory of Nepotism

7.1.1 Ethnic Nepotism

7.1.2 Reciprocal Nepotism

7.1.3 Entitlement nepotism

Jaskiewicz et al, (2013) Have defined the term entitlement nepotism in relation to family business and its impact on companies' performance. This theory describes How the presence of less obligations could successfully contribute or are the same time how the efforts of company performance could hamper overall efficiency and performance of the company. The theory believes that a company's goal could be considered less productive if they tend to lack in terms of constructive feedback due to the business failure of the selected favored candidate. Furthermore, search type of activities where the talented candidates are denied in the firm’s goal could potentially lead to lower level of motivation another deserving or eligible candidates to practice intrapreneurship. this theory is quite relatable a relevant for this research because the main aim of the research is to examine how the nepotism tends to create an impact in the process of entrepreneurship.

7.2 Hofstede's cultural dimensions

7.2.1 Uncertainty avoidance dimension

Before highlighting the theoretical relationship with the research topic, it is vital to address the uncertainty avoidance and the relationship with the intrapreneurship through the research conducted by Arslanagic-Kalajdzic et al. (2019), in this research for conceptual model was highlighted to demonstrate the relationship between the uncertainty avoidance intention and the practice of intrapreneurship, according to the research who revealed in their finding that the relationship is negative between the two, negative reflection demonstrate higher tendency of avoiding the uncertainty when it comes to intrapreneurial activities. Another scholar Zgheib (2017) Stated that most of the employees in MENA region are considered to have a fear when it comes to result of failure of entrepreneurial initiatives and also related to future negative performance appraisal by the employer. Thus, the research concludes that when the employees of the western companies are under the supervision of western leaders tends to accelerate the intention when it comes to entrepreneurial efforts.

7.2.2 Power Distance

7.2.3 Long term orientation Vs. STO

7.3 Globe cultural dimensions

7.3.1 Assertiveness

7.3.2 Humane Orientation

Homburg & Pflesser, (2000) believes that human orientation is one of the successive degrees which could be considered as a measure through which it can be analysed the extent through which people of the specific culture are generous, Fair and kind to the other individual. And there is such it has been highlighted that human orientation could be was strong pillar which could support the well-being of the society and at the same time it will also drive positiveness and kindness to other individuals or the community. this statement created an argument, in which Pelau & Pop (2018) Believe that higher access of human orientation as well as unplanned kindness could potentially mislead the relationship and can be a major driver when it comes to scope of favouritism among the individuals, as a result it could potentially misguide the fairness. In this proposed research, this theoretical construct is very essential for the researcher as it aims towards evaluating the relationship between the favouritism and nepotism.

7.3.4 Performance Orientation

According to the Matzler and Mueller (2011) believes that motivational learning is more inclined towards the appraisal considers the performance-based attachment rather than sticking to human-orientations as it is considered to have an effect of a fair as well as strategic organizational practices especially in the western countries When employees are highly motivated to highlight their performance as well as their entrepreneurial efforts. Calza et al. (2010), believes that leaders who tends to supervise the middle-east companies are more concentrated with human orientation. As they tend to overweight favouritism when it comes to motivating and showcasing the intrapreneurial efforts in employees and at the same time employees also tend to search for closer relationship when it comes to promotion and other benefits. according to House et al. (1999) Who have defined performance orientation as a degree of measurement which could be used as in motivation as well As for rewarding the individual who is considered to be more inclined and focus toward creativity and innovation. in this research it has been revealed that Society is a performance oriented hence in order to motivate the employees who are known for sharing their ideas and creativity within the organization, it is vital to introduce new and potential research-based business portfolio so that the organization could prosper over the ears. another scholar Katigbak et al. (2002), Stated that the countries such as Middle East regions are considered to be more highly concentrated with people and relationship in the organization. As a result, the performance of the employees and their contribution towards intrapreneurial activities are also not highly motivated for the organization. This Theoretical aspect is very important for the research as society is performance oriented and could potentially support the intrapreneurship over the practice of nepotism.

7.4 Intrapreneurial models

7.4.1 Enabler model

7.4.2 Opportunist model

8.0 Review of the Literature

8.1 Wasta and Nepotism

8.2 Intrapreneurship

8.3 Impacts of Wasta in intrapreneurship

According to Velez‐Calle et al., (2015) who stated that the practice of nepotism or any form of encouragement of this practice could be considered destructive for overall business performance as well as it could also potentially Become a threat for the survival of the organization. according to this research Which clearly states that if ineligible person is positioned at higher level, then in that case it could potentially hamper critical decisions that have Been taken for the business performance or for the operational issues, if they can by in eligible person then it could potentially have an adverse impact on the sustainability of the organization. Furthermore, this research concluded that when the practice of nepotism is practiced in organization specially add critical position, then even a slightest wrong decision could be destructive for the organization which can ultimately destroy the sustainability of the organization.

According to Al-Twal & Aladwan, (2020) who emphasize that the practice of nepotism in intrapreneurship good generate positive as well as negative outcome for the organization specially in context to the performance that is directly linked to the traditional intentions as well as motivation, when it comes to comparative success among the family members. Apart from that the research also revealed that in the Middle East countries, the big families intend to hold the respective managerial position. In such case the level of obligations towards enhancing the intrapreneurial efforts are quite high as they are positioned at higher level Which means that it could be glorified if the assigned relative or family member is able to generate a good business idea as well as with good achievement. this research was further supported (Hutchings & Weir, 2006; Schulze et al., 2003; Sinha & Srivastava, 2013) where the further added is the family members are given more importance than the eligible talents then this might create an adverse impact on the business performance if they are not achieved, this again adds pressure to perform well. Wolcott & Lippitz (2007), Claim that in the organization the role of enabler is to facilitate the employees to communicate freely with the top-level management when it comes to their ideas and opinion and at the same time it is the organizational duty to support the ideas proposed by the employees by making an appropriate appraisal for their ideas which could successfully encourage them to indulge more in intrapreneurial activities. in this context, it would be relevant to say that the impact of Wasta could potentially tarnish the overall image as well as process of presenting the organization as an enabler when it comes to entrepreneurship practice (Morgan et al., 2016; Zgheib, 2017; Śledzik, 2013). Gianiodis et al. (2016), Also stated that the organization is also a facilitator where employees are served as an opportunist role, thus, In case of employ submit their ideas to the top-level management then they will take this as an opportunity to implement the new innovative an emerging idea.

8.4 Organisational culture in MENA and Jordan

9.0 Research Methodology

9.1 Qualitative Research Methodology

according to Zhang and Wildemuth (2009) Who proposed that grounded theory comprises of a process design which helps in condensing raw data into proper themes based on proper inference and interpretations. in this type of theory, the process combines a deductive attitude for data analysis that also uses intuitive method. through this inductive approach, the researcher is able to examine and carry out the data comparisons which help the researcher in emerging with the themes and categories. Otherwise, the approach that is used as deductive where the concepts are proposed from the from theory or derived from the previous studies. therefore, following Charmaz’s (2000) Understanding when it comes to how grounded theory should be developed this present study aims to choose the combined approaches that results in iterative deductive/ Inductive process which could successfully help in theory generation. Moreover, there is no invalidates the conduct of this research, as it is in accordance with principle of the grounded theory, as according to the Langley (1999) ‘we should not have to be shy about mobilizing both inductive (data-driven) and deductive (theory-driven) approaches iteratively or simultaneously as inspiration guides us’ (1999, p. 708).

9.1 Case Studies

Proposed theoretical model

• Relationship: the family attachment of the individual could potentially create a relationship with a particular group, as this attachment could significantly give rise to nepotism

• Friendship: the presence of friendship within the organization could also influence them to recognize their close friend at the time of recruitment or when moving intrapreneur projects, which again demonstrate nepotism.

DEPENDENT VARIABLE: INTRAPRENEURSHIP

• Creativity: creativity is the state where the individual has the ability to come up with a new way of doing things from the existing concepts such types of concepts are closely related to the practice of intrapreneurship.

9.2 Quantitative Research Methodology

Constructing the questionnaire

As this part of the quantitative research, the questionnaire was developed. The measuring scale was selected according to the quotation that have been extracted from the case studies during the theory process. Regarding the scale type the preference was given to Likert scale which will include 7 points which will also include a neutral midpoint, the range will include totally agree to totally disagree. The question that will be given in the questionnaire will be simple and directed and the words and expressions will be only used which are familiar to the respondent. Due to the coronavirus outbreak, all the questionnaire will be sent through the mail as an electronic version. To increase the credibility of the respondent the front page will include a logo of the University, as the institution is known for their goodwill. finally, it will also include an expression of thanks and appreciation for all the responded for participating in the study at the end of the questionnaire. The Questionnaire will be provided to 30 employees and 30 top-level managers (20 from each company including manager and employees). Through this data collection process, it will help the researcher in drawing a relationship between the independent variables and will also help the researcher in classifying the dependent variable in three Tele communication companies. the researcher will able to identify the relationship between the dependent and independent variable through SPSS tool where the correlation as well as regression analysts will be used to analyze the relationship. the main reason for adopting correlation and regulation is that the main aim of the researcher is to examine the impact of nepotism on intrapreneurship, in Jordanian telecommunication sector. through the regression analysis, it will help the researcher in understanding the level of significance for each value not have been compared with other variables and how the variable is dependent on intrapreneurship.

10. Contingency Plan

Due to the unpredictable environment, researcher have come up with the contingency plan that would be:

11. Research Limitation

12. Excepted Results

Through this research, the researcher aims to that that it will provide limelight on the topic which is have been less researched. It is expected that through this research, it will provide good understanding of impact of Practice of Wasta on Intrapreneurship and it will also shed light on the importance of talented individuals on the new projects to enhance the intrapreneurship in the organization. This research is in good direction and can be useful for analysing the how nepotism is creating a barrier in the process of intrapreneurship in Telecommunication Organization. However, the findings of this research will be limited and concentrated on the three identified telecom sector organization Zain, Orange and Umniah. Moreover, the aim of the research to analyse the holistic application of the current practices that exist in the organization and will also include the future scope of research. Through this research, the researcher is aiming at analysing the specific correlation between the nepotism and its presence in the Middle-East countries, at the same time the researcher also aims to understand the impact of nepotism on the intrapreneurship practices such as creativity and innovation. Through this research, it is expected that it will be potential able to transfer this knowledge to other related industries and organizations. Lastly, one of the major outcomes that is expected from this research that through this research it will aware the telecommunication organization as well as the companies associated with the Industry about the impact of Wasta on Intrapreneurship and why it is critical to reduce thus the impact of Wasta so that they could enhance the overall performance of the organization, make them more profitable and lastly to gain the competitive edge.

13.0 Recommendations; Promote the Intrapreneurship Environment within the Organization

The research recommends that in order to deal with nepotism, there should be a proper law enacted in the labour status that could potentially specify the issues and will help in qualifying the nepotism and accordingly the penalties could be decided for the offense and against the offender, through this strict law, it will become an ethical as well as morale obligations for the organization to follow. Besides that, organization should carry out an independent audit for their existing staff so that they could analyse as well as deal with the intensity as well as the depth of the nepotism that exist within the organization. At the same rime it will also help them in looking towards the mitigation factors that will formulated on the basis of the law and ethics. Apart from that it is also vital for the organization to remain inclined towards creating the innovative products as well as service for their consumers, however it is equally important for their organization to retain the employees which have entrepreneur mind set as well as the capabilities, that is why the organization should have an environment where these employees could thrive and flourish as intrapreneurs. Apart from that it is important for the organization to provide their employees with flexible working conditions and should promote the notion of sharing the ideas this will push the employees in thinking out of the box. Apart from that it is also vital for the organization to support the ideas that are being offered by the employees and even if the ideas fail then also the employee should be appraised this boosts the confidence of the employees towards practicing the intrapreneurs. It is important for the organization to have fair recruitment process where the designation of the individual is decided solely on the basis of skills and capabilities, this will also motive the employees to work hard and will provide a positive environment within the organization, where all the employees will be inclined towards contributing towards organizations. These are some of the ways through which the organization can promote an environment which could potential increase the practice of intrapreneurship within the organization.

Appendix

Totally Disagree Totally disagree

Q3. In the organization, the rules for joining the company for the family members into the management are clearly provided are followed without any exception