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The strategic management literature emphasizes the concept of business intelligence (BI) as an essential competitive tool. Yet the sustainability of the firms’ competitive advantage provided by BI capability is not well researched. To fill this gap, this study attempts to develop a model for successful BI deployment and empirically examines the association between BI deployment and sustainable competitive advantage. Taking the telecommunications industry in Malaysia as a case example, the research particularly focuses on the influencing perceptions held by telecommunications decision makers and executives on factors that impact successful BI deployment. The research further investigates the relationship between successful BI deployment and sustainable competitive advantage of the telecommunications organizations. Another important aim of this study is to determine the effect of moderating factors such as organization culture, business strategy, and use of BI tools on BI deployment and the sustainability of firm’s competitive advantage.

This research uses combination of resource-based theory and diffusion of innovation (DOI) theory to examine BI success and its relationship with firm’s sustainability. The research adopts the positivist paradigm and a two-phase sequential mixed method consisting of qualitative and quantitative approaches are employed. A tentative research model is developed first based on extensive literature review. The chapter presents a qualitative field study to fine tune the initial research model. Findings from the qualitative method are also used to develop measures and instruments for the next phase of quantitative method. The study includes a survey study with sample of business analysts and decision makers in telecommunications firms and is analyzed by partial least square-based structural equation modeling.

The findings reveal that some internal resources of the organizations such as BI governance and the perceptions of BI’s characteristics influence the successful deployment of BI. Organizations that practice good BI governance with strong moral and financial support from upper management have an opportunity to realize the dream of having successful BI initiatives in place. The scope of BI governance includes providing sufficient support and commitment in BI funding and implementation, laying out proper BI infrastructure and staffing and establishing a corporate-wide policy and procedures regarding BI. The perceptions about the characteristics of BI such as its relative advantage, complexity, compatibility, and observability are also significant in ensuring BI success. The most important results of this study indicated that with BI successfully deployed, executives would use the knowledge provided for their necessary actions in sustaining the organizations’ competitive advantage in terms of economics, social, and environmental issues.

This study contributes significantly to the existing literature that will assist future BI researchers especially in achieving sustainable competitive advantage. In particular, the model will help practitioners to consider the resources that they are likely to consider when deploying BI. Finally, the applications of this study can be extended through further adaptation in other industries and various geographic contexts.

This purpose of this paper is to assess the perceived importance and actual implementation of four knowledge management (KM) strategies, i.e. culture; leadership; information technology; and measurement, in the Malaysian telecommunication industry.

Data were collected from 289 telecommunication organizations in Malaysia and analyzed using indices and parametric statistics.

The paired t‐test results show significant differences among all the KM strategies in terms of their importance and actual implementation. Strategies such as technology, culture and leadership are moderately implemented, with measurement being the least implemented factor.

This paper focuses on KM implementation rather than on learning and knowledge utilization.

Malaysian telecommunication organizations should give equal attention to the implementation of all the four KM strategies. They need to have proper planning and overcome any problem or difficulty for the four KM strategies to be implemented smoothly, and subsequently narrow the gaps between the perceived importance and actual implementation of these strategies. Such viable practice will significantly help the government of Malaysia to achieve the K‐Economy status and Vision 2020.

This study is perhaps one of the first to empirically investigate and compare the perceived importance and actual implementation of the four KM strategies in the Malaysian telecommunication industry.

This paper aims assess to the perceived importance (PI) and actual implementation (AI) of five preliminary knowledge management (KM) success factors, i.e. business strategy, organizational structure, knowledge team, knowledge audit, and knowledge map in the Malaysian telecommunication industry.

A questionnaire survey was conducted on telecommunication organizations located in the capital of Malaysia. Data were analyzed using indices and parametric statistics.

The results show that the organizations are aware of the importance of all the KM factors but fall short of implementation. The implemented factors consist of business strategy, organizational structure, and knowledge team. Knowledge audit and knowledge map are perceived as important but are the least implemented factors.

This study was conducted in only one industry in Malaysia. Furthermore, it focuses on the preliminary success factors of KM implementation rather than on learning and knowledge utilization.

Telecommunication organizations have to overcome resources problems and enhance implementation level in order to narrow the gaps for effective, full scale KM implementation in the later stage. Such viable practice will significantly help the industry not only to compete more effectively within Malaysia, but also to position itself as a global player in the world.

This study is perhaps one of the first to address the preliminary steps to be dealt with prior to KM implementation. Moreover, it attempts to compare the PI and AI of the five proposed success factors, which has received very little attention to date.

The purpose of this paper is to assess the perceived importance and actual level of implementation of five preliminary success factors, four knowledge management (KM) strategies and three KM processes towards the performance of the Malaysian telecommunication industry.

A questionnaire survey was conducted on telecommunication companies based on a convenience sampling technique. Data were analyzed using paired t‐tests and multiple regression analyses.

The results show that Malaysian telecommunication organizations view all the KM preliminary success factors, strategies and process as important and critical but fall short of implementation. K Audit, K Map, leadership, measurement, construction and embodiment are the variables that have the largest gap between perceived importance and actual implementation. For perceived importance, culture is the only important variable associated with organizational performance whereas for actual implementation, both business strategy and construction process are found to be significantly associated with organizational performance.

This paper was conducted in only one industry in Malaysia. Furthermore, it focuses on KM implementation rather than on learning and knowledge utilization. This paper provides a framework for developing an instrument for assessing the use of preliminary elements in the Malaysian telecommunication industry. Telecommunication organizations have to overcome problems identified and enhance their implementation level in order to achieve better organizational performance.

This paper has extended knowledge in KM, especially concerning implementation issues at the beginning stage of KM. Moreover, it is among the first empirical work to specifically examine preliminary success factors, processes and strategies that affect the preliminary implementation of KM.

The purpose of this paper is to examine the potentials of spiritual leadership in maximizing the triple bottom line (TBL) (people, planet, and the profit) of the telecommunication industry in Malaysia. The research was conducted as a quantitative study based on the SEM Smart-PLS on four telecommunication organizations in Malaysia that represent the Malaysian telecommunication industry. The research was intended to prove that organizations can still develop a business model that adopts and adapts to spiritual, ethical, and moral leadership style as well as guarantees employees’ well-being, organizational sustainability, and social responsibility without sacrificing its profitability by acknowledging the spiritual impact on management and employees’ performance.

The research was conducted using the spiritual leadership survey developed by Louis W. Fry (2010) called the spiritual leadership balance scorecard that measured the spiritual leadership dimensions, spiritual well-being against the measure for TBL of productivity, organizational commitment, and life satisfaction (Fry and Altman, 2013; Fry et al., 2010). A set of questionnaire was developed that combines prior established instruments, and sent to 140 employees working in the telecommunication organizations in Malaysia on a purposive sampling method, based on the SEM-PLS approach (Hair, 2010).

The research has proven that organizations can still boosts its profitability by adopting to business models that acknowledge the importance of human values, the emotional part and the spiritual part. As the research has surprisingly proven that by having spiritual leaders on premise, a telecommunication provider will be able to awaken a sense that one’s life has meaning, not just to his or her own selves, but to the community at large as well. The spiritual leaders are able to influence a sense that one’s life has meaning and wanting to make differences in others life as when the employees, through the inner life, hope and faith given by the leaders in striving for the visions with altruistic love.

The limitation of the study to include cultural values as a contributing factor to the spiritual values could have been an avenue for future research on the influence of spiritual leadership on the TBL of such organizations. As such, this may be the reason why the employees of the telecommunication organizations in Malaysia are scoring low in developing a sense of calling, when due to the culture of being Malaysian, scoring high in Hofstede’s theory of culture on uncertainty avoidance and power distance (Ting and Ying, 2013).

Adapting to spiritual leadership facilitate employee engagement by tackling the soft part of human resources, the inner sense. The inner sense is able to awaken the conscience and compassion, which can lead to effective working attitude, commitment, and engagement as reciprocal effects.

Spiritual leadership is the agenda to win back employees’ trust and confidence to the organizations which have proven to cause mishap in the current economic trend. The values brought by spiritual leadership are able to balance between work and life and in fulfilling the human needs to feel appreciated, regarded and respected and that being human, the urge to be connected to a community is unavoidable and to feel happy with what they are doing is the food for the soul.

No study has ever been conducted in the Malaysian context with regard to spiritual leadership and at the same time employing the balance scorecard developed academically into a practical context. On the other hand, the study also proved to be the first with regard to scientifically proving the importance of spiritual values to leadership style, workplace experience as well as to organizational performance in terms of job satisfaction, productivity, and satisfaction in life.

The purpose of this paper is to examine the relationship between distributive, procedural, interpersonal and informational justices on switching intentions.

Data were gathered on distributive, procedural, interpersonal, informational justices and switching intentions by means of a survey from prepaid mobile subscribers in Malaysia.

The results show that the effects of procedural justices on switching intentions were stronger than distributive and informational justices. However, the results did not indicate a significant relationship between interpersonal justice and switching intentions.

The paper examines only one service context; consequently, the results cannot be generalized for other services in the industry.

The results of this study are useful for Malaysian marketing practitioners in the overly saturated and highly competitive mobile telecommunication industry.

Unlike previous studies, the paper incorporates a fourth dimension of justice – informational justice – into the service recovery literature. Although prior studies have investigated the relationship between perceived justice and positive behavioral intentions, there is no specific study currently investigating the relationship between perceived justices and negative outcomes.

This paper aims to identify the key competencies managerial coaches have and examine the significant competencies that affect coaching effectiveness in the Malaysian telecommunications industry.

The unit of analysis was individual managerial coaches who were working in the Malaysian telecommunications industry. Among the 300 questionnaires distributed, a total of 140 were obtained and deemed sufficiently complete to be useable. Descriptive and multiple regression analyses were used to analyze the data.

The results indicated that leadership development is the most important function of managerial coaching, followed by communication. In addition, co-creating the relationship and effective communication are the critical categories of competencies for managerial coaching. Analysis from the regression highlighted that effective communication is the influencing factor on the coaching effectiveness, followed by facilitating learning, and results. The findings also shown that all the core competencies in setting foundation are the significant influencing factors.

Analyses relied on cross-sectional data and limits the generalizability of findings to other industries. The utilization of self-reported perceptual data may suffer from response bias.

This paper highlights personal or professional coaching characteristics that might affect managerial leadership development. It also provides a list of important criteria for developing effective managerial coaching to assist Malaysian managerial coaches to build a world class workforce.

Using International Coach Foundation competency model, this study provides an insight on the important criteria to develop and select coaching managers effectively which ultimately lead to performance improvement in the organization.

The paper aims to examine the links between organizational justice (distributive justice and procedural justice) and job performance (task performance and contextual performance). The moderating role of age in the above‐mentioned relationship was also investigated.

Data were gathered using self‐administered questionnaires from a sample of 136 customer‐contact employees within the telecommunications industry of Malaysia.

The results demonstrated that distributive justice had a significant and positive relationship with task performance. In a similar vein, procedural justice was found to be significantly and positively related to contextual performance. Age, however, did not moderate the justice‐performance relationships.

The participants in this study were customer‐contact workers employed by one established telecommunication company in Malaysia. Thus, generalization of the results may be limited. Besides, other variables relating to the organization, job, and individual could be included in future studies. Using multiple raters for assessing job performance is also recommended.

The results from this study can be used to gain a better insight into how justice perceptions affect job performance of Malaysian employees.

The impact of organizational justice dimensions as direct antecedents to performance has been examined in many studies across industries and countries. Nonetheless, to the best of one's knowledge, this is the first study that has sought to test the moderating role of age in the justice‐performance connection in a Malaysian setting.

The purpose of this paper is to validate scale measurements of dialogue, access, risk assessment and transparency (DART) constructs, as the process of value-co-creation, and then understand its effect on innovation strategy. Further, the paper explores the influence of innovation strategy on the market performance.

The model links four dimensions of DART as building blocks of value co-creation, to the innovation strategy. Further, the model links innovation strategy to the market performance. In total, five hypotheses are postulated. Testing was conducted through structural equation modeling using PLS-SEM, utilizing data from 249 managers of telecommunication companies in Malaysia.

The result of the analysis revealed dialogue, risk assessment and transparency having a significant positive relationship with innovation strategy. These results signified the importance of value co-creation to formulate an innovation strategy of the firms. The finding of the research shows that innovation strategy has a strong effect on market performance as well.

Implementing value co-creation process facilitates companies in formulating an innovation strategy that enhances market performance significantly.

The paper validated scale measurement of DART model which adds substantial knowledge and concepts in the areas of value co-creation process. It describes the first empirical research study on the practice of value co-creation and innovation strategy in developing country focusing on telecommunication industry. Further, the model examines the effect of DART dimensions on innovation strategy result in market performance enhancement.

This study sheds some light on factors that affect customer switching intention in the Malaysian mobile phone service industry. More particularly, the purpose of this paper is to examine the effect of service quality (SQ), customer satisfaction, switching cost and consumer innovativeness (CI) on service switching intention (SWI); the mediating role of customer satisfaction; and the moderating role of service switching cost on the relationship between CI and SWI.

Data were collected using a self-administered questionnaire survey that yielded 535 responses. Using structural equation modelling approach, the partial least square software, version 3 was utilised to test the study hypotheses.

Results reveal that customer satisfaction, service switching cost and CI directly affect SWI. However, no significant relationship was found between SQ and SWI. Again, data supported the mediating effect of customer satisfaction as well as the moderating effect of service switching cost.

It is expected that the findings from this study will enable policymakers, managers and marketers to formulate better strategies and effectively implement loyalty programs, preventing their customers from switching.

This study contributes to the existing literature by testing switching costs as the quasi moderator. Moreover, this is a pioneer study to consider CI as the antecedent of SWI.