PurposeThe purpose of this paper is to empirically investigate the relationship between intellectual capital (IC) (i.e. human capital, structural capital, relational capital) and service quality (SQ) within the Egyptian mobile telecommunications setting.Design/methodology/approachA valid research instrument was utilized to conduct a survey of 384 top- middle- and supervisory level managers from three Egyptian mobile telecommunications companies.FindingsHypotheses related to the relationship of human, structural and relational capital and their influence on SQ were tested. Results show that Egyptian mobile telecommunications companies have mostly emphasized the use of structural capital to boost their SQ.Research limitations/implicationsThis is an empirical research applied in the Egyptian telecommunications setting. Its relationships need further investigation in other settings and countries. Also, the traditional limitations of a cross-sectional study apply with respect to the attribution of causality and the time lag effects.Practical implicationsThe optimal procedure for the Egyptian mobile telecommunications companies is to focus their efforts on managing all three components of IC in order to improve their SQ and performance.Originality/valueThis is one of the very few researches to study the relationship between intellectual capital and service quality and the first to investigate these relationships in the Arab Region within the mobile telecommunications setting.

Nowadays, research on employer branding is still growing. A specific focus on branding in the higher education sector is still limited, so this research investigates how employer branding impacts organization citizenship behavior and whether person-organization value fit mediates this relationship on a sample of 332 academic staff members working in the private higher education sector in Egypt. The data collection was performed using a self-administered survey. The research employs correlation and regression analysis to test the research hypotheses.  First, the results revealed a moderately significant effect of employer branding practices on organizational citizenship behavior. Second, person-organization value fit has a positive significant mediation effect on the relationship between employer branding and organizational citizenship behavior. These results will help private universities determine to what extent investing in building a strong employer brand will help retain academic staff members.   Received: 7 October 2020 / Accepted: 11 December 2020 / Published: 17 January 2021

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