The individual and organizational level effects of TQM practices on job satisfaction

2017 ◽  
Vol 38 (2) ◽  
pp. 215-225 ◽  
Author(s):  
Daniel I. Prajogo ◽  
Brian Cooper
Keyword(s):  
Job Satisfaction ◽  
Organizational Climate ◽  
Organizational Performance ◽  
Employee Attitudes ◽  
Organizational Level ◽  
Total Quality ◽  
Content Type ◽  
Multi Level ◽  
The Individual ◽  
A Company

Purpose The purpose of this paper is to examine the multi-level relationship between people-related total quality management (TQM) practices and employee job satisfaction. The authors draw upon organizational climate theory to hypothesize that TQM is related to job satisfaction at the individual employee level, as well as at the organizational level in the form of shared perceptions of TQM practices in the workplace. Design/methodology/approach Multi-level modelling was used to test the study hypotheses. The sample was drawn from 201 employees working in 23 organizations in Australia. Findings The findings show that people-related TQM practices are positively related to job satisfaction at both individual and organizational levels, with a stronger effect on employee attitudes observed at the organizational level. Research limitations/implications The statistically significant multi-level relationship between people-related TQM practices and job satisfaction extends the findings of previous studies conducted only at the individual level; thus, supporting the sustainability of TQM as a management principle at a company-wide level. Practical implications The findings broadly support the implementation of people-related TQM practices as part of a strategy of creating a “high performance” climate in organizations, which in turn, will likely to positively affect both individual and organizational performance. Social implications From a wider social perspective, the implementation of TQM practices as a company-wide initiative could facilitate greater corporate social responsibility of the organization. Such practices as training, involving, and empowering employees can promote social commitment by valuing employees as one important stakeholder. Originality/value This is the first empirical study to the best of the author’s knowledge that uses multi-level modelling to examine the relationship between TQM practices and employee attitudes such as job satisfaction.

Exploring the relationships between the learning organization and organizational performance

2015 ◽  
Vol 38 (2) ◽  
pp. 126-148 ◽  
Author(s):  
Mohan P. Pokharel ◽  
Sang Ok Choi
Keyword(s):  
Public Sector ◽  
Organizational Performance ◽  
Learning Organization ◽  
Positive Impact ◽  
Mediating Effect ◽  
Organizational Level ◽  
Individual Group ◽  
Content Type ◽  
Public Sector Organizations ◽  
The Individual

Purpose The purpose of this research is to evaluate the Dimensions Of Learning Organization Questionnaire (DLOQ) framework from the perspective of public sector organizations. We have used performance indicator data after organizational learning inspired intervention in a semi-autonomous network of public sector organizations. Design/methodology/approach This study used original administrative data to track the learning progress, as measured by a ratio of access to funding sources. The study also collected survey data using tailored DLOQ instruments and then determined the efficacy of DLOQ framework for public sector organizations. Several data analysis techniques were used to specify a final set for the learning organization instrument with construct validity and instrument reliability. Confirmatory factor analysis was selected to test the construct validity for the measurement of the dimensions of the learning organization and to verify the adequacy of the item to factor associations and the number of dimensions underlying the construct. Findings We found evidence that confirms that the organizational level (particularly the system connection) has a positive impact on organizational performance and a mediating effect on the relationships between the individual/group levels of learning organization characteristics and organizational performance. This study extends the Watkins and Marsick’s (1993, 1996) learning–organization framework that helped to produce case-specific outcomes such as the extent of error reduction. This framework provides a useful structure for other researchers to study learning dimensions and their relationships with other organizational performance variables. The results also show evidence of internal consistency and the construct reliability of the dimensions of the learning organization. Research limitations/implications Care should be taken in generalizing the structural equation model identified in this study. Because of the multidimensional and complex nature of the learning organization, the research setting for this study might be only one of the possible settings that specify the relationships among different levels of the learning organization and performance outcomes. There are rather complicated interactions among these dimensions and in each attribute of a learning organization. Originality/value This study theoretically confirms that the organizational level (particularly the system connection) has a positive impact on organizational performance and a mediating effect on the relationships between the individual/group levels of learning organization characteristics and organizational performance. This study also methodologically shows evidence of internal consistency and the construct reliability of the learning organization measures along with significant efficiency gain in theory.

Positive emotions boost employee engagement

2014 ◽  
Vol 22 (1) ◽  
pp. 34-37 ◽  
Author(s):  
Suzanne Hazelton
Keyword(s):  
Organizational Performance ◽  
Employee Engagement ◽  
Positive Emotions ◽  
Negative Emotion ◽  
Well Being ◽  
Organizational Level ◽  
Content Type ◽  
The Individual ◽  
Positive Memories ◽  
Mental Well Being

Purpose – Highlights the power of positive emotions in helping to build individual and organizational success. Design/methodology/approach – Explores the meaning of positive emotions, how they can be promoted at individual and organizational level and the benefits they can bring to the individual and organization. Findings – Advances the view that positive emotions can benefit physical health, mental well-being and the ability to flourish, creativity, resilience, the mood of others, positive memories and relationships. Practical implications – Argues that the positive emotions of the workforce can improve the organizational culture and improve organizational performance. Social implications – Demonstrates that around three positive emotions are needed to balance out each negative emotion and shows that positive emotions can be stimulated through having new experiences and through acts of kindness and gratitude. Originality/value – Extends psychological thinking on positive emotions to the workforce and workplace.

The evolution of devolution in HR

2017 ◽  
Vol 46 (8) ◽  
pp. 1796-1815 ◽  
Author(s):  
Melissa Intindola ◽  
Judith Y. Weisinger ◽  
Philip Benson ◽  
Thomas Pittz
Keyword(s):  
Organizational Performance ◽  
Narrative Review ◽  
Theoretical Research ◽  
Strategic Positioning ◽  
Line Managers ◽  
Content Type ◽  
Factors Affecting ◽  
Multi Level ◽  
The Individual ◽  
Meta Analyses

Purpose The purpose of this paper is to highlight the importance of a multi-level approach consisting of individual, human resource management (HRM) team, and organizational contingency factors when considering the efficacy of HR devolvement efforts. The authors accomplish this through a review of the relevant devolvement literature to show how outcomes are impacted by contingency factors, which highlights a gap in extant scholarship, and the authors organize the literature in a way that is meaningful to future researchers interested in the topic as well as practitioners involved with its implementation. Design/methodology/approach The authors use a narrative review approach to describe previous devolvement research (e.g. Hammersley, 2001; Harvey and Moeller, 2009). In contrast to a systematic review more commonly seen in quantitative meta-analyses, a narrative review allows for a more descriptive and detailed analysis and critique of quantitative, qualitative, and theoretical research (Bezrukova et al., 2012; Posthuma et al., 2002). This methodology produced over 300 books, journal articles, magazine articles, and discussion papers. In this review, the authors chose to focus only on those peer-reviewed papers reporting empirical findings or developing theoretical arguments surrounding devolvement. Findings While the studies reviewed herein are admirable and help call attention to an important topic in HRM, they nonetheless fail to provide a comprehensive understanding of contingencies affecting devolvement as they do not consider the multi-level nature of the phenomenon. Therefore, the authors’ contribution lies in the identification and categorization of contingency factors affecting the occurrence of devolvement operating at the individual, HRM team, and organizational levels. Originality/value As devolvement continues to be a viable means for assigning HR responsibilities from the human resources department to managers, its effects can have an impact on organizational performance, the strategic positioning of HR, and various job attitudes of line managers. Therefore, a clearer picture of devolvement in order to understand its continued significance is an important contribution.

scholarly journals The Multi-level Homologous Logic and Prospective Research Concept on the Effects of Creativity and Ambidextrous Leadership on Innovative Performance

2017 ◽  
Vol 9 (2) ◽  
pp. 113 ◽  
Author(s):  
Katarzyna Piórkowska
Keyword(s):  
Organizational Performance ◽  
Organizational Level ◽  
Extensive Literature ◽  
Innovative Performance ◽  
Measurement Tools ◽  
Research Concept ◽  
Multi Level ◽  
The Individual ◽  
Conceptual Research ◽  
Ambidextrous Leadership

The aim of the paper is to develop a conceptual research framework with regard to the relationships between creativity, ambidextrous leadership and innovative performance incorporating a multi-level homologous perspective. The aim has been achieved through critical extensive literature studies. The overarching key finding is that the effects of creativity and ambidextrous leadership on innovative performance may be examined within a multi-level homologous approach illustrating the associations among creativity, creative performance, and organizational performance at the individual, team, and organizational performance. The first section presents a general overview of the creativity phenomenon, namely creativity conceptualization as well as antecedents and effects at individual, team, and organizational level. The creativity with regard to ambidextrous leadership has been highlighted in the second section. Then, creativity, ambidextrous leadership and innovative performance in terms of a multi-level homologous research concept (specifically, a model, propositions, and measurement tools proposed) have been illustrated in the third section. Final remarks and research directions have been posed in the last section.

Iklim Organisasi dan Kepuasan Kerja Sebagai Strategi Mempertahankan Karyawan: Studi Pada Perusahaan Dealer Mobil Pekanbaru

2021 ◽  
Vol 10 (1) ◽  
pp. 77-86
Author(s):  
Kasmiruddin Kasmiruddin ◽  
Ruzikna Ruzikna ◽  
Lie Othman ◽  
Nurjanah Nurjanah
Keyword(s):  
Job Satisfaction ◽  
Organizational Climate ◽  
Organizational Performance ◽  
Turnover Intention ◽  
Coefficient Of Determination ◽  
Research Model ◽  
Employee Job Satisfaction ◽  
The City ◽  
A Company

The desire to leave the company or called turnover intention will interfere with organizational performance in realizing the company's goals to win business competition. Turnover intention is likened to a disease that is difficult to cure by a company so that it becomes a challenge for companies to try to retain experienced employees. It is important for leaders to create an organizational climate and employee job satisfaction so that it can be a strategy for maintaining employee presence in the company. This study aims to analyze the influence of organizational climate and job satisfaction on the desire to leave the company. The population or research object is one of the dealer companies that are experienced in the city of Pekanbaru, namely Truck Car Dealers. Data collection using a questionnaire, and data analysis using SmartPLS 2.0 analysis. The results showed that the coefficient of determination (R2) for the variable willingness to leave was 0.589. This means that the output desire construct variable can be explained by the variability of organizational climate and job satisfaction of 58.90% while the remaining 41.10% is explained by other variables outside the research model. It is proven that there is a significant influence of organizational climate on the desire to leave the company and job satisfaction on the desire to leave the company. Recommendations that it is important for company leaders to improve the quality of the organizational climate by providing better work facilities and employee job satisfaction through increasing the provision of more attractive incentives or bonuses.Penelitian ini bertujuan untuk menganalisis apakah iklim organisasi dan kepuasan kerja berpengaruh signifikan terhadap keinginan keluar karyawan, dan menentukan apakah iklim organisasi dan kepuasan kerja efektif sebagai strategi mempertahankan karyawan pada Perusahaan Dealer Mobil di Pekanbaru. Metode penelitian yang digunakan metode kuantitatif dengan tipe penelitian eksplanatori, dan menggunakan data primer yang diperoleh dari responden. Data dikumpulkan melalui kuesioner yang terdiri dari 32 pertanyaan; Sampel terdiri dari 100 responden karyawan dari populasi sebesar 118 karyawan dengan menggunakan teknik purposive smpling. Data yang dikumpulkan dari kuesioner menggunakan pengukuran skala likert dan pengolahan data menggunakan statistik regresi liner berganda melalui SPSS versi 22.0. Temuan hasil penelitian: 1) iklim organisasi dan kepuasan kerja berpengaruh signifikan negatif terhadap keinginan karyawan keluar dari perusahaan; 2)Ikllim organisasi tidak berpengaruh signifikan negatif terhadap keinginan karyawan keluar dari perusahaan; 3)kepuasan kerja memiliki pengaruh signifikan terhadap keinginan karyawan keluar perusahaan. Implikasi hasil penelitian, iklim organisasi dan kepuasan kerja sebagai strategi mempertahankan karyawan sudah tepat secara kolaborasi, tapi tidak efektif sebagai strategi tunggal.

Prosocial behavior in the professoriate

2018 ◽  
Vol 32 (5) ◽  
pp. 783-798 ◽  
Author(s):  
Christine Victorino ◽  
Karen Nylund-Gibson ◽  
Sharon Conley
Keyword(s):  
Job Satisfaction ◽  
Research Universities ◽  
Prosocial Behaviors ◽  
Tenured Faculty ◽  
Content Type ◽  
Institutional Level ◽  
Individual Level ◽  
Multi Level ◽  
The Individual ◽  
The Relationship

Purpose The purpose of this paper is to focus on the relationship between college and university faculty collegiality, conceptualized as a set of prosocial behaviors, and job satisfaction. Design/methodology/approach A multi-level structural equation model was developed to examine the relationship between faculty collegiality and job satisfaction at the individual and institutional levels, the effects of gender and race/ethnicity, the effect of institutional type (i.e. research universities vs non-research universities), and whether institutional-level perceptions of faculty collegiality and job satisfaction influence perceptions of faculty collegiality and job satisfaction at the individual level. Findings Faculty collegiality was highly and significantly related to job satisfaction at the individual level (0.86) and at the institutional level (0.93). At the individual level, pretenured women faculty and faculty of color indicated significantly lower levels of collegiality. At the institutional level, pretenured faculty interactions with tenured faculty colleagues were positively and significantly related to individual-level perceptions of faculty collegiality. Research limitations/implications Study limitations include self-report data that were dependent upon accurate responses from faculty participants, and cross-sectional data. Future analyses could extend study findings by examining the influence of faculty collegiality upon such outcomes as faculty productivity and retention in future multi-level analyses. Practical implications It is recommended that interventions be undertaken to embed prosocial behaviors into faculty research, teaching, and service activities, and to foster relationships between pretenured and tenured faculty members. Originality/value This paper underscores the importance of collecting nationally representative faculty data and conducting rigorous multi-level analyses to inform higher education policy and practice.

Healthy, wealthy and wise?

2016 ◽  
Vol 24 (3) ◽  
pp. 20-22
Author(s):  
Pauline Drury
Keyword(s):  
Organizational Performance ◽  
Employee Attitudes ◽  
Willingness To Participate ◽  
Wellness Program ◽  
Content Type ◽  
The Us ◽  
The Individual ◽  
Practical Implications ◽  
Insight Into ◽  
Media Company

Purpose The purpose of this paper is to explore the effects of introducing an involuntary wellness program (IWP) on employee attitudes and willingness to participate. Design/methodology/approach The paper analyzes responses to a survey of office workers employed by a US education and media company when the existing wellness program was replaced by a new IWP. Findings It’s estimated that two out of three Americans are now overweight – and that’s bad for business. Having a fit and healthy workforce not only benefits the individual, it also means less time off sick, lower costs and better organizational performance. Firms that encourage a “wellness culture” are showing that they care about their employees – and can expect a payoff in terms of morale, motivation and productivity. What’s harder to predict is whether wellness can be made compulsory – and if compulsory, whether it still delivers a “win-win” result. Practical implications The study indicates aspects that may require particular care when introducing an IWP to ensure that employees appreciate the health benefits of this approach rather than joining the program for purely economic reasons. Social implications It provides an insight into the effects of expanding health insurance plan wellness incentives under the US Affordable Care Act of 2010. Originality/value This paper aims to raise the question of whether individuals can be incentivized to adopt a healthier lifestyle.

Public service motivation and willingness to collaborate

2014 ◽  
Vol 2 (1) ◽  
pp. 80-95 ◽  
Author(s):  
Heather Getha-Taylor ◽  
Alexa Haddock-Bigwarfe
Keyword(s):  
Homeland Security ◽  
Public Service ◽  
Public Service Motivation ◽  
The Body ◽  
Organizational Level ◽  
Cross Sectional ◽  
Content Type ◽  
Individual Level ◽  
Original Survey ◽  
The Individual

Purpose – The purpose of this paper is to examine public service motivation (PSM) and the connection with collaborative attitudes among a sample of homeland security actors representing the public, private, and nonprofit sectors. Design/methodology/approach – This study examines relationships between measures of PSM and collaboration using original survey data and hierarchical multiple regression. Findings – Findings reveal strong positive relationships between PSM measures and attitudes toward collaboration at the individual and organizational level. Research limitations/implications – Survey results are cross-sectional and are from respondents participating in a single state's homeland security summit. Practical implications – It is expected that results can be used to enhance collaboration at the individual and organizational levels. At the organizational level, results can be used for matching individuals with collaborative opportunities. At the individual level, results can be used for enhanced self-reflection and effectiveness purposes. Originality/value – This study provides insights on the relationship between PSM measures and collaborative attitudes. The research contributes to the body of scholarly work connecting PSM and correlates of interest.

scholarly journals METHODOLOGY FOR DESIGNING AN EDUCATIONAL SUBSYSTEM AS A POLL FROM THE HOUSE OF QUALITY IN MACEDONIAN COMPANIES

2012 ◽  
Vol 3 (1) ◽  
pp. 81-90
Author(s):  
Elizabeta Mitreva
Keyword(s):  
Collective Learning ◽  
Quality System ◽  
House Of Quality ◽  
Total Quality ◽  
Management Philosophy ◽  
Continued Education ◽  
The Individual ◽  
The Given ◽  
A Company ◽  
Satisfactory Manner

The education of the employees in each instance of a company comes along with a purpose to gain competence and experience in order to realize every business process according to the demands of the products/services, the legal obligation as well as the criteria of competitiveness. Furthermore, it is directly conjoined with the very act of foundation setting of the employees’ requests with a unique intention - to achieve quality, stressing the vital need to affiliate everyone in their own field. This analysis presents the research inputs which are being given in order to get a clear picture whether the Macedonian companies are eager to learn and stimulate both the individual and the collective learning in order to improve the results in general. According to the given results in the research, it is stated that the Macedonian companies do not pay much attention to quality. They are insufficiently concerned with the continuous education, which is evident in the small investments they make in regard to the innovations. Hence, the quality system has been built in a very small number of companies. The following model presented in this elaborate has been suggested for a more successful designing and implementation of the educational system as a subsystem of the house of quality. This methodology is integral and has a universal notion which is applicable to all types of companies and institutions as well. Without a conducted training about TQM (Total Quality Management) philosophy and a continued education provided firstly for the managers and further on for all of the employees, the TQM strategy could not be implemented in a satisfactory manner. Also, the benefits that come along with the quality system could not be visible as a result. Key words: educational subsystem, leadership, methodology, quality system, TQM strategy.

Integration of TQM and ERP to enhance organizational performance and excellence: empirical evidence from public sector using SEM

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Hassan Al-Dhaafri ◽  
Mohammed Alosani
Keyword(s):  
Organizational Performance ◽  
Enterprise Resource Planning ◽  
Structural Equation ◽  
Resource Planning ◽  
Joint Effect ◽  
Total Quality ◽  
Content Type ◽  
Organizational Excellence ◽  
Practical Implications

PurposeThe study aims to examine the joint effect of total quality management (TQM), enterprise resource planning (ERP) and organizational performance on organizational excellence.Design/methodology/approachTo achieve the goal of this study through the hypothesized model, a survey questionnaire research design was employed. The data were collected from a Dubai Police organization. Out of 550 questionnaires, 320 questionnaires were returned. The structural equation modelling (SEM) partial least squares approach was used to analyze the data for measurement and structural models.FindingsThe statistical results confirmed the positive and significant effects of TQM, ERP and organizational performance on organizational excellence. The mediation role of organizational performance between TQM, ERP and organizational excellence also was confirmed.Practical implicationsThroughout this study, further details and valuable implications have been discussed. Findings provide several practical implications. Findings also help practitioners and managers make proper decisions when implementing TQM, ERP and excellence practices in their organizations. With the joint effect of TQM, ERP and organizational performance, organizations can achieve maximum strong excellence and remain in a competitive market. This current study presents potential to be used in didactical initiatives.Originality/valueThis study is a unique empirical research that examines the joint effect of TQM, ERP and performance on excellence relationships. In other words, the current study is one of the few studies that investigate the mediating role of organizational performance beside the organizational excellence as the ultimate variable in developing country, specifically in UAE.

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