On the basis of research among Pakistani firms from 2006-2009, this article analyzes the influence of various organizational aspects on Total Quality Management (TQM) impacts. We explore factors influencing success and failure in TQM programs in organizations, and particularly how these programs work within the context of various organizational settings, profiles, dynamics and culture. Various considerations influencing the effectiveness of TQM are labeled as TQM aspects; while those related to its results are labeled as TQM impacts. A model is presented that allows the formulation of several hypotheses on how TQM aspects influence TQM impacts. Empirical evidence was used from a mix of different types of organizations to test the hypotheses. The study found that TQM implementation is heavily dependent on various factors related to organizational context and culture. It also identified that the end results and changes expected by organizations from TQM implementation are not only dependent on its own framework, but on many other culturally related 'Intermediate Impacts'. These intermediate impacts mostly concern organizational dynamics and culture, and are ignored in most firms, resulting in early failure of TQM.
This study is conducted to explore the role of authentic leadership on organizational commitment of employees. Knowledge sharing and organizational virtuousness are used as mediating variable in the study. Banking industry is selected for collection of data and result implications. The data was collected using the standard adopted questionnaire for each variable from branches of five major Pakistan’s banks. We applied Pearson correlation, regression and hierarchal analysis for pragmatic purposes. Our outcomes point out that all variables have significant positive correlation among all variables of the study. Authentic leadership impact on organizational commitment found significant. Moreover, authentic leadership impact on knowledge sharing and organizational commitment is also found significant. The impact of organizational virtuousness on organizational commitment is significant but the impact of knowledge sharing on organizational commitment is found insignificant. With respect to mediating results both are found to be significant. So we can infer that banks industry put attention towards these variables to enhance their employees performance and improve working environment and ultimately to succeed in their objectives in these competitive corporate environment.
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