TQM Soft Practices and Job Satisfaction; Mediating Role of Relational Psychological Contract

Bari, Muhammad Waseem; Meng, Fang; Baloch, Muhammad Awais

doi:10.1016/j.sbspro.2016.11.056

Cited by 19 publications

(50 citation statements)

References 24 publications

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“…These study results support Hakim (2012) that Islamic Leadership could improve Islamic Performance. These study results also Bari et al (2016) that soft TQM viewed from leadership affects on employee performance through psychological contracts.…”

Section: Empowerment As Mediation the Effect Of Islamic Leadership Onsupporting

confidence: 65%

Obtaining Factors Affecting Innovative Work Behavior (IWB) of a Local Bank Employees under Islamic Leadership: Application of Partial Least Squares Method

Supriyanto¹

2019

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Section: Empowerment As Mediation the Effect Of Islamic Leadership Onsupporting

confidence: 65%

Obtaining Factors Affecting Innovative Work Behavior (IWB) of a Local Bank Employees under Islamic Leadership: Application of Partial Least Squares Method

Supriyanto¹

2019

iems

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“…Only through quality, companies can be sustainable. Similarly, quality assurance requires training at all levels, including managers, supervisors, employees, and administrative staff [36]. The responsibility for training lies on managers, as it depends on their commitment level [37].…”

Section: The Critical Sucess Factors Of Tqmmentioning

confidence: 99%

“…Hence, these operational benefits are not fortuitous, because they depend on the skills and abilities acquired by the employees in different courses they receive in training and education programs [56]. For example, Bari, Fanchen, and Baloch [36] have indicated that the employee training is considered as a practice that increases their satisfaction, which is directly associated with a higher productivity index, and finally, Álvarez-Santos, Miguel-Dávila, Herrera, and Nieto [38] have claimed that education on TQM favors safety for employees, decreases operating costs, and increases the rates of acceptance of products by customers. Therefore, the following hypothesis is proposed:…”

Section: Operational Benefitsmentioning

confidence: 99%

Human Resource Abilities and Skills in TQM for Sustainable Enterprises

et al. 2019

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Total quality management (TQM) is a lean manufacturing tool that focuses on ensuring the production of goods that meet design specifications and give customer satisfaction, both attractive benefits highly appreciated by managers. However, there are several factors involved in the success of TQM programs, many of which are cultural aspects associated with human resources (HR). This article presents a structural equation model that integrates three latent variables related to internal HR: “managerial commitment,” “employee integration,” and “training and education,” which are linked to the operational benefits of a manufacturing system. The variables are connected through six hypotheses that have been validated with information obtained from 398 responses of a questionnaire applied to manufacturing industry professionals. In addition, a sensitivity analysis was carried out to describe the probabilities of occurrence for the variables at low and high levels. The hypotheses were statistically validated with the partial least squared technique, where the results showed that human factors play an essential role in the success of TQM, since the direct, indirect, and total effects of managerial commitment, employee integration and training, and education processes on the benefits obtained from the implementation of TQM were statistically significant at 95% confidence.

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“…The relational psychological contract is a dimension of psychological contract (Bari et al, 2016). Rousseau (1989) defines a psychological contract as “an individual’s beliefs about the terms of the exchange agreement between employee and employer.” Rousseau also categorizes psychological contract into relational psychological contract, transactional psychological contract, and a balanced psychological contract (Hui et al, 2004).…”

Section: Introductionmentioning

confidence: 99%

Organizational Cronyism as an Antecedent of Ingratiation: Mediating Role of Relational Psychological Contract

et al. 2019

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The present study investigates the relatively less explored construct organizational cronyism as an antecedent of employees’ ingratiation. Moreover, the role of the relational psychological contract as a mediator between organizational cronyism and ingratiation is also examined. The data were collected from employees working in different ministerial offices, such as the ministry of defense production, human rights, parliamentary affairs, petroleum, and natural resources, in Islamabad, Pakistan. Through a convenience sampling approach, 250 employees provided data for this study. Due to sensitivity and less approachability to these organizations, the convenience sampling technique was used. The data were collected in two waves with 12-week intervals. The results confirm that organizational cronyism is significantly related to the relational psychological contract, which in turn results in employees’ ingratiation. The employees who have close ties with their leaders and enjoy extraordinary favors from their leaders, display more compliance behavior as compared to those employees who have distance from their leaders.

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TQM Soft Practices and Job Satisfaction; Mediating Role of Relational Psychological Contract

Cited by 19 publications

References 24 publications

Obtaining Factors Affecting Innovative Work Behavior (IWB) of a Local Bank Employees under Islamic Leadership: Application of Partial Least Squares Method

Obtaining Factors Affecting Innovative Work Behavior (IWB) of a Local Bank Employees under Islamic Leadership: Application of Partial Least Squares Method

Human Resource Abilities and Skills in TQM for Sustainable Enterprises

Organizational Cronyism as an Antecedent of Ingratiation: Mediating Role of Relational Psychological Contract

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