HRM/TQM impact on employees' attitudes

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Date
2010
Authors
Hussin, Huzaine
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This research develops and investigative study the impact of HRM/TQM practices on employees' attitudes, namely job involvement, organizational commitment, job satisfaction, role ambiguity, and role conflict. The study samples are organizations in the Penang state of Malaysia. The analysis revealed that HRM/TQM practices will lead to higher constructive employees' work related attitudes within an organization. Thus, HRM/TQM practices have significant impact on employees' attitude, namely job involvement, organizational commitment, job satisfaction, and role ambiguity but was found to have no significant impact role conflict. Empowerment was identified as the most dominant practices which influence job satisfaction and role ambiguity. The result of multiple regression analysis confirmed that leadership, as well as reward and recognition can significantly improves job involvement in employees. With regards to organizational commitment, employee participation was found to be significant in promoting effective organizational attitudes.
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