HRM/TQM impact on employees' attitudes

dc.contributor.author	Hussin, Huzaine
dc.date.accessioned	2015-05-21T08:08:58Z
dc.date.available	2015-05-21T08:08:58Z
dc.date.issued	2010
dc.description.abstract	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.	en_US
dc.identifier.uri	http://hdl.handle.net/123456789/666
dc.language.iso	en	en_US
dc.title	HRM/TQM impact on employees' attitudes	en_US
dc.type	Thesis	en_US

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