Page 1 of 7
Journal for Studies in Management and Planning
Available at http://edupediapublications.org/journals/index.php/JSMaP/
ISSN: 2395-0463
Volume 04 Issue 05
May 2018
Available online: http://edupediapublications.org/journals/index.php/JSMaP/ P a g e | 1
Total Quality Management Analysis in It
Industry With Reference To Job Satisfaction
K. Venkata Rao
Research Scholar, Shri J.J.T. University, Rajasthan
Kotipatrula_8@yahoo.com
Dr. D. Sucharitha
Associate Professor Holy Mary Institute Of Technology & Science
scharitha@gmail.com
ABSTRACT:
TQM practices are important to provide customer satisfaction by improved product performance
and sustained towards the organizational goal. The objective of this study was to analyse the
relationship between TQM practices, process innovation and employee performance. This article
presents the findings of a study which examined the relationship between people-related
elements of total quality management (TQM) practices and employees’ job satisfaction. Data
were collected from 201 employees across 23 organisations in Victoria, Australia. Using
Structural Equation Modelling (SEM), TQM was treated as a second-order latent variable
measured by five first-order factors (top management commitment, empowerment, training,
involvement, and teamwork) and job satisfaction was also treated as a second-order latent
variable measured by two first order factors (internal work satisfaction and high growth
satisfaction). The findings support the validity of modelling TQM as a hierarchical, second order
latent construct and demonstrate its strong relationship with job satisfaction. This study
demonstrates the importance of people-related aspects of TQM in predicting job satisfaction.
From a managerial and human resource management perspective, TQM can be used for
developing high performance work practices.
Keywords: total quality management, job satisfaction, SEM
INTRODUCTION:
Total quality management (TQM) has been
regarded as one of the most predominant
sources of competitive advantage in the last
two decades. Numerous studies have shown
a positive relationship between TQM and
organisational performance. Most studies
have been directed towards examining the
effect of TQM on operational performance
and business performance. Nevertheless,
there are there is still need for rigorous
studies in understanding the relationship
between TQM and a broader set of
organisational outcomes. This study
attempts to contribute to this area by
examining the relationship between TQM
practices and employees’ job satisfaction.
Job satisfaction has been considered as one
of the key determinants of firms’ success
and growth. Also, given the potentially long- time horizon necessary to study the effects
of TQM, researchers and practitioners alike
may well be advised to turn their attention to
more immediate or proximal effects of
TQM, such as job satisfaction (Morrow,
1997). This study contributes to the existing
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Journal for Studies in Management and Planning
Available at http://edupediapublications.org/journals/index.php/JSMaP/
ISSN: 2395-0463
Volume 04 Issue 05
May 2018
Available online: http://edupediapublications.org/journals/index.php/JSMaP/ P a g e | 2
body of knowledge on the TQM- performance relationship by asking: is TQM
related to employees’ job satisfaction?.
Employee involvement or participation in
quality improvement is central in the
implementation of TQM. This involves
developing both top down and bottom up
communication channels, providing
mechanisms for employees to voice their
concerns or suggestion on quality issues,
until participation in decision making
processes. Further, increased participation in
decision making by lower-level members of
the organisation has been found to have a
positive effect on the level of job
satisfaction which then affects both
organisational commitment and job
performance.
Job satisfaction is an important dimension of
employee well-being in its own right but is
also a desired indicator of organizational
success. In fact, independently of the
measures that were used and the specific
practices implemented, several studies of
quality management in services found strong
positive associations between customer
satisfaction and employee job satisfaction.
Job satisfaction is an important dimension of
employee well-being in its own right but is
also a desired indicator of organizational
success. In fact, independently of the
measures that were used and the specific
practices implemented, several studies of
quality management in services found strong
positive associations between customer
satisfaction and employee job satisfaction.
Consequently, customer satisfaction, a goal
of quality management, may be achieved via
employee job satisfaction, argued in their
review of the evolution of quality, the
human issues involved in quality
management are of increasing interest to
academics and practitioners in operations
management.
LITERATURE REVIEW:
Aimie Nadia Dedy et al (2016) TQM is a
management philosophy embracing all
activities through which the needs and
expectations of the customer and the
community and the goals of the companies
are satisfied in the most efficient and cost
effective way by maximizing the potential of
all workers in a continuing drive for total
quality improvement.
Kamil Erkan Kabak et al (2014) The
purpose of this study is to measure the
impact of TQM activities on the job
satisfaction for small and middle sized
companies (SMEs) in the service sector of
Turkey with an empirical analysis. Results
show that employee training and education,
and employee relations and teamwork are
the most dominant factors on job
satisfaction. However, there are some
considerable factors such as facilities, job
security, rewards and there is little impact of
education and salary levels on job
satisfaction.
Esin Sadikoglu et al (2014) This study
investigated impacts of TQM practices on
various performance measures as well as the
reasons and the barriers of the TQM
practices of firms in Turkey. Results revealed
that primary obstacles that the firms in Turkey
face were lack of employee involvement,
awareness and commitment of the employees,
inappropriate firm structure, and lack of the
resources. It is recommended that firms should
continue implement TQM with all variables to
improve performance.
Keng et al. (2005) perform an empirical
case analysis to study the employees’
perceptions of TQM activities and analyze
their effects on the job satisfaction for a
large Malaysian outsourced semiconductor
Page 3 of 7
Journal for Studies in Management and Planning
Available at http://edupediapublications.org/journals/index.php/JSMaP/
ISSN: 2395-0463
Volume 04 Issue 05
May 2018
Available online: http://edupediapublications.org/journals/index.php/JSMaP/ P a g e | 3
assembly and test organization. Their results
show that teamwork has the most dominant
factor on job satisfaction.
CHALLENGES FOR DERIVING JOB
SATISFACTION IN IT SECTOR
1. Support of Boss- A boss can provide
positive motivation or he can demotivate an
employee depending on his/her personality
and behaviour towards the individual.
Bosses who are true leaders takes more
responsibility for his/her subordinates
mistakes and takes less credit for the success
of the team.
2. Some of the leaders commonly we find in
the organizations who do not work but
blame his team for a failure and credit self
when there is an award for team
achievement.
3. Stress in the minds of Software
Engineers.
4. Today in the IT Sector, the software
engineers are overburdened with the jobs
they have been assigned. They find no time
for their relatives and friends, and for
entertainment.
5. There is lot of competition in the IT field.
There is an increasing demand for the high
IQ engineers. Attrition levels are very high.
This itself is a parameter which indicates us
that the Job Satisfaction is low for those
engineers who are looking for a change.
6. Retaining talent and skill is a herculean
task for the HR Manager due to the attitude
of leaving the organisation for betterment
and for want of satisfaction by the IT
Engineers. In the software field if we lose
talent, it is very difficult to proceed further
with task left by escaping software engineers
and at the same time it is difficult to again
fill that vacancy for the HR Managers.
Today in the IT sector focus is on how to
retain talent and how to reduce attrition rate.
7. Job satisfaction is an attitude and not
behaviour.
8. Negative attitude of Bosses. Normally no
boss likes his/her subordinate to be smarter
than him/her. If it happens to someone then
to work with this type of boss, it is very
difficult and at some instances the boss may
demotivate and be claiming the innovation
or creative discovery of his/her own. One
has to be careful not to be over enthusiastic
and trying to overtake boss.
TOTAL QUALITY MANAGEMENT
AND JOB SATISFACTION
TQM does have significant impact on
personnel attitudes towards their job and the
organization. The development of TQM
practices should provide useful measures for
investigating the relationship between TQM
practices and job satisfaction particularly in
relation to the Indian software organizations.
EMPLOYEES’ PERFORMANCE: AN
IMPORTANT FACTOR OF JOB
SATISFACTION:
It has been observed that well performing
workers have high morale, high self- confidence and higher rate of creativity,
resulting to high productivity in their works.
Performance appraisal has become a
continuous process by which an employee’s
understanding of a company’s goals and his
or her progress toward contributing to them
are measured. Performance measurement is
an ongoing activity for all managers and
their subordinates.
