Article: The conceptual framework of kaizen influence on employee performance Journal: International Journal of Productivity and Quality Management (IJPQM) 2020 Vol.31 No.1 pp.49 - 67 Abstract: Kaizen is a complex organisational phenomenon with potential ability to affect both a technical system (e.g., performance of work area) and a social system (for example, participating employees and work area employees). The aim of this study was determination conceptual framework of kaizen implementation effect on employee performance. We conducted two focus groups discussion and five individual interviews. Interviews and focus groups were conducted to determine the effect of kaizen implementation on employee performance. Data were analysed based on deductive-inductive content analysis approach and analysed with Open Code software. Participants' points of view were analysed within 201 codes. Data analysis matrix was the conceptual framework of dimension of kaizen and employee performance. In this conceptual 11 dimension of employee performance include: work quality, work quantity, cooperation, person, security, reliability, initiative, learning and personal development, attitude, judge and leadership. Five dimensions of kaizen include: suggestion system and partnership, work environment regulations, automation, technology and mutual cooperation and between management and staff. There is a need to combine kaizen practices with improvement and innovation practices that help staff and managers to address complex issues. Inderscience Publishers - linking academia, business and industry through research

Title: The conceptual framework of kaizen influence on employee performance

Authors: Mehdi Shojaei; Parisa Shojaei

Addresses: Department of Industrial Engineering, Shahryar Branch, Islamic Azad University, Shahryar, Iran ' Department of Community & Preventive Medicine, Islamic Azad University, Tehran Medical Science Branch, Tehran, Iran

Abstract: Kaizen is a complex organisational phenomenon with potential ability to affect both a technical system (e.g., performance of work area) and a social system (for example, participating employees and work area employees). The aim of this study was determination conceptual framework of kaizen implementation effect on employee performance. We conducted two focus groups discussion and five individual interviews. Interviews and focus groups were conducted to determine the effect of kaizen implementation on employee performance. Data were analysed based on deductive-inductive content analysis approach and analysed with Open Code software. Participants' points of view were analysed within 201 codes. Data analysis matrix was the conceptual framework of dimension of kaizen and employee performance. In this conceptual 11 dimension of employee performance include: work quality, work quantity, cooperation, person, security, reliability, initiative, learning and personal development, attitude, judge and leadership. Five dimensions of kaizen include: suggestion system and partnership, work environment regulations, automation, technology and mutual cooperation and between management and staff. There is a need to combine kaizen practices with improvement and innovation practices that help staff and managers to address complex issues.

Keywords: employee; performance; Pars Khodro Company's Brilliance Unit; kaizen.

DOI: 10.1504/IJPQM.2020.109360

International Journal of Productivity and Quality Management, 2020 Vol.31 No.1, pp.49 - 67

Received: 17 Mar 2019
Accepted: 02 Jun 2019
Published online: 03 Sep 2020 *

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Title: The conceptual framework of kaizen influence on employee performance

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