Authors: Eyad M. Youssef; Mohamed A. Youssef; Abdel Moneim M.B. Ahmed
Addresses: Business Department, University of Minnesota, Crookston Crookston, MN 56716, USA ' College of Business Administration University of Dubai, P.O. Box 14143, Dubai, UAE ' College of Business Studies, Al Ghurair University, P.O. Box 37374 Dubai, UAE
Abstract: This paper examines the impact of the intensity level of TQM activities on the degree of emphasis that TQM adopters place on eight HRM practices. Specifically, the paper tests if manufacturing firms with varying levels of TQM intensities differ in their emphasis on job enrichment, worker safety, giving workers more planning responsibility, giving workers broader range of tasks, changing management/labour relation, management training, supervisor training, and worker training. The analysis in this paper is based on data collected from more than 150 firms in three industrial sectors in the USA. Factor analysis shows that the eight HRM practices comprise two factors: training and job enrichment (F1), and employee empowerment (F2). Cluster analysis, based on the relative intensity of TQM, produced three clusters that were named High TQM (group 1), Moderate TQM (group 2), and Low TQM (group 3). Furthermore, the analysis of variance shows that there are significant differences in the degree of emphasis on these HRM practices among firms with varying TQM intensity. These findings have useful implications for both academics and practitioners.
Keywords: TQM intensity; HRM; job enrichment; training; satisfaction; total quality management; human resource management; manufacturing industry; USA; United States; employee empowerment; cluster analysis.
International Journal of Productivity and Quality Management, 2014 Vol.13 No.4, pp.495 - 512
Available online: 02 Jun 2014 *Full-text access for editors Access for subscribers Purchase this article Comment on this article