This paper presents an empirical investigation to study the relationship between employee performance and TQM. The proposed study of this paper designs two questionnaires for TQM and performance measurement and distributes them among some employees who worked for one of Iranian banks in city of Semnan, Iran. The result of Kolmogorov–Smirnov test confirms that all data are normally distributed and the study uses Pearson correlation to investigate the relationship between various components of the survey. The result of the implementation of Pearson correlation ratio indicates that there was a positive and meaningful relationship between employee performance and TQM components (r=4.6223, P-value=0.000). In addition, there are some positive and meaningful relationships between TQM components and employee performance. The highest correlation belongs to relationship between employee performance and feedback (r=4.6223, P-value=0.000) followed by training and development (r = 0.441, P-value = 0.000) and communication (r = 4.2861, P-value = 0.000).
Growing Science » Authors » Yadollah Hemmati
1. 
An investigation on how TQM influences employee performance: A case study of banking industry Pages 31-36
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Authors: Saeed Hakami Nasab, Yadollah Hemmati, Seyed Hasan Kia
DOI: 10.5267/j.msl.2013.12.002
Keywords: Banking industry, Employee performance, Performance measurement, TQM
Abstract:
Journal: MSL | Year: 2014 | Volume: 4 | Issue: 1 | Views: 3020 | Reviews: 0
2.
A study on relationship between social entrepreneurship and organizational commitment Pages 2241-2244
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Authors: Yadollah Hemmati, Seyed Hasan Kia
Keywords: Affective commitment, Normative commitment, Organizational commitment, Social entrepreneurship
Abstract:
During the past few years, organizational commitment has been a major concern in different
types of business activities including banking industry. In this paper, we present an empirical
investigation to study the relationship between social entrepreneurship and organizational
commitment. The proposed study of this paper adapts a standard questionnaire developed by
Meyer and Allen [Meyer, J. P., & Allen, N. J. (1991). A three-component conceptualization of
organizational commitment. Human resource management review, 1(1), 61-89]. Cronbach
alpha has been calculated for affective commitment, employee engagement and normative
commitment as 0.77, 0.79 and 0.61, respectively. The results of survey indicate that affective
commitment, employee engagement and normative commitment have positively influenced
organizational commitment, significantly. In addition, Freedman test has indicated that
normative commitment is number one priority with mean rank of 2.85 followed by affective
commitment with mean rank of 2.47 and employee engagement with the mean rank of 2.26.
types of business activities including banking industry. In this paper, we present an empirical
investigation to study the relationship between social entrepreneurship and organizational
commitment. The proposed study of this paper adapts a standard questionnaire developed by
Meyer and Allen [Meyer, J. P., & Allen, N. J. (1991). A three-component conceptualization of
organizational commitment. Human resource management review, 1(1), 61-89]. Cronbach
alpha has been calculated for affective commitment, employee engagement and normative
commitment as 0.77, 0.79 and 0.61, respectively. The results of survey indicate that affective
commitment, employee engagement and normative commitment have positively influenced
organizational commitment, significantly. In addition, Freedman test has indicated that
normative commitment is number one priority with mean rank of 2.85 followed by affective
commitment with mean rank of 2.47 and employee engagement with the mean rank of 2.26.
Journal: MSL | Year: 2013 | Volume: 3 | Issue: 8 | Views: 2450 | Reviews: 0