According to W. Edwards Deming, American companies require nothing less than a transformation of management style and of governmental relations with industry. In Out of the Crisis, originally published in 1982, Deming offers a theory of management based on his famous 14 Points for Management. Management's failure to plan for the future, he claims, brings about loss of market, which brings about loss of jobs. Management must be judged not only by the quarterly dividend, but by innovative plans to stay in business, protect investment, ensure future dividends, and provide more jobs through improved product and service. In simple, direct language, he explains the principles of management transformation and how to apply them.

Out of the Crisis

A three-component conceptualization of organizational commitment

In this article, we summarize previous empirical studies that examined antecedents, correlates, and/or consequences of organizational commitment using meta-analysis. In total, 48 meta-analyses were conducted, including 26 variables classified as antecedents, 8 as consequences, and 14 as correlates.

A review and meta-analysis of the antecedents, correlates, and consequences of organizational commitment

A typology of service organizations is presented and a conceptual framework is advanced for exploring the impact of physical surroundings on the behaviors of both customers and employees. The abili...

Servicescapes: The Impact of Physical Surroundings on Customers and Employees:

Much previous research has established that perceived ease of use is an important factor influencing user acceptance and usage behavior of information technologies. However, very little research has been conducted to understand how that perception forms and changes over time. The current work presents and tests an anchoring and adjustment-based theoretical model of the determinants of system-specific perceived ease of use. The model proposes control (internal and external--conceptualized as computer self-efficacy and facilitating conditions, respectively), intrinsic motivation (conceptualized as computer playfulness), and emotion (conceptualized as computer anxiety) as anchors that determine early perceptions about the ease of use of a new system. With increasing experience, it is expected that system-specific perceived ease of use, while still anchored to the general beliefs regarding computers and computer use, will adjust to reflect objective usability, perceptions of external control specific to the new system environment, and system-specific perceived enjoyment. The proposed model was tested in three different organizations among 246 employees using three measurements taken over a three-month period. The proposed model was strongly supported at all points of measurement, and explained up to 60% of the variance in system-specific perceived ease of use, which is twice as much as our current understanding. Important theoretical and practical implications of these findings are discussed.

/pdf/determinants-of-perceived-ease-of-use-integrating-control-10opxseq0g.pdf

Determinants of Perceived Ease of Use: Integrating Control, Intrinsic Motivation, and Emotion into the Technology Acceptance Model

A facet design describing the theoretical and empirical interrelationships among five forms of work commitment (Protestant work ethic, career salience, job involvement/work as a central life interest, organizational commitment, and union commitment) is presented. The analysis reveals that these concepts are partially redundant and insufficiently distinct to warrent continued separation. Suggestions for advancing the study of work commitment are rendered.

https://lib.dr.iastate.edu/cgi/viewcontent.cgi?article=1045&context=management_pubs

Concept Redundancy in Organizational Research: The Case of Work Commitment

This is the 15th volume in a series of monographs whose main topic of concern is that of organizational behaviour and industrial relations. This volume deals with the theory and management of work commitment.

The theory and measurement of work commitment

A Multidisciplinary Model of Voluntary Employee Turnover.

http://bs.ustc.edu.cn/UserFiles/Editor/file/20130403/20130403212479297929.pdf

The relationship between career growth and organizational commitment

While environmental management is an important topic in supply chain management, there is little theoretical understanding of how firm practices (supervisory support, rewards, and training) relate to employee engagement in environmental behaviors. Drawing upon behavioral research literature, the purpose of our article is to use organizational support theory to develop a model of how employee perceptions of management practices influence employee engagement in environmental behaviors such as participating in environmental management activities, promoting environmental initiatives, and proposing innovative environmental practices. The theoretical model was evaluated using a sample of supply chain management employees employed by a major retailer and support was found for all of the hypothesized relationships except those entailing rewards. Study findings demonstrate the importance of employee perceptions in advancing employee-level involvement in environmental behaviors and how organizations can modify their internal infrastructures to champion environmental behaviors through their effects on employee perceptions of support for the environment and commitment to the environment. Additionally, the research illustrates how an extant behavioral theory, organizational support theory, can profitably be modified and adopted to explain behavior in the field of supply chain management.

Paula C. Morrow

Papers

Concept Redundancy in Organizational Research: The Case of Work Commitment

The theory and measurement of work commitment

A Multidisciplinary Model of Voluntary Employee Turnover.

The relationship between career growth and organizational commitment

Engagement in Environmental Behaviors Among Supply Chain Management Employees: An Organizational Support Theoretical Perspective