The myth of a direct relationship between organizational culture and TQM: propositions and challenges for research

Abstract

Purpose

This paper aims to report the results of a comprehensive literature review concerned with exploring the distinctive roles of the underlying multidimensional psychological mechanisms through which organizational culture (OC) affects TQM.

Design/methodology/approach

A thorough review of the relevant existing studies focusing on the direct and indirect links between OC, employee readiness for change (ERFC), employee commitment to change (ECC) and TQM implementation was conducted. To identify studies to include in the review, electronic searches of prominent databases and journals were carried out for the period 1980 to 2020.

Findings

The thorough analysis of relevant studies indicates that various types of OC influence TQM through certain psychological mechanisms namely ERFC dimensions and employee affective commitment to change. As a consequence, the paper develops a set of propositions and a novel integrative conceptual framework to explain the mediating roles of ERFCs and EACC in the OC–TQM relationship and then concludes by suggesting future lines of research and highlighting practical managerial implications.

Originality/value

Drawing on academic perspectives from multiple literature streams, this study offers a more advanced understanding of the relationship between OC and TQM implementation via exploring multiple mediating paths.

Citation

Haffar, M., Al-Hyari, K.A., Djebarni, R., Al-Shamali, A., Abdul Aziz, M. and Al-Shamali, S. (2022), "The myth of a direct relationship between organizational culture and TQM: propositions and challenges for research", The TQM Journal, Vol. 34 No. 5, pp. 1395-1415. https://doi.org/10.1108/TQM-06-2020-0138