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There can be little doubt about the importance and relevance of quality for any service industry. One of the most influential contributors to service quality developments was W. Edwards Deming (1900‐1993). An important component of Deming's philosophy is reflected in his 14‐principles for transforming a service as they indicate what management needs to do to ensure that they and their employees are able to deliver good service quality. The purpose of this paper is first, to select and describe six of the 14 principles and their implications for organisational management; and second, to hightlight the relevance of these principles within higher education.

Six of Deming's principles for transforming organisational management and the application of these to management within the area of higher education are discussed. The selection of these six principles, for discussion is not that they are more important for quality, but because they are among the most important for management in higher education.

Deming's principle on teamwork is not only about problem solving and decision making but more fundamentally it is about breaking down organisational and professional barriers. This is necessary for creating opportunities for people to generate new insights and ideas for improving quality of the service provided by the organisation.

This general review paper discusses six of Deming's principles seen as being important in managing education and considers that organisational management needs to embrace these particular principles if they are to be successful in pursuing their quality initiatives.

To date, Congressional ideology has been considered to be the portion of a roll call vote that could not be explained by self‐interested behavior. This paper suggests that the scope of what is considered self‐interested behavior must be expanded. We find evidence that Congressmen may be the agent in a principal agent relationship, not only to voters and PACs as commonly thought, but also to industries that may offer Congressmen employment when they leave the House.

Indian banking sector is facing a number of challenges, and increasing number of corporate frauds and employee turnover are among the top list. Literature reveals that gaining insights about ethical climate may provide a possible solution and relief from the challenges being faced. This paper aims to contribute to the understanding of the prevalent various ethical climate types in the Indian banking industry. Furthermore, it presents interesting results by investigating the effect of five theorized ethical climate types on organizational commitment along with its three components in the banking sector.

This empirical research encompasses a descriptive research design. Sample uses 266 respondents from four prime banks of the Indian banking industry.

Statistical analyses unveiled that all five conceptualized ethical climate types are prevalent in the Indian banking industry. However, the perception of employees for caring climate was the highest among all others. In contrast to the results reported by Western studies, this research reveals a strong negative impact of instrumental climate on affective commitment. Furthermore, it has been seen that instrumental climate is a significant predictor for the three components of commitment (affective, continuance and normative). However, it fails to predict the overall organizational commitment construct. Likewise, opposed to findings of Western countries, law and code, rules and independent climate types have shown significant relationship and impact on organizational commitment for Indian banking sector employees. It has been found that different commitment components are predicted by a diverse mix of climate types in India.

Findings highlight varying strength of relationship and predictive ability of different ethical climate types with commitment. This helps in elucidating that managers and top executives should focus on building an ethical work environment to warrant high-level commitment among employees. Congruence between employee, manager and organizations’ perception of ethics is a pre-requisite for maintaining a long-term relationship among the parties. This study will enable understanding the role of ethical climate in reducing corporate frauds and employee turnover.

This research addresses a significant gap in literature by exploring the relationship between ethical climate and organizational commitment. The study uses data from the Indian banking industry which contributes to expanding knowledge of the relationship in the Indian context.

Most organizations are fully aware of the misconduct that occurs within their company but take a soft-handed approach attending to the problems. Consequently, misconduct that at the beginning is just a mere incompliance may become a corporate scandal involving a substantial amount of money. This paper aims to examine the factors that influence whistleblowing intentions of employees that work in one big corporation, ABC Berhad, which experienced a corporate scandal.

A survey questionnaire is used in which the respondents from the various departments of the selected study case, ABC Berhad, were required to indicate the seriousness of the wrong-doing cases and their intention to whistleblow based on the given vignette. A total of 70 survey questionnaires were distributed. Out of these, 63 questionnaires were returned, for a response rate of 90 per cent.

The result of the study shows that gender did not have any significant influence to the likelihood to whistle blow. However, the job position of the respondents has a significant result as it can influence the likelihood to whistle blow. The study also found that the more serious the wrongdoing, the higher the likelihood to blow the whistle.

The results provide further confirmation of the determinants that influence employees to report wrongdoings in the organizations. This study, however, may be subject to self-reported data biasness due to the sensitivity of the topic. In addition, respondents may not give responses or answers based on the actual situation but be tempted to response based on socially desirable which is to please their peers and others.

This study shows ABC Berhad whether its employees are ethical in carrying their duties and indicates their levels in ethical reporting. In addition, the study helps the company generally and ABC Berhad particularly to understand the working culture in the company so that they can identify the areas of the governance that need improvement such as protection to the employee that blew the whistle.

This study is original as it focuses on the employees in a big organization such as government-linked companies (GLCs) that have experienced corporate scandals although they have a whistleblowing mechanism in place.