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This study illustrates the intention to implement total quality management (TQM) applications in Oman’s Ministry of Justice (MOJ). The purpose of this paper is to examine the effect of TQM implementation on the MOJ’s work performance (WP).

The study modified the TQM efficiency model by including new variables that had been ignored by previous studies. As a result, 320 questionnaires have been collected, and the study employed partial least squares for primary data analysis to test the research model.

Customer focused performance is an important factor that has a direct relationship with WP. However, the findings guide the explanation that there are other factors of TQM that have a direct effect on WP, and this research is directed at future research to select more profound factors of TQM.

The main limitations of this study is that the analysis of the main study was based on the intention to implement TQM to replace the current management system’s practice at Oman’s MOJ.

This study is considered to be one of the significant studies related to the effect of testing intention to implement TQM on WP of Oman’s MOJ.

The purpose of this paper is to examine the effect of human resource development (HRD) practices on perceived operational and market performances in the software companies in India, and also the mediating effect of operational performance in the relationship between HRD practices and market performance.

Data were collected from 516 professionals working in 37 software companies in India. Partial least square (PLS) was used to test the proposed structural equation model.

The findings reveal that the HRD practices significantly affect market performance. However, operational performance, as a mediator, was found to have a crucial role in transferring the effects of HRD practices to market performance.

The findings of this study are in line with the theory of HRD which suggests a positive relationship between HRD and organizational performance.

The results suggest that to enhance the market performance, organizations need to enhance operational performance by meticulously designing and implementing the series of HRD practices.

This study is one of its kind to overcome the limitations of earlier studies to examine the effect of comprehensive dimensions of HRD on operational and market performance.

To identify some psychological and social variables that could enhance employees' adoption of total quality management (TQM) in an organization that chooses to implement the management philosophy.

A survey research was conducted, using 418 middle management staff, randomly drawn from some TQM and non‐TQM courier organizations in Nigeria. Respondents received standardized scales measuring perception of their leaders' leadership styles, organizational reward system and self‐report of personality attributes (psychological variables), along with items measuring gender, age, job tenure and level of education (social variables). They also responded to questionnaire items measuring the extent to which they practice TQM.

Correlation analysis show that higher level of maintenance leadership style along with lower level of performance leadership style, low levels of extraversion and neuroticism, higher level of education and shorter job tenure enhance subordinates' practice of TQM. t‐test results show that Employees in TQM organizations were significantly higher on perceived maintenance and performance leadership styles and reward but significantly lower on extraversion, neuroticism and psychoticism than their non‐TQM counterparts.

All measures were based on self‐report of the respondents and data were from only service organizations, thus, limiting generalizations of the findings.

Implementers of TQM in organizations in Nigeria should endeavor to put in place appropriate leadership styles, consider personality attributes, level of education and duration of working in any non‐TQM organization among other personnel issues for selection and retention in a TQM practicing organization.

TQM is a management technique being adopted in Nigeria with some difficulties. The present study brings to focus psychological and social variables that could ease its implementation.

Focusses on investigating the critical factors of customer perceived service quality in banks of a developing economy – India. Compares and contrasts the three groups of banks in India with respect to the service quality factors from the perspective of the customers. There seems to be a great amount of variation with respect to the level of service quality offered by the three groups of banks. Identifies the factors that discriminate the three groups of banks. Customers in developing economies seem to keep the “technological factors” of services such as core service and systematization of the service delivery as the yardstick in differentiating good and bad service while the “human factors” seem to play a lesser role in discriminating the three groups of banks. The service quality indices with respect to the three groups and the Indian banking industry as whole, offer interesting information on the level of service quality delivered by banks in India.

The purpose of this paper is to investigate the impact of human resource management (HRM) practices on organizational commitment in Palestinian universities, and to examine the mediating effect of work engagement as a black-box mechanism that defines HRM practices–organizational commitment relationship.

The source of the data is from 237 employees (academics and administrative staff) from Palestinian universities. The authors used structural equation modeling to verify the hypotheses.

The results reveal that HRM practices have a significant impact on employee organizational commitment in higher education. In addition, work engagement showed a significant mediating effect between performance appraisal and organizational commitment on the one hand, and between rewards and compensation and organizational commitment on the other hand.

The study suggests university managers to capitalize on HRM practices as vehicle to trigger positive work-related attitudes.

The study contributes to the literature by examining the impact of HRM practices on organizational commitment through the mediation role of work engagement in higher education of a non-western context. The study is one of the few studies that is conducted in the middle east.

The purpose of this paper is to advance the research on the relationship between developmental human resource management (HRM) practices and voluntary intention to leave among information technology (IT) professionals from the Indian IT sector by investigating the mediating role of affective commitment.

This study adopted a cross-sectional design at the individual-level of analysis. Data on the study constructs (i.e. developmental HRM practices, affective commitment, and voluntary intention to leave) were collected from 752 IT professionals from 17 Indian IT organizations from the city of Bengaluru through a web-based survey between February 2016 and March 2017. Further, this study used the confirmatory factor analysis technique to establish reliability and construct validity for the study constructs. Furthermore, this study tested the research hypotheses empirically through mediated multiple-regression analysis using the bootstrap procedure.

Empirical results of the present study suggest that espousal of robust developmental HRM interventions enhances affective commitment and significantly attenuates the voluntary intention to leave among employees. Further, the results of this study have indicated that the relationship between developmental HRM practices and voluntary intention to leave was partially mediated by affective commitment.

Past empirical studies on HRM – turnover discourse, in the IT sector, have predominantly examined the direct influence of HRM systems and/or internal labor market strategies on turnover intentions and actual turnover behavior. Rarely have the past studies in the IT domain attempted to examine the intervening role of employee attitudes in the relationship between HRM practices and employee-level outcomes. Addressing this gap, the present study enunciates the critical role of affective commitment and situates it as an important variable that mediates the relationship between developmental HRM practices and voluntary intention to leave among IT professionals in India.

This study aims to examine the effects of human resource management (HRM) practices on organisational commitment (OC) in the Middle Eastern context.

Survey data were collected from 493 front-line employees across a variety of industries in Jordan. A structural equation modelling analysis was performed to delineate the relationship between HRM practices and OC.

A test of the model was conducted using a path analytic approach hypothesising that HRM factors influence OC. The findings indicate that the causal model is consistent with the data and contributes to a fuller understanding of the association between HRM practices and OC.

This is the first study that represents a little-researched area of recent times and even less so in Middle Eastern countries. The findings of the study offer new perspectives on how HRM practices have direct and indirect effects on employees’ OC and would assist in reshaping the HR policies in organisations located in the Middle Eastern regions.

There is considerable lack of literature with respect to service industry management, especially in the banking industry of developing economies. Attempts to bridge this gap. Critically examines the banking industry in a developing nation – India. Investigates the discrepancies among the various groups of banks in India with respect to the total quality service (TQS) dimensions (from the perspective of the management). The results indicate that the three groups of banks in India seem to vary significantly. Identifies the dimensions that contribute most to discriminating between the groups. Also computes and analyses the total quality service indices with respect to the 12 dimensions for the three groups of banks and for the banking industry as a whole and in order to ascertain the level of TQS implementation in the Indian banking scene. Offers key insights on the criticality of the different TQS dimensions with respect to the banking sector in developing economies.

The purpose of this paper is to highlight key dimensions of provider‐perceived total quality management (TQM) in the healthcare sector in India. Further, the impact of the dimensions of provider perceived TQM on hospital performance is examined.

A questionnaire has been developed based on an extensive literature review of research in service quality and based on responses of the pilot survey among medical professionals. The instrument thus developed has been examined for its psychometric properties using tests of reliability and validity. Multiple regression analysis has been used to examine the impact of the dimensions of provider‐perceived TQM on hospital performance.

Findings highlight 14 distinct dimensions of provider‐perceived TQM and the relationships among them. Positive and significant relationships among the dimensions and hospital performance have been found.

Contribution to research on healthcare quality by the development of a comprehensive instrument of provider‐perceived healthcare quality.

This instrument would enable hospitals to examine the quality of care being delivered by them to the patients. Hospital administrators and medical professionals could use this feedback to assess hospital performance, and benchmark their performance against that of other competitive hospitals.

Comprehensive instrument of provider‐perceived healthcare quality

This research paper aims to identify dimensions of patient‐perceived total quality service (TQS) in the healthcare sector. Further, the impact of the dimensions of patient‐perceived TQS on patient satisfaction is examined.

A questionnaire has been developed based on an extensive literature review of research in service quality and based on responses of the pilot survey among patients recently discharged from hospital. The instrument thus developed has been examined for its psychometric properties using tests of reliability and validity. Multiple regression analysis has been used to examine the impact of the dimensions of patient‐perceived quality on patient satisfaction.

Findings highlight seven distinct dimensions of patient‐perceived TQS and the relationships among them. Positive and significant relationships among the dimensions and patient satisfaction have been found.

Contribution to research on healthcare services by the development of a comprehensive instrument of patient‐perceived healthcare quality.

This instrument would enable patients to provide feedback to hospitals regarding the quality of healthcare received by them. Hospitals could use this feedback to analyze their performance, gauge patient satisfaction and benchmark their performance against competitive hospitals.

This paper illustrates a comprehensive instrument of patient‐perceived healthcare quality.