Employee affective reactions to organizational quality efforts

Abstract

Examines two hypotheses: first, that employees’ perceptions of their firm’s quality efforts are related to employee affective reactions (satisfaction, commitment, turnover intentions), with those perceiving greater organizational quality efforts exhibiting more positive affective reactions; and, second, that perceptions of autonomy would account for the relationship between perceptions of organizational quality efforts and employees’ affective reactions. Questionnaires were completed by 228 employees of a large bank. Reports that regression analysis revealed that all of the affective reaction variables were significantly related to perceptions of quality efforts. Further analysis revealed that, while perceptions of autonomy were important with regard to affective reactions, employee perceptions of organizational quality efforts were also directly and significantly related to employees’ affective reactions. The impact of perceptions of quality efforts was found to be most significant for organizational commitment. Discusses the implications of these results.