This study, with 206 federal government employees, examined hypothesized relationships between degree of voluntary participation in quality circles, employee work climate perceptions, and quality circle outcome measures. Primary results revealed that the degree of voluntary participation in quality circles was positively related to following quality circle guidelines and that following quality circle guidelines was positively related to estimated economic gain. The implications of voluntary versus nonvoluntary participation on quality circle group processes and quality circle cost/benefit outcomes is discussed.
Get full access to this article
View all access options for this article.
References
1.
Adams, E. (1991). Quality circle performance. Journal of Management, 17, 25-39.
2.
Amsden, D. M. , & Amsden, R. T. (1976). QC circles: Applications, tools, and theory. Milwaukee, WI: American Society for Quality Control.
3.
Barrick, M. R. , & Alexander, R. A. (1987). A review of the quality circle efficacy and the existence of positive-findings bias. Personnel Psychology, 40, 579-592.
4.
Dewar, D. L. (1987). Starting and expanding quality circles. Journal of Quality and Participation, 10(4) 22-26.
5.
Dewar, D. L. (1989). Measuring team activities. AOP Annual Conference Transactions, 11, 7-10.
6.
Ferris, G. R. , & Wagner, J. A. (1985). Quality circles in the United States: A conceptual reevaluation. Journal of Applied Behavioral Science, 21, 155-167.
7.
Greenbaum, H. H. , Kaplan, I. T., & Metlay, W. (1988). Evaluation of problem-solving groups. Group & Organization Studies, 13, 133-147.
8.
Griffin, R. (1988). Consequences of quality circles in an industrial setting: A longitudinal assessment. Academy of Management Journal, 31, 338-358.
9.
Hackman, J. R. , & Oldham, G. R. (1980). Work redesign. Reading, MA: Addison-Wesley.
10.
Kossek, E. E. (1989). The acceptance of human resource innovation by multiple constituencies. Personnel Psychology, 42, 263-283.
11.
Magjuka, R. S. , & Rasmussen, R. J. (1989). To be or not to be: Voluntary versus mandatory membership. AOP Annual Conference Transactions, 11, 446-450.
12.
Marks, M. , Mirvis, P., Hackett, E., & Grady, J. (1986). Employee participation in a quality circle program: Impact on quality of work life, productivity, and absenteeism. Journal of Applied Psychology, 71, 61-69.
13.
Mohrman, S. A. , & Novelli, L. (1985). Beyond testimonials: Learning from a quality circles program. Journal of Occupational Behavior, 6, 93-110.
14.
Seelye, H. N. , & Sween, J. A. (1983). Critical components of successful U.S. quality circles. Quality Circles Journal, 6, 14-17.
15.
Steel, R. , & Lloyd, R. (1988). Cognitive, affective, and behavioral outcomes of participation in quality circles: Conceptual and empirical findings. Journal of Applied Behavioral Science, 24, 1-17.
16.
Tortorich, R. , Thompson, R., Orfan, C., Layfield, D., Dreyfus, C., & Kelley, M. (1981). Measuring organizational impact of quality circles. Quality Circles Journal, 4, 24-34.
17.
White, D. D. , & Bednar, D. A. (1985). Locating problems with quality circles. National Productivity Review, 4, 45-52.
