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| Program Effectiveness | 3 |
| Quality Circles | 3 |
| Work Environment | 3 |
| Employee Attitudes | 2 |
| Participative Decision Making | 2 |
| Cost Effectiveness | 1 |
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| Federal Government | 1 |
| Government Employees | 1 |
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Honeycutt, Alan – Training and Development Journal, 1989
A survey of 83 quality circle members determined that there was no single variable that consistently emerged as the most important contributor to the effectiveness of quality circles. Member training did appear to be stronger than the other variables. (JOW)
Descriptors: Program Effectiveness, Quality Circles, Training, Work Environment
Peer reviewedBuch, Kimberly; Raban, Amiram – Psychology: A Journal of Human Behavior, 1990
Used a quasi-experimental design to assess the effect of a quality circle intervention on behavior and attitudes of 88 employees at a large Midwestern organization. Results provide mixed support for the purported ability of circles to improve work behavior with no change for absenteeism and productivity but positive change for quality of work.…
Descriptors: Employee Attitudes, Organizational Development, Participative Decision Making, Productivity
Peer reviewedGeehr, Jill L.; And Others – Educational and Psychological Measurement, 1995
A study with 206 federal government employees reveals that degree of voluntary participation in quality circles is positively related to following quality circle guidelines and that following such guidelines is positively related to economic gain. Implications of voluntary and nonvoluntary participation on cost-benefit outcomes is discussed. (SLD)
Descriptors: Cost Effectiveness, Economic Factors, Employee Attitudes, Federal Government
