Organizational Culture Influence on Total Productive Maintenance (TPM) and Operational Performance Using RASCH Model Analysis

. Market globalization, competitive product and services, high economic crises are the most critical factors that influence the success of the manufacturing companies in global market. Therefore it is critical to the manufacturing companies to be efficient in production and lean tool may used to achieve that. The most frequently used is the Total Preventive Maintenance (TPM), even though there are many studies have been conducted in relation to the TPM but there is limited research in investigating the effects of the TPM on operational performance. However, the result of the studies was not consistent, where TPM practice may have positive and negative impact on operational performance. Among the reason is the culture of the organization that influenced the implementation of TPM and operational performance. Due to that this study attempts to investigate the influence of organizational culture on the TPM implementation and operational performance. Rasch model is used in this study due to its ability in interpreting and analyzing the ability of respondents in performing the difficult items. The online questionnaires were distributed to 63 randomly selected automotive companies located at Northern Region of Malaysia. Results of the study revealed that the organizational culture has influenced on the successful implementation of TPM and operational performance. Therefore by the implementation of TPM in outstanding organizational culture can improve operational performance. Keyword: Total Preventive Maintenance (TPM), Lean manufacturing, Operational performance, Organizational culture, Rasch modeldoi:10.12695/ajtm.2013.6.2.2How to cite this article:Mohd Asaad, M.N and Yusoff, R.Z. (2013). Organizational Culture Influence On Total Productive Maintenance (TPM) and Operational Performance Using RASCH Model Analysis . The Asian Journal of Technology Management 6 (2): 72-81. Print ISSN: 1978-6956; Online ISSN: 2089-791X. doi:10.12695/ajtm.2013.6.2.2


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Many several they r present manufa practic  (Ashayeri, 2007). According to Georgios and Prodromos (2008) organizational performance can be divided into two parts: financial performance and non-financial performance. The operational performance is part of the non-financial performance and is defined as the measurement aspects organization output resulting from organizational processes (Voss, Ahlstrom, & Blackmon, 1997).
According to John (1999) many TPM implementation failed due to the culture of the organization. Organizational culture is defined as the values and beliefs that are practiced by all employees in an organization (Weese, 1996). According to Maddox (2009) the successful implementation of TPM, shall begin with the commitment and leadership of the management team to ensure the success of the program. Radnor and Walley (2008) argues that a change in attitude not only to management but involve all employees in order to create lasting organizational change. Therefore, this study is intended to determine the influence of organizational culture on the relationship TPM with operational performance.

Research Framework
After explaining the problem statement, the next step is to build a conceptual framework to guide research. Hence the conceptual framework of major importance in identifying the concept, the relationship between the variables and the direction of the relationship. Figure 1: Research Framework shows the relationship between TPM, organizational culture and operational performance. The independent variable in this framework is TPM. On the other hand, the dependent variable is the performance of the operation. Organizational culture is a moderator variable between TPM and operational performance.

. Research Methodology
Sample survey or population study is comprised of companies that manufacture products and automotive components adopting lean tools. These companies or the respondent are a supplier of components and products to the automotive industry. This study only focused on the Northern Peninsular Malaysia only covering Perlis, Kedah, Penang and Perak. This is because most of the automotive companies operating in the area north of the peninsular and has the same type of manufacturing process. Respondents assigned

Operational Performance
Organizational culture TPM a six-digit code to facilitate analysis. The first two digits indicate the number of respondents or organization is the location of the third digit, fourth digit indicates the number of years of operation, the fifth digit indicates the number of employees and sixth digits indicate the total turnover.
Based on the total sample, this study considers the results of tests on samples of this study may reflect the results of the overall study population. A total of 76 companies have been identified through the list of suppliers in the vehicle manufacturer. The sample size for population size 76 is 63 (Krejcie & Morgan, 1970;Sekaran, 2003). Thus a total of 63 were randomly selected and required to fill out an online questionnaire or online. Unit of analysis for this study is the organization and most of the respondents were CEOs, managers, engineers and executives.
This questionnaire is designed to assess the capacity of organizations in implementing TPM items to enhance operational performance and the influence of organizational culture on this relationship. It was developed based on extensive literature review and also expert opinion involving management representative in the organization. Before further research was conducted it is important to ensure the instrument used is valid and reliable. Due to the importance of reliable instrument, the instrument should represent what it is supposed to measure; hence the objective of this paper is to conduct an exercise to check the reliability of the instruments using Rasch Model.
These questions are divided into three variables, namely TPM as independent variables and the operational performance as the dependent variable and the culture of the organization as a moderator variable. The formation of this research question was to undergo two types of measurement validity, content validity and construct validity. Content validity is to ensure that the measurement includes a series of items that emphasize concepts. Construct validity to test all these questions the appropriateness of an item analysis to meet or fit the Rasch model. Reliability test was conducted to measure the extent to which the indicator without bias (error-free) and ensure consistent measurement over time and include various items in the instrument (Sekaran, 2003). In the Rasch model reliability of the instrument can be seen through the items and reliability of person.
Most of the questions were mostly taken from previous studies and modified to suit the purposes of some, such as TPM (McLachlin, 1992), organizational culture (Cameron, Kim, Quinn, & Robert, 1999;Knapp, 2010) and operational performance (Ahmad & Schroeder, 2003). TPM questions divided into two dimensions with B11.X code where the X indicates the number of dimensions Preventive Maintenance (1), and Equipment (2). While organizational culture questions divided into six dimensions with C.Y code where the value of Y indicates the number of dimensions of dominant feature (1), leadership organization (2) employee management (3), bonding organization (4), emphasis strategic (5) and success criteria (6). Similarly, the operating performance of questions it is divided into six dimensions with D.Z code where the Z indicates the number of dimensions of quality (1) cost (2), time (3), delivery (4), productivity (5) and flexibility (6). Six Likert scale measurement range (6 point Likert scales) used in this study. This is because the scale of measurement does not provide the range of 6 points midrange (midpoint) or neutral point (Tang, Shaw, & William, 1999).

. Rasch Model
Current practice of measuring performance is only counting the responses of priorities from the organizations. The rating is only an order of preference; which is continuum in nature and it is not linear and also do not have equal intervals which contradict with the nature of numbers for statistical analysis (A. A. Aziz, 2008). In Traditional Test, the scatter plot is applied to establish the best regression. However prediction from ordinal response is      Thirteen person (respondent) was well above the average person (0.77 logit), two are on average and while nine person below average as shown in Figure 8 Map Variables TPM, Organizational Culture and Operational Performance. The highest ranking person is 123244 and the lowest person is 162444. Based on the organization code shown person (162444) which is the lowest in the state of Kedah and has been in operation for 30 years, has more than 150 employees and achieved a turnover of over 25 million. Person (123244), which are at the top shows the organization's ability to perform the whole item. Based on that organization indicates this organization is in the state of Penang and has been operating between 21 to 30 years, has more than 150 employees and achieved a turnover of over 25 million.
This shows that even if the organization has a good background, but it is not able to achieve good performance. This is likely caused obstruction in the culture of the organization. The operational performance is achieved by implementing all items TPM and operating performance and overcome obstacles that are present in the culture of the organization.
However, to achieve outstanding operational performance, organizations must be able to answer all items organizational culture and items operational performance. There are six organizations (from 123244 to 192233 person) are able to implement TPM and good organizational culture and achieve outstanding operational performance.

Conclusion
The study conducted showed clearly that the TPM are tool that can improve operational performance. The successful implementation of TPM is not entirely dependent on the number of years of operation, number of employees and sales turnover. Success or failure in the implementation of TPM to excel in operational performance much influenced by the culture of the organization.
This is in line with the view of some researchers TPM (Halim Mad & Ramayah, 2010;Johnson, 2001;Park & Han, 2001) and also other lean tools (Al Smadi, 2009;Charlene & Harold, 2002;John, 1999;Taleghani, 2010) as Charlene (2002) opined that organizational culture is a big obstacle in the implementation of cellular manufacturing. Organizational leadership is one of the most important factors in the lead role of organizational culture TPM implementation in the organization (Park & Han, 2001;Taleghani, 2010).
In addition to the bond between the employee and the employee and employee-management needs to be improved from time to time. It can be done by improving the relationship between the employee and also through training programs. Some researchers say one of the main obstacles is the willingness of people to change, especially unionized organization (Hutchins, 2007). However, if organizations implement good labor management, it will increase employee motivation (Mahal, 2009) and motivate employees with successful TPM activities. Researchers agree that the main obstacle to change is an issue that must be addressed by the organization in excellent shape organizational culture. However, with a strategic emphasis and understand the criteria for success of an organization is able to form a good organizational culture and achieve excellence in operational performance. This study focuses on TPM one of the lean tools, it can be expanded as future research to determine the influence of organizational culture on the relationship between the other lean tools and operational performance. Ph.D., The University of