HUMAN RESOURCE PERFORMANCE IN MAINTAINING PREMIUM ELECTRONIC PRODUCT QUALITY: A REVIEW OF KAIZEN PHILOSOPHY AND COUNTRY OF ORIGIN EFFECT
Keywords:
Kaizen, value internalization, HR performance, product consistency, country of origin, professional identity, premium electronics.
Abstract
This literature review examines the internalization of Kaizen philosophy within human resources and its correlation with performance consistency in the premium electronics industry, while also analyzing how the country of origin effect shapes workers' professional identity. The study employs a qualitative literature review method, synthesizing theoretical perspectives from management, organizational behavior, and cross-cultural psychology. The analysis reveals that Kaizen internalization transforms individual consciousness through personal discipline, employee empowerment, systematic thinking habits, and intrinsic motivation reinforcement, enabling workers to maintain quality standards autonomously. Simultaneously, the Made in Japan label creates a complex psychological landscape where workers navigate between imported standards and local values through continuous identity negotiation. Successful internalization occurs when workers achieve authentic appropriation of these values, making quality preservation an expression of professional self-identity rather than mere procedural compliance. The theoretical contribution lies in bridging the gap between quality philosophy and individual performance through psychological mechanisms, while extending country of origin discourse to internal organizational dynamics. Practically, this review suggests that companies should design cultural development programs addressing affective dimensions and create cross-cultural dialogues enabling workers to integrate global standards with local wisdom harmoniously, ensuring sustainable quality consistency in premium electronic products.
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Hailu, H., Taddese, F., Tsegay, K., Jilcha, K., & Hailu, T. (2020). Empirical Investigation of Relationship between Kaizen Philosophy and Organizational Performance: A Case of Ethiopian Manufacturing Industries. European Online Journal of Natural and Social Sciences, 9(4), 735–751.
Hanna, F., & CHASANAH, A. N. (2024). Pengaruh country of origin dan perceived quality terhadap minat beli produk polytron di mataram. Ganec Swara, 18(2), 768–768. https://doi.org/10.35327/gara.v18i2.858
Hariani, M., Mardikaningsih, R., Darmawan, D., & Irfan, M. (2021). Strategies for developing perceived support for employees in diverse work environments. Journal of Social Science Studies, 1(2), 81–88.
Hidayat, R. T., & Darmawan, D. (2025). Pengaruh Persepsi Risiko Terhadap Keputusan Pengguna Pinjaman Online. Jurnal Penelitian Multidisiplin Nusantara, 6(1), 114-133.
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Irfan, M., & Darmawan, D. (2021). Improving psychological wellbeing through emotion management in daily life. Journal of Social Science Studies, 1(1), 179–184.
Irina, L. (2018). The Japanese Model of Strategic Management of Human Resources Quality in a Modern Organization. 231–234. https://doi.org/10.2991/EMLE-18.2018.40
Ishii, K. (2012). Dual organizational identification among Japanese expatriates: the role of communication in cultivating subsidiary identification and outcomes. International Journal of Human Resource Management, 23(6), 1113–1128. https://doi.org/10.1080/09585192.2011.561240
Janjić, V., Bogićević, J., & Krstić, B. (2019). Kaizen as a global business philosophy for continuous improvement of business performance. 65(2), 13–25. https://doi.org/10.5937/EKONOMIKA1902013J
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Kalicharan, H. D. (2014). The Effect And Influence Of Country-Of-Origin On Consumers Perception Of Product Quality And Purchasing Intentions. 13(5), 897–902. https://doi.org/10.19030/IBER.V13I5.8760
Karkoszka, T., & Honorowicz, J. (2009). Kaizen philosophy a manner of continuous improvement of processes and products. Journal of Achievements in Materials and Manufacturing Engineering, 35, 197–203.
Kher, H. V., Kydd, C. T., & O’Brien, T. M. (2017). Evolution of product quality in European, Japanese and US automotive firms: An exploratory longitudinal analysis. Omega-International Journal of Management Science, 73, 29–36. https://doi.org/10.1016/J.OMEGA.2016.12.003
Koppman, S., Mattarelli, E., & Gupta, A. (2016). Third-World “Sloggers” or Elite Global Professionals? Using Organizational Toolkits to Redefine Work Identity in Information Technology Offshore Outsourcing. Organization Science, 27(4), 825–845. https://doi.org/10.1287/ORSC.2016.1068
Kumar, P., & Bhamu, J. (2021). Reduction of Terminal Rejections and Failure Cost through Kaizen at Shop Floor of a Wire Harness Manufacturing Company. 817–832. https://doi.org/10.1007/978-981-15-4745-4_71
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2026-03-22
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