The researcher relied on multiple sources related to the study topic to clarify the importance of the impact of the dimensions of Total Quality Management on the dimensions of organizational behavior, and its importance in benefiting from it to improve, train, and encourage employees to achieve the plans set for them [1]. He also highlighted how employees can bear the responsibility of evaluating their administrative work using the latest modern technology [2]. This is to keep pace with the developments in the modern world and compete with it through the use of the latest scientific methods [3]. Employees' desires are many and varied, but they must be met in order to provide distinguished performance in their work [4]. The importance of the dimensions of Total Quality Management, represented by the innovation dimension and the training dimension, and the extent of their impact on the dimensions of sustainable organizational behavior, represented by the dimensions of agreement, extroversion, and conscientiousness, is evident [5]. The significant and effective role in influencing job support is evident, as the research study presented by the researcher will play a major role in the results and recommendations for future reliance [6]. This research study addresses the problems employees face in their work and how to find appropriate solutions [7]. The goal is to provide a happy life for employees in all areas of their lives [8]. This helps employees move forward, improve their job performance, and avoid the obstacles they face. Modern technology must be applied in daily work to improve employee organizational behavior in the right direction and in the most appropriate manner [9]. This study addresses all the negative effects faced by employees at the University of Babylon [10]. This study is essential in achieving the benefits employees need in their work [11]. The researcher works with continuous efforts to prove the importance of his study, which demonstrates the following [12]: The researcher works here in his scientific research to emphasize the impact of the dimensions of Total Quality Management (TQM) on the dimensions of sustainable organizational behavior [13]. This is due to the modern ideas it provides to serve employees. He constantly emphasizes the provision of employee needs in their workplace, in line with the developments in the modern world, using modern technology [14]. The researcher also continues to exert great effort by proving the importance of technology and its use by employees to keep pace with global developments. The government plays a major and effective role in developing organizations through financial and technological support, as well as providing modern equipment that helps government institutions advance and progress in all fields [14]. Therefore, the researcher emphasized the importance of this study within the experimental field [15]. Furthermore, this research experiment is fundamental to developing employees and raising their levels in line with the developments in the rest of the world [16]. The researcher also relied on previous studies, linking them in his study, and identifying the extent of the impact of Total Quality Management on sustainable organizational behavior [17]. Focusing on the dimensions of the two variables (independent and dependent) is also essential to satisfy all employees in administrative institutions [18]. One of the requirements of modern technology in administrative work is training employees to be loyal to their departments and organizations on an ongoing basis. We also find these issues in previous scientific sources, which institutions have relied on in their administrative work. Previous studies have emphasized the importance of green technology in the work of organizations [19].           

Dimensions of Total Quality Management

Innovation: Innovation has always been at the core of every successful organization. Until recently, the responsibility for creating new ideas and products was left to research and development teams or specific departments, with changes in organizational titles and leadership [1]. However, in recent years, the role of leaders in encouraging innovation in organizations has evolved [2]. It is no longer limited to individuals but also includes teams. Supporting innovation has become a core role for team leaders today [3]. Even more physical workplaces have significant scope for creativity and innovation in their approach [4]. Sometimes, small organizations have much greater scope for creativity and innovation in their workplaces than larger ones, due to the flexibility and speed of decision-making and implementation. As the famous saying goes, Large things move slowly; small things can move fast [5]. Innovation has always been at the core of every successful organization. Until recently, the responsibility for creating new ideas and products was left to research and development teams or specific departments, with changes in organizational titles and leadership [20]. However, in recent years, the role of leaders in encouraging innovation in organizations has evolved. It is no longer limited to individuals, but also includes teams. Supporting innovation has become a core role for team leaders today. Even more physical workplaces have significant scope for creativity and innovation in their approach. Sometimes, small organizations have much greater scope for innovation in their workplaces than larger ones, due to the flexibility and speed with which they make and implement decisions. As the famous saying goes, "Large things move slowly; small things can move fast [21].

Training 

Training represents a fundamental approach to enriching personality and developing behavior to meet the requirements of effective performance at the individual, job, and organizational levels. With the rapid changes taking place in the business landscape, it became necessary to review several existing organizational aspects of the training process [22]. This is not only to keep pace with these changes, but also to ensure continuous institutional development that aligns with the optimal use of organizations. From this perspective, the training process is of paramount importance as a fundamental approach to enhancing organizational performance and developing its institutions, achieving the organization's aspirations and objectives and enhancing its competitiveness in the market [6]. This can only be achieved through a precise identification of employee training needs that links the career path and training path of individuals and the jobs they perform. This communication achieves the desired positive effects of the training process. We recognize that developing employee skills is key to success in today's dynamic business environment [7]. Therefore, we offer innovative training programs that cover a wide range of skills and knowledge, from leadership and management to technical and specialized skills. Our training solutions feature modern curricula that take into account the latest trends in the labor market, while providing interactive learning experiences that combine theory and practical application [8]. We also provide customized training options that suit each company's goals and needs, enhancing overall performance and increasing productivity [9].

Dimensions of sustainable organizational behavior

Harmony: Agreeableness is a characteristic of behavioral traits such as empathy, warmth, and cooperation among employees. Agreeableness among employees is an important component that shapes their overall personality and explains individual differences. Product sustainability is essential for sustainable employee behavior [23]. Despite existing rules and regulations designed to build a modern system for protecting sustainable organizational behavior through employee agreement within their organizations, we see a growing gap in the implementation of established rules [24]. The absence of ethical responsibility contributes to a lack of employee agreement. The adoption of policies in the agreeableness dimension has an impact on the environment surrounding employees [25].

Discipline

Extroversion is a behavioral characteristic of employee performance in organizations, such as the level of happiness and fulfillment they experience. Employee extroversion is essential and required for sustained success, as well as identifying differences in employee efficiency [26]. Sustainability within organizations must be emphasized to understand the benefits of sustainable organizational behavior for employees, determine the type of rules established for organizations, and work to build an advanced system across all production areas [27]. It is also important to monitor progress in protecting sustainable organizational behavior within organizations, while taking into account the necessary extroversion among employees within their production institutions [28]. We see the development and expansion of the geographic scope of organizations, as well as a clear gap in the implementation of approved green technology standards. The absence of collective performance also reduces accountability for the lack of extroversion within organizations, which is crucial among employees. The presence of multiple standards and policies in the extroversion dimension influences and changes the infrastructure of projects [29].  

Figure 1: Framework

Conscience

Conscientiousness is the honesty of employees' performance in organizations, such as the type of work assigned to them and how they complete it accurately [30]. Conscientiousness among all employees is a must, and it must be relied upon and adhered to for lasting success [31]. It also accurately and clearly identifies all types of differences among all employees in terms of their available capabilities [32]. The researcher also focuses on the necessary development in sustainability for all institutions in the sustainable organizational behavior of all employees [33]. Furthermore, addressing all the problems facing organizations and their employees, defining the set goals for institutions to build advanced functional performance, and ensuring the adoption of modern technology must be relied upon [34]. Follow-up must be implemented to ensure the protection of sustainable organizational behavior for operating organizations, with an effective conscience among all employees to support their productive institutions towards the best. Developing the geography of institutions is a must and essential for implementing the approved green technology rules found in this study [35]. Emphasizing cooperation among employees reduces the fragmentation in determining employee responsibilities.

Hypothesis

• There is a significant effect of the Innovation (IN) dimension on Harmony (HA).  in this study.

• There is a significant effect of the Innovation (IN) dimension on Extroversion (EX) in this study.

• There is a significant effect of the Innovation (IN) dimension on Conscience (CO) in this study.

• There is a significant effect of the Training (TR) dimension on Harmony (HA) in this study.

• There is a significant effect of the Training (TR) dimension on Extroversion (EX) in this study.

• There is a significant effect of the Training (TR) dimension on Conscience (CO0 in this study.

The researcher emphasizes the importance of the dimensions of Total Quality Management (TQM) in employee performance and the development of administrative organizations. He focuses on the significant benefits that TQM dimensions offer employees [10]. Therefore, the researcher emphasizes the importance of utilizing the best scientific technology needed by employees within their work environment. The dimensions of sustainable organizational behavior are also crucial in improving employee performance and achieving the best results the researcher expects in his research [11].

• The researcher's target sample was determined to provide appropriate innovation and training for employees in technology for continuous and ongoing improvement.

• The interest of all government organizations in total quality management and its effectiveness in meeting employee needs and achieving employee satisfaction. Companies are also willing to expand their advanced and successful experience in using technology to increase and develop continuous improvement efforts for all organizations.

• The focus of this study, achieved through the distinguished efforts of the researcher, is on the existence of several modern methods for developing the experience of sustainable organizational behavior to deliver high-performance, high-quality work.

• The results obtained by the researcher demonstrate the existence of several prerequisites for developing technology to deliver high-performance, high-quality work.

• The emphasis on the significant implementation of modern technology in supporting the desires of employees in organizations and advanced information.

• The emphasis on continuously pursuing the development of sustainable organizational behavior to meet the needs of employees in institutions.

Recommendations

• Fully utilizing the dimensions of Total Quality Management (TQM) to provide modern technology for the development of government organizations, and providing facilities that are compatible with the role and nature of their work.

• Increasing focus on effectiveness and minimal effort by providing the most modern methods and means to meet employee needs and relying on advanced performance methods.

• Developing sustainable organizational behavioral performance by emphasizing continuous training at all times, which contributes to the successful implementation of TQM.

• Continuous iteration through the use and implementation of modern methods, including high-quality, modern technology, to achieve abundant employee satisfaction.

• Great commitment by TQM to continuously achieve overall employee satisfaction. This requires encouraging employees to expand their institutional performance.

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