Job Involvement - Coursework Example

Job involvement Lecturer’s The attitudes of employees towards job involvement, satisfaction, and commitment in organizations have become of compelling interest to managers because of their impact on the employees work behaviors. Job involvement is related to the constructs of organizational commitment and job satisfaction, but there are differences existing between the concepts (Kanungo, 1982). Job involvement entails the employee identification with their job. Actively participating in the job and their perception that the job performance to be important to self-worth (Sonnentag & Kruel, 2006).

When the employee is involved in their job, they see their job as an important part of their self-concept, and the job defines the employee’s self-concept in a major way. On the other hand, organizational commitment is the loyalty and identification to the organizational goals. Herscovitch & Meyer (2002) defined organizational commitment as the strength of the responsibility feeling that the employee has perceived towards attaining the organizational goals. Job satisfaction refers to the individual’s general attitude towards their job or in regards to specific dimensions of the job.

Job involvement is strongly linked to organizational commitment and job satisfaction. Thus, an employee who is involved in their job is likely to be satisfied with it and become committed to the organization.Role conflict and the incompatibility of different job responsibilities may negatively affect an employee’s job involvement. Role conflict leads to employee’s loss of job involvement, loss of organizational commitment, tension and anxiety and lack of organizational confidence due to the employee’s inability of influencing decision-making.

A very common behavioral response that results from role conflict is the avoidance of individuals within the organizational causing the conflict that also results in a low job satisfaction. Moreover, inter-role conflicts resulting from incompatibility of different role expectations reduces the individual’s job involvement and needs to be addressed to enhance the employee’s job involvement (Zatz, 1996).ReferencesHerscovitch, L., & Meyer, J. P. (2002). Commitment to organizational change: extension of a three-component model.

The Journal of Applied Psychology, 87, 474–487. doi:10.1037/0021-9010.87.3.474Kanungo, R. N. (1982). Measurement of job and work involvement. Journal of Applied Psychology, 67(3), 341349.Sonnentag, S., & Kruel, U. (2006). Psychological detachment from work during off-job time: The role of job stressors, job involvement, and recovery-related self-efficacy. European Journal of Work and Organizational Psychology. doi:10.1080/13594320500513939Zatz, D. (1996). Job involvement and identity. Retrieved from http://www.toolpack.info/articles/job-involvement.html