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    Job Involvement: Tment

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    Rishi Kumar
    Job involvement refers to the psychological and emotional extent to which someone is engaged in their work. It causes workers to enjoy their work more and reduces fatigue. Job involvement is associated with greater job satisfaction, organizational commitment, and citizenship behaviors as well as a reduced desire to leave one's job. However, very high workloads can eventually lead to exhaustion. Job involvement has three components - emotional, cognitive, and behavioral involvement in one's work. Models of job involvement are related to theories of work motivation and are influenced by individual personality traits and attitudes as well as interactions between the person and their job.

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    Job Involvement: Tment

    Uploaded by

    Rishi Kumar
    29 views3 pages
    Job involvement refers to the psychological and emotional extent to which someone is engaged in their work. It causes workers to enjoy their work more and reduces fatigue. Job involvement is associated with greater job satisfaction, organizational commitment, and citizenship behaviors as well as a reduced desire to leave one's job. However, very high workloads can eventually lead to exhaustion. Job involvement has three components - emotional, cognitive, and behavioral involvement in one's work. Models of job involvement are related to theories of work motivation and are influenced by individual personality traits and attitudes as well as interactions between the person and their job.

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    Job Involvement MFM Assignment

    Original Title

    Job Involvement

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    Job involvement refers to the psychological and emotional extent to which someone is engaged in their work. It causes workers to enjoy their work more and reduces fatigue. Job involvement is associated with greater job satisfaction, organizational commitment, and citizenship behaviors as well as a reduced desire to leave one's job. However, very high workloads can eventually lead to exhaustion. Job involvement has three components - emotional, cognitive, and behavioral involvement in one's work. Models of job involvement are related to theories of work motivation and are influenced by individual personality traits and attitudes as well as interactions between the person and their job.

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    © All Rights Reserved
    Download as DOCX, PDF, TXT or read online from Scribd
    Download as docx, pdf, or txt
    29 views3 pages

    Job Involvement: Tment

    Uploaded by

    Rishi Kumar
    Job involvement refers to the psychological and emotional extent to which someone is engaged in their work. It causes workers to enjoy their work more and reduces fatigue. Job involvement is associated with greater job satisfaction, organizational commitment, and citizenship behaviors as well as a reduced desire to leave one's job. However, very high workloads can eventually lead to exhaustion. Job involvement has three components - emotional, cognitive, and behavioral involvement in one's work. Models of job involvement are related to theories of work motivation and are influenced by individual personality traits and attitudes as well as interactions between the person and their job.

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    © All Rights Reserved
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    Download as docx, pdf, or txt
    of 3

    https://wikispaces.psu.edu/display/PSYCH484/12.

    +Work+and+Organizational+Commi
    tment

    JOB INVOLVEMENT
    Job involvement refers to the psychological and emotional extent to which some one
    participated in hisher work, profession, and company.
    Job involvement has been defined as internalizing value of goodness and importance of
    working among people. • It is a desirable feature that makes people spend energy and do
    their best in their work and organizational roles. • It causes workers to enjoy their works and
    reduce their fatigue.
    It not only increase the worker’s job satisfaction, organizational commitment, organizational
    citizenship behavior, emotional attachment to the organization, voluntary actions beyond the
    job description, and participation in organizational decisions. but also reduces the desire to
    leave the job.
    Some times, people who working in jobs with high work load and necessity for overtime
    working may present some job involvement behavior • However, they eventually would
    experience exhaustion, job dissatisfaction, and desire to quite their job.
    The job involvement is a management and leadership philosophy about how people are
    most enable to contribute continues improvement and the ongoing success of their work
    organization.

    Multi-Dimensional Model of Job Involvement


    Yoshimura (1996) suggests that job involvement is composed of three components:
    emotional involvement, cognitive involvement, and behavioral involvement. Emotional job
    involvement is dictated by interest and attachment to the job. Cognitive involvement is
    dictated by how important the job is in the individual's life or how much they want to
    participate in the job decision-making process. Behavioral involvement indicates how often
    the individual engages in work-related activities or thinking outside of the workplace.

    Relationship to Other Theories


    Job Involvement is strongly related to many other theories of work motivation. Some of
    those relationships are detailed below.

    Expectancy Theory
    Expectancy theory states that motivation is based on expected outcome of potential
    actions. Where job involvement is concerned, if expectations are lower than the inducement
    offered by the employer, job involvement increases. When expectations are lower than the
    inducement, however, job involvement decreases.
    Integrated Theory Model
    According to the integrated theory model, job involvement is determined by the disposition
    held by the individual, meaning individual personality characteristics; personal attitude
    towards a particular job, including things like leadership style and ability to be part of the
    decision-making process; and the interaction between these two factors. All components
    equally influence job involvement.

    Employee involvement models: • Tell • Sell • Consult • Join • Delegate


    Tell: The supervisor makes the decision and announces to staffs. The supervisor provides
    complete directions.
    Sell: The supervisor makes the decisions and then attempts to gain commitment from staffs
    by selling the positive aspects of the division.
    Consult: The supervisor invites inputs into a decision while retaining authority to make the
    final decision themselves.
    Join: The supervisor invites employees to make the decision with the supervisor. The
    supervisor considers their voice equal in the decision making process.
    Delegate: The supervisor turns the decision over to another party.

    Strength of job involvement also decreases absenteeism less chances to leave the job

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