Job Involvement and its relationship with Job Performance - Literature Review

Running head: ORGANIZATIONAL BEHAVIOUR
Organization Behavior
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1ORGANIZATIONAL BEHAVIOUR
Literature review: Job Involvement and its relationship with Job Performance
Introduction
The term organizational behavior can be defined as the study of interaction of employees
in a group. This study is generally applied in order to create a highly efficient business
organization. The relationship between job involvement and its relationship with job
performance can be considered to be a highly crucial aspect of organizational behavior. Job
involvement can be defined as the physiological as well as emotional extent to which an
employee participates in his work, profession and economy. Top performers are found to be
engaged in their work and possess high job involvement. When it comes to job performance of
the employees, it can be defined as the assessment of an individual to perform well in a job. Over
the years of several studies have been conducted in order to understand the relation between job
involvement as well as job performance of the employees. In the following paragraph, review of
relevant scholarly literatures associated with the above mentioned topic will be conducted.
Discussion
Importance of Job involvement
According to Ho, Wong and Lee (2011), Job involvement can be defined as the state of
physiological identification with the work that is, the degree to which the job is considered to be
the central part of the employee’s personality. From organizational perspective, job involvement
is regarded as the key to unlock motivation of the employees as well as enhance productivity.
Ho, Wong and Lee (2011) stated that job involvement is comprised of a key to performance,
motivation, satisfaction as well as personal growth within the workplace. It contributes to the
effectiveness, morale as well as productivity by deeply engaging the employees into their activity

2ORGANIZATIONAL BEHAVIOUR
and thus enhancing its experience as well as meaningfulness. Christian, Garza and Slaughter
(2011) stated that effective job involvement takes place when the job develops the potential to
enhance the physiological needs of the employees that includes reorganization, achievement,
security and meaning. Fu and Deshpande (2014) opined that job involvement possess the
potential to enhance the work performance of the employees by proving them with the
motivation to exert greater effort along with using their creativity to some issues associated with
day to day work effectively. The benefits of job involvement can be considered partly as a result
of personality as well as characteristic of the employee and partly o the job design, facilities,
behavior of the supervisor. For instance individuals who possess certain personality trait that
includes need for achievement, internal locus of control and work ethic endorsement are more
likely to have high job involvement. When it comes to organizational favors job profiles that are
effectively designed, organizations that contains efficient Human resource, workplace ethics,
corporate policies, effective leave structure and work friendly environment. Naderi Anari (2012),
stated that among all these factors, job design factors appear to possess a stronger influence on
job involvement of the employees for individuals who posses stronger drive to satisfy
psychological needs of higher order.
Consequences of Job Involvement
The point of concern in job involvement can be considered as the ultimate consequences
of this occurrence that can be explained that if the employees put forth considerable efforts for
the attainment of the personal as well as organizational objectives. This leads to more
productivity and the employee will ultimately retain with the company. In contrast, employees
who possess lower degree of involvement are most likely to obtain lower job satisfaction are
more inclined towards living the organization. Altaf and Awan (2011) stated that employees who