Job Involvement and Organisational Outcomes

This text is a literature review draft for MNG82001. It defines job involvement as a psychological attachment to the organization and explains how it contributes to positive organisational outcomes. It also describes the relationship between job involvement and job performance. The text cites three academic journal articles and provides in-text and reference list citation details.

Organisational Behaviour (MNG82001)
Assignment 1 (Part B): Literature Review draft
Students are expected to paraphrase information from at least three academic journal articles to
support their answers to the two questions (i.e. 3 in total, not 3 for each answer). When doing so you
must provide the correct ‘in-text’ and ‘Reference List’ citation details. Provide a Reference List at the
end of each answer.
To gain the most from this assessment activity it is suggested that students write approximately 200-
300 words for each answer.
Each question is worth 5 marks.
1. Define the meaning of Job Involvement and explain how it contributes to positive
Organisational outcomes?
According to Ng (2015), Job Involvement can be defined as a psychological attachment to the
organization. It looks at an attitude that is targeted towards the organization and employee
relationship (Ng 2015). It helps the employee connect to the organization, and engage with the
work that they are doing. Job involvement is the mental or psychological as well as the
emotional process by which an employee is able to feel connected to the work that they are
doing. It helps in increasing the level of motivation, and importance that the employee feels in
the workplace, and their commitment towards their work as well. When an employee has the
choice, job involvement is when the employee will act in the best interest of the company, and
not themselves. It happens when they are inspired by their work. According to Ng (2015), it also
helps them form a psychological bond or connection with the other employees working in the
organization. Yeh (2018), looks at the organizational outcome, such as emotional intelligence,
which can be increased by job involvement (Yeh 2018). Job involvement has also been found to
be beneficial to organizations, since job involvement means an increase in output from the
employee in most cases. This also leads to an increase in the profit within the organization,
which is also a positive organizational outcome.
Reference List
Ng, TW 2015, The incremental validity of organizational commitment, organizational trust, and
organizational identification, Journal of Vocational Behavior, 88, pp. 154-163.

Yeh, CM 2018, The relationship between free time activities, emotional intelligence and job
involvement of frontline hotel employees, The International Journal of Human Resource
Management, pp.1-22.
2. Describe the relationship between Job Involvement and Job Performance.
According to Ting & Ho (2017), Job Involvement in the workplace has been found to have a positive
impact on the job performance. By being more involved in the workplace, the individual has had the
opportunity to create better workplace friendships, which has led to an increase in performance.
However, after a point, job involvement can lead to stress, and poor work-life balance, which can
negatively impact job performance (Ting & Ho 2017). Job involvement, in many cases, leads to large
rewards for the loyalty of the employee, which has been known to increase job satisfaction. An
increase in job satisfaction leads to better performance. Job involvement can also lead to many
praises and accolades for the employee, which can also result in an increase in the performance of
the employee. The paper looks at job involvement and work-life balance as a curve, which keeps
increasing up to a point, but after it reaches a point, it starts to decrease. It also argues that there
needs to be more research that needs to be done to determine the average point at which the job
performance and job involvement are no longer in direct proportion to one another. However, being
too involved in work can lead to poor work life balance, which can increase the amount of stress,
which can negatively impact performance.
Reference List
Ting, SC & Ho, MH 2017, The Influence of Workplace Friendship, Job Involvement, and
Organizational Identification on Job Performance: Administrative Staffs of Private Science and
Technology Universities in South Taiwan as an Example, International Journal of Humanities and
Social Sciences, 9(6), pp.46-57.