The Impact of Job Involvement on Organizational Performance: A Literature Review

This literature review examines the concept of job involvement and its impact on organizational performance. It discusses the positive outcomes of increased job involvement, including greater employee productivity and centralized decision making. The review also emphasizes the importance of a strong relationship between job involvement and job performance, and the role of attitude in linking the four major aspects of job involvement to job performance.

LITERATURE
REVIEW

LITERATURE REVIEW 1
A) Job involvement is a wider concept which and more than these aspects of the job such
as team workings, schemes related to idea capturing and functional flexibility. The
main aim of job involvement is to induce the adaption and pro-activity and thus
continuously improve the organizational culture. Job involvement is also considered
an individual psychological identification and commitment. There is a similarity
between the job involvement and managerial commitment as both are concerned with
an individual identification with the work practice (Wood,Van Veldhoven, Croon and
de Menezes, 2012).
According to many researchers, it has been ascertained that job involvement is having
two different perspectives – one is the individual difference variable and second is
related to a response to particular feature in respect with work situation. (Marin-
Garcia and Bonavia, 2015) Therefore, it can be said that definite sorts of jobs or
features of the work condition have a significant impact on the degree to which an
employee becomes involved in his/her occupation.
In terms of positive outcomes, the general perception with job involvement is that
individuals with more level of job involvement are likely to put efforts into their role
and incline to show greater levels of in-role performance. In addition, employees
assume that achieving organizational goal will benefit them by getting
accomplishment of their individual goals. The decision making will more be
centralized and thus this will involve employees in the decision making of various
plans and procedure. Overall, this will increase employee morale and motivate them
to work more and more in the achievement of organization vision. This will not only
increases employee productivity but also strengthen the various internal aspects of the
organization.
Reference List -
Wood, S., Van Veldhoven, M., Croon, M. and de Menezes, L.M. (2012) Enriched job
design, high involvement management and organizational performance: The mediating
roles of job satisfaction and well-being. Human relations, 65(4), pp.419-445.
Marin-Garcia, J.A. and Bonavia, T. (2015) Relationship between employee involvement
and lean manufacturing and its effect on performance in a rigid continuous process
industry. International Journal of Production Research, 53(11), pp.3260-3275.

LITERATURE REVIEW 2
B) Job involvement has a significant influence over the performance of an individual. It
is ascertained that involved employees are more focused on attaining the goals for an
organization, as they are also highly productive as compared to the other employees
(Hairiah and Faslah, 2017). This not only results in the greater result but also help
organization to raise their performance for a longer period of time.
In respect with measurement of job performance, job involvement plays an important
role and the four major aspects of job involvement are linked with job performance
with the help of a node called an attitude. These four aspects are – information,
knowledge, empowerment and rewards. Many times, it happens when the
performance of the employees is decreased whenever they are not considered in the
planning process. This put a bottleneck in the overall planning related to the
organization performance and thus make the dynamic business environment more
complex.
On the other side, if the relationship is strong between both the aspects, the employees
will be self-motivated and empowered to their work efficiently. This not only saves
many sorts of costs but also bring and coordinate different resources in line with the
organizational vision. This also fulfils the approach of total productivity and total
quality management.
Thus, it can be said that, with the changing business environment, the relation
between the Job involvement and Job performance needs to be strong and clear so as
to deliver better outcomes.
Reference List –
Hairiah, L. and Faslah, R. (2017) THE INFLUENCE OF JOB INVOLVEMENT AND
JOB SATISFACTION TOWARD TURNOVER INTENTION ON EMPLOYEES OF
PT. GLOBAL NIKEL MULTIGUNA TANGERANG. Jurnal Ilmiah Econosains, 15(1),
pp.144-167.