The Relationship between Job Involvement and Job Performance: A Review of Literature

This literature review explores the relationship between job involvement and job performance, highlighting the significance of job involvement in influencing quality of life and its positive outcomes for business enterprises.

Running Head: Literature Review 0
Review of literature

Review of Literature 1
 Job involvement is the degree to which an individual views the significance of a job
in his or her life. In addition, it is also very crucial for people in influencing their
quality of life, given that work occupies such a large amount of people everyday lives
(Dimitriades, 2007). It also reflects how employee internalizes how well they do in
their work and the significance of that assessment on one self-worth. It is also
ascertained that an individual with high job involvement give psychologically
significance and this is a multidimensional construct.
In construct of job involvement, two dimensions were also underlined i.e. job
satisfaction and organizational commitment (Griffin et al, 2010). It is also noteworthy
that job involvement does not include how one absorption with work affects one self-
concept. This makes the researcher perceive it as a cognitive belief in respect with
significance with one work. So, it is separated from related constructs.
Moreover, it also brings several positive outcomes to the business enterprise in terms
of better ideas and creativity. Many corporations see various advantages in keeping
employees at all stages keenly involved in core activities. It not only increase
employee commitment to their organization but also develops their personal skills.
Job involvement also increases the business perspectives towards customer needs and
wants. As the employee feels valued, productivity automatically raised due to saving
of costs in respect with the training and appraisal.
Reference List -
Griffin, M.L., Hogan, N.L., Lambert, E.G., Tucker-Gail, K.A. and Baker, D.N. (2010)
Job involvement, job stress, job satisfaction, and organizational commitment and the
burnout of correctional staff. Criminal Justice and behavior, 37(2), pp.239-255.
Dimitriades, Z.S. (2007) The influence of service climate and job involvement on
customer-oriented organizational citizenship behavior in Greek service organizations: a
survey. Employee Relations, 29(5), pp.469-491.

Review of Literature 2
 Job performance is related with the overall expected value from the behaviour of
individual and intention carried out as per the progress in a set period of time. It is
ascertained that employee behaviour leads to add expected value to the business firm.
Two types of employee behaviour are significant for organization effectiveness. They
are task performance and contextual performance. It is also known that job
performance can be more enhanced with the help of those individuals or employee
who is explicitly involved with the organization objectives and vision. Moreover,
from these involved individuals, a leader is also born that gives motivation to all
employees towards their career development and improvement of job skills. These
motivated employees are highly productive and give superior results in form of
market profitability.
The practice of job performance and job involvement is also related with the
employee attitude and behaviour (Walumbwa, Avolio and Zhu, 2008). Moreover,
with the help of job performance, an organization can reduce their turnover of
employee as well as over utilization of resources and this will considered to be very
important for the long run of the enterprise. The dynamic and changing business
environment also requires more from the organization in terms of employee potential,
customers’ needs and management efforts. Thus, all the aspects of the organization
are connected with one another to give better output through the involved employee
and raise performance with full productivity.
It can be said that Job involvement focuses on the creative task performing ability of
the employee in raising of the job performance and thus this can give competitive
advantage to an organization.
Reference List –
Walumbwa, F.O., Avolio, B.J. and Zhu, W. (2008) How transformational leadership
weaves its influence on individual job performance: The role of identification and
efficacy beliefs. Personnel Psychology, 61(4), pp.793-825.