Organisational Behaviour Report: Job Involvement and Job Performance

This report provides a literature review exploring the relationship between job involvement and job performance within an organizational context. The introduction defines organizational behaviour and highlights the significance of job involvement in influencing job performance, communication, motivation, and leadership. The literature review delves into the concept of job involvement, defining it as an employee's psychological and emotional engagement with their work, and its correlation with higher job performance. It examines various factors influencing job involvement, such as job design, organizational climate, and supervisor behavior. The report also discusses the negative impact of low job involvement, including job dissatisfaction and increased turnover intentions. The conclusion emphasizes the crucial role of job involvement in enhancing job performance and achieving organizational success, recommending strategies like designing jobs according to employee attitudes and providing opportunities for decision-making. The report is supported by references to relevant academic sources.

Organisational
Behaviour - LR

Table of Contents
INTRODUCTION...........................................................................................................................1
LITERATURE REVIEW................................................................................................................1
CONCLUSIONS..............................................................................................................................4
REFERENCES................................................................................................................................5

INTRODUCTION
Organisational behaviour is termed as study of performance of individual and also the
group or activity that has been taken into the particular organisation (Ahmed, 2017). It is the
study of behaviour of human and of the working environment. Thus, it determines impact on the
structure of job, its performance, communication, motivation and leadership. Thus, whole report
is based on literature review where study of job involvement is taken place along with its
relationship with job performance has been explained.
LITERATURE REVIEW
Job Involvement and its relationship with Job Performance
Job performance is the assessment that has been analysed about a person as whether that
persons performs the job well. It is also the evaluation of an individual that is based on the
measurement of one single persons' effort. Thus, human resource department will usually try to
manage this assessment. The job performance is most important process that helps the cited
company to achieve the long term success. Job Involvement is referred to as someone
participates in their own work or profession fully to the psychological and emotional extent. This
person are also known as the top performers those are engaged in their work in high manner and
have high job involvement.
Employee involvement and job performance has lacked attention in the developing countries.
Therefore, following study will give fundamental framework and also good literature foundation
due to which whole study is based on.
The job performance is important for getting involved in a particular job and must be not
confusing in order to measure actual outcome of work that has been performed by the individual
in the particular organisation. Employees behaviour is been measured with help of job
performance. This is just because the role of individuals mainly depends on variety of factors
from economy to culture that exist in a particular organisation. Thus, job performance of an
individual employee may affect the performance of a company. According to ( Arevshatian,
Alfes, Shantz and Bailey, 2016) job involvement is considered as the key factor that influences
the individual and also the outcomes of an organisation. People having involvement in job in
high manner are likely in putting maximum efforts in that task and also tends in order to display
in role performance of higher levels.
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Involvement in job plays significant role as they help particular firm in order to determine areas
that has to be further improved and also employee morale that needs improvement. Thus, to
build morale it becomes important because it helps firm in increasing collaborative environment
in terms of work and also in reducing employees that are unhappy. Moreover, it also enhances
performance of individual by motivating them so that they exert greater effort and also use their
creative mind in solving various problems that is situated and also try to work intelligently.
There are various factors that results in job involvement that includes job design, climate of
organisation and also behaviour of supervisor or manager. It has been analysed that job design is
an important and crucial factor that influences job involvement.
According to (Huang and et.al., 2016) it has been estimated that correlation between the overall
performance and also in job involvement is to be non significant. It has also been estimated that
the coefficient was quite small with combination measures of performance. The reason for such
relationship that is weak maybe instead of utilizing a direct influence, involvement of job is more
likely in order to affect the performance indirectly through other variable like an attempt. Job
performance mainly refers to that activities which are related to that role need which is formal. It
has also been analysed that the job involvement that affects the employees' motivation and also
their efforts may leads to higher level of the job performance. It has also been analysed that the
job performance is affected by the involvement of job in direct or indirect manner. The job
involvement construct is similar to the commitment of an employee towards the organisation or
the enterprise.
According to (Lambert and et.al., 2015) the individual that has lack of involvement are likely to
experience job dissatisfaction in high level. They will try to leave that particular organisation due
to dissatisfaction. Keeping this aside if that particular individual try to remain with the
organisation they may have to put efforts towards non productive work or may try to use their
energy in that activities which may not be benefited for the cited company. Thus, this leads the
company in loss as the productivity decreases because of such employees. In addition to this,
they try to engage themselves in different types of activities that are actually undesirable.
Further, according to (Mikkelsen and Olsen, 2018) it has been stated that it has been observed
that job involvement is related to the turnover intention in negative way, but it has been related
just opposite as in positive way to the commitment in the organisation and performance of an
individual.
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Moreover, the involvement in job shares the relationship between turnover intention and also the
resources of job. Thus, if the workers that are involved in the jobs will try put extra efforts in
order to complete their task within given time period. These individuals put extra efforts during
their task. These efforts that they utilise in that job is a combination of physical, cognitive and
emotional efforts. Therefore, the employee that is involved greatly is supposed or assumed to be
present in their particular job in active manner and must the undesirable or unwanted activities in
the particular company. This will lead the organisation to increase their productivity and also
helps in increasing the satisfaction level of employees in terms of working in an organisation.
This satisfaction level further helps individual to perform their task or cooperate with the
company by giving or investing their hand, head and also their heart to that particular enterprise.
In addition to this, for involving the employee in a particular task, company must have to adopt
on some strategies and focus on that strategies that will help them in making the organisation to
reach the boost and achieve high profitability and long term success. This will also help the
employees to work with enthusiasm and enjoy their task and will try to complete it as and when
required. In order to develop such culture, company has to analyse the attitude of that particular
worker. Later, the work must be designed accordingly by observing their attitudes. This will help
them in reflecting the positive feelings of the workers. The satisfaction level of the employees
gets increased due to positive nature of the work. This later leads individual to invest their high
degree of performance in a particular organisation.
According to (Singh and Gupta, 2015) it has been stated that to make employees involved in
universal approach is not necessary much but to design the work becomes more important in
order to change the attitude of employees towards the increase in satisfaction level. Nature of
task plays important role and is most significant factor that is considered by worker. But
management neglect this factor normally and they think that salary plays essential role in
motivating employees or workers in organisation. But this was stated as wrong consideration.
Designing job according to attitude leads worker in considering that particular job as most
enjoyable and as challenging one. It later leads individuals to put their all time efforts and energy
in order to fulfil and meet targeted goals and objectives of particular enterprise. This in turn aids
in achieving satisfied, physical and emotional efforts. It has been recommended that company
must motivate employees and also try to assess needs so that they can respond to them
accordingly. Further, enterprise must try to empower them and also give them opportunity in
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order to make decisions. This will lead employees in reducing stress and pressure in jobs and
will directly increase the performance level of an individual. In addition to this, the selected
enterprise may also try to create working climate of individuals that involved more comfortable
and positive so that they can perform their task easily.
All these above recommendations plays critical role in order to improve role of persion in their
tasks and also in enhancing involvement and performance of a job as a positive result.
CONCLUSIONS
From above report, it has been concluded that job involvement plays very essential role
in job performance. As involvement in particular job means designing or allocating task
according to nature of a worker or individual. This makes them to give their complete efforts to
task that has been given them in positive manner. Thus, company may later gain huge
profitability and high productivity due to enthusiastic performance of workers. In addition to
this, individuals feels satisfied that later leads in lack of employee turnover.
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REFERENCES
Books and Journal
Ahmed, O., 2017. Job Involvement and Perceived Organizational Support Drive Service
Performance. Asian Journal of Research in Business Economics and Management. 7(12).
pp.1-9.
Arevshatian, L., Alfes, K., Shantz, A. and Bailey, C., 2016. The effect of HRM attributions on
emotional exhaustion and the mediating roles of job involvement and work
intensification. Human Resource Management Journal. 26(2). pp.172-191.
Huang, L.C. and et.al., 2016. High performance work systems, employee well-being, and job
involvement: An empirical study. Personnel Review. 45(2). pp.296-314.
Lambert, E.G. and et.al., 2015. The association of job variables with job involvement, job
satisfaction, and organizational commitment among Indian police officers. International
Criminal Justice Review. 25(2). pp.194-213.
Mikkelsen, A. and Olsen, E., 2018. The influence of change-oriented leadership on work
performance and job satisfaction in hospitals–the mediating roles of learning demands and
job involvement. Leadership in Health Services.
Singh, A. and Gupta, B., 2015. Job involvement, organizational commitment, professional
commitment, and team commitment: A study of generational diversity. Benchmarking: An
International Journal. 22(6). pp.1192-1211.
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