Organisational Behaviour Assignment: Job Involvement & Performance

This literature review examines the relationship between job involvement and job performance, drawing upon refereed academic publications. It highlights that job involvement, defined as the degree to which an individual is engaged and interested in their work, is a critical factor influencing employee productivity and organizational success. The review explores various aspects such as job security, employee attitudes, training, rewards, and motivation, which can significantly impact job involvement levels. High job involvement leads to increased organizational commitment, better performance, and reduced turnover, while low involvement results in decreased productivity and engagement in non-productive activities. The review concludes that fostering job involvement through supportive management practices is essential for enhancing overall job performance and achieving organizational goals. Desklib provides access to this and many other solved assignments to help students excel.

Organization behavior
Unit name & code:
Student name & ID: Word count: 1500
“Job Involvement and its relationship with Job Performance”
It can be analyzed that job involvement has a link with job performance. Job involvement is
considered as one of the factor that should be there in the employees so that they can give their

Organization behavior
best towards the organizational activities. Therefore, in this paper the discussion will be made on
the topic “Job involvement in relation to the job performance”.
According to Wang, Lu and Siu 2015, it can be stated that job involvement is related with the
interest in relation to the activities which are assigned to the employees in the workplace.
Without job engagement it will not be able for the employee to manage the overall activities in
the competitive market. The employees who are highly engaged find their work interesting and
also meaningful. So, it can be seen that employee engagement is related with the experience of
the employees and also with the heightened motivation. There are many factors which impact the
engagement level of the employees towards the overall activities. The first one is related with job
security of the employees. If there is no security in the workplace for the employees then it
would not be possible to attain the positive outcome. Also, the employees will experience the
factors related to anger, anxiety and frustration. It has been examined that job engagement can be
negatively impact by the job insecurity.
If there is no job security in the workplace for the employees then it will negatively affect the
overall job performance. In the company, when employee is giving his or her best then they are
dedicated towards their work or there is a feeling of job engagement in the employees. So, it is
important to have job security so that it can be simple for the employees to enhance their
engagement level in the workplace. It will also help the management of the company to attain
positive outcome in the competitive market. Therefore, it is the responsibility of the management
to ensure that the employees should be engaged in the activities and it can be only done by
giving assurance to the employees about their job.
According to Zhang et al., 2014, the employees who are engaged in their work can be recognized
by the level and also they have the feeling that job is one of the important aspect for their own
definition. It has also argued that if the employee in not engaged in the activities then is it
possible to maintain their performance in the workplace. So, it can be stated that job engagement
is only the factor that can help in enhancing the overall performance of the employees.
There are also various consequences of the job involvement and it has been examined that job
engagement can also take place when the employees put their efforts for achieving the personal
objectives and also it can help in boosting the overall performance of the employee in the
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Organization behavior
workplace. It can also retain the employees in the workplace, if they are dedicated and happy
towards their work.
On the other hand, it is examined that the employees who have the low degree of involvement
give low productivity and also they are the one who leave the workplace. But if they are in the
company then they put their efforts towards the nonproductive work and will focus on the
activities which are not productive for the company. It will also decrease the overall performance
of the employee in the workplace as the employees are engaged in the undesirable operations in
the workplace.
According to various researchers, it can be stated that there is a relation between the different
work outcome and also the degree of the engagement level of the employees towards their
activities in the workplace. For instance: the employee in the workplace can be declared as
engaged in the activities when focus is given on organizational commitment and also on
maintaining the overall performance.
According to Dane and Brummel 2014, it has also been examined that job engagement is related
with the turnover intention and also with the job resources. The overall job engagement of the
employees can impact the outcome which is attained by the management in the competitive
market. For maintaining the job performance it can be stated that different work behavior of the
workers are the consequences of job engagement and also it affect the motivation level of the
employees and their overall efforts in the workplace. There is also a positive association wwhich
is between the job engagement and also performance. When proper differentiation is made in
relation to the job involvement with wok centrality then it has a positive correlation which is
seen between the supervisor in the role performance and also in job engagement. At the time of
creating accurate scale of job engagement, the researchers also focused on the overall
performance criteria of the employees so that proper relation can be considered between
involvement and performance.
According to Hafenbrack and Vohs 2018, the attitude is also one of the consequences in relation
to the job engagement in the workplace. Attitude of the employees measures the degree that
showcases the level of likes and dislikes of the individual in relation to any act. The positive and
negative emotion is related with the attitude of the person towards the activities. If employees are
dedicated towards work then it can be simple for them to give their best towards the goals of the
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Organization behavior
company. It will also enhance the overall engagement level of the employees which will lead to
high performance. By having positive behavior of the employees it can be examined that they
will be positive towards the act and also it will motivate the employees to be dedicated towards
the activities which are performed by them in the market. If in the workplace, the management is
not able to enhance the employee engagement then it can be just because of the attitude of the
employees towards the activities which are assigned to them in the competitive market.
There are many factors that can help to boost the overall engagement level of the employees in
the workplace. According to Konings and Vanormelingen 2015, training is one of the best
aspects that should be considered by the top management so that it can be simple to boost the
engagement level of the employees in the workplace. By giving training the new skills and
knowledge can be attained by the employees that will help them to manage the overall operations
of the company. It is one of the beneficial factors that can also boost the overall productivity of
the workers in the workplace. It has been seen that if companies focuses on offering proper
training then confidence level of the employees can be boosted to take the right decision which is
beneficial for the employees and also for the company in the business world.
According to Owens et al., 2016, the next factor is related with rewards and motivation. It can be
stated that to enhance the job engagement of the employees it is important for the management to
focus on offering rewards and motivation so that positivity can be generated in the workers. If
incentive schemes are declared in the workplace, then employees will manage the overall
activities with dedication and also it will boost the motivation factor in the workers. When the
incentive policy are declared in the workplace, then employees thinks to earn more money as it is
a basic need and also it is the motive of the employees to earn more. When the engagement level
of the employees is boosted then it is simple to boost the overall productivity of the employees.
So, through this it can be easily examined that job engagement is related with the overall job
performance of the employees in the workplace. Also, by giving motivation to the employees it
can be easy to enhance the dedication level of the employees towards the activities and with this
they will focus on performing well and giving their best towards the assigned activities.
So, it can be concluded that it is important for the top management to manage the overall the
overall performance but it can be done if there is security of job of the employees. Then to
enhance the engagement level of the employees in the workplace it is necessary to focus on the
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Organization behavior
various factors related to training, motivation and also on the incentive policy as it can help in
boosting the engagement level of the employees in relation to the overall performance in the
competitive market. Therefore, job engagement is related with job performance as if engagement
is there then it can be simple to maintain the overall performance in the workplace.
References
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Dane, E. and Brummel, B.J., 2014. Examining workplace mindfulness and its relations to job
performance and turnover intention. Human Relations, 67(1), pp.105-128.
Hafenbrack, A.C. and Vohs, K.D., 2018. Mindfulness Meditation Impairs Task Motivation but
Not Performance. Organizational Behavior and Human Decision Processes, 147(8), pp.1-15.
Konings, J. and Vanormelingen, S., 2015. The impact of training on productivity and wages:
firm-level evidence. Review of Economics and Statistics, 97(2), pp.485-497.
Owens, B.P., Baker, W.E., Sumpter, D.M. and Cameron, K.S., 2016. Relational energy at work:
Implications for job engagement and job performance. Journal of Applied Psychology, 101(1),
p.35.
Wang, H.J., Lu, C.Q. and Siu, O.L., 2015. Job insecurity and job performance: The moderating
role of organizational justice and the mediating role of work engagement. Journal of Applied
Psychology, 100(4), p.1249.
Zhang, Y., LePine, J.A., Buckman, B.R. and Wei, F., 2014. It's not fair… or is it? The role of
justice and leadership in explaining work stressor–job performance relationships. Academy of
Management Journal, 57(3), pp.675-697.
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