Organisational Behaviour Assignment 1(Part B): Literature Review

This assignment is a literature review focusing on job involvement within an organisational behaviour context. The student defines job involvement as the emotional and psychological participation of an individual in their work, highlighting its significance in employee engagement and workplace productivity. The review explores how job involvement leads to positive organisational outcomes, such as a high-performance culture and improved productivity, supported by citations from academic journal articles. Additionally, the assignment describes the relationship between job involvement and job performance, emphasizing that high levels of involvement positively affect employee performance, which is crucial for overall firm success. The student provides references from various journals to support their arguments, emphasizing the importance of employee engagement and its impact on organisational efficiency.

Organisational Behaviour
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?
The Job involvement can be rightfully stated to be the extent to which an individual
participates in one`s work both emotionally and psychologically. This shows the extent to
which an employee is interested in one`s job at large. In addition to this, it also refers to the
extent to which an employee may be engaged in their work. This may be identified by critical
factors like reaching the work on time, having high involvement, volunteering for the tasks
and other such actions which actually show that the employee enjoys the working
environment. According to Johari and Khulida (2016), it is often stated that an employee
must always be involved in a job which motivates him to perform in a better manner and
thereby show enthusiasm. Many authors like Singh and Gupta (2015), also stated that the Job
involvement can be stated to be a managing discretionary effort whereby the employee, may
be required to act in a particular manner when exposed to the choices in the workplace. Job

involvement may have considerable positive impacts on the workplace efficiency. These
impacts have been stated as follows:
 It assists in creation of a high performance culture: Additionally, it may enable the
business environment to be more positive in nature.
 It helps in improving the overall productivity of the firm: Happy and highly involved
employees tend to work better and can contribute towards increasing the workplace
productivity.
 It also goes a long way in measuring whether the employees of the firm are happy
with their particular work or not and thereby devise ways to improve the same.
Reference List
Johari, J. & Khulida, K.Y. 2016, "Job characteristics, work involvement, and job
performance of public servants", European Journal of Training and Development, vol. 40,
no. 7, pp. 554-575.
Singh, A. & 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.
2. Describe the relationship between Job Involvement and Job Performance.
As stated earlier, the job involvement can be stated to be the extent to which an
employee actively participates in the job which has been assigned to him and the level to
which the employee is happily engaged in his task. On the other hand, the job performance is

stated to be the assessment of the employee’s performance with respect to a particular job. It
can be stated to be an individual evaluation which measures the extent to which an employee
may put in the efforts in a particular job and how is that having an impact on the overall
performance of the firm at large. The given initiative is usually carried on by the human
resource department but the overall performance of the firm is greatly impacted by the
individual job performance. The relationship between job involvement and the Job
performance is quite vital. According to Fu and Deshpande (2014), high levels of job
involvement and engagement often bring out a positive impact on the overall performance of
the employee which would then result positively on the assessment in regard to the job
performance as conducted by the Human resource department. In the same manner, in the
case that an employee generally shows a lower level of job involvement then they will not be
able to perform well which would then lead to a negative impact on the entire firm`s
performance (Lazaroiu 2015). Hence, management is required to device ways in which the
job performance of an employee can be improved considerably.
Reference List
Fu, W. & Deshpande, S.P., 2014. The impact of caring climate, job satisfaction, and
organizational commitment on job performance of employees in a China’s insurance
company. Journal of Business Ethics, 124(2), pp.339-349.
Lazaroiu, G., 2015. Employee motivation and job performance. Linguistic and Philosophical
Investigations, 14, p.97.