Organisational Behaviour (MNG82001) Assignment 1: Job Involvement

This report delves into the concept of job involvement within organisational behaviour, examining its significance and impact on both organisational outcomes and employee performance. The report begins by defining job involvement as a key factor in organisational success, highlighting its role in integrating individual and organisational goals, enhancing employee engagement, and fostering a sense of responsibility. It explores the positive correlations between job involvement, organisational climate, and job satisfaction, emphasizing how it facilitates better decision-making and communication. The report then transitions to the relationship between job involvement and job performance, emphasizing that involved employees tend to exert more effort and achieve superior results. It examines how job involvement mediates the relationship between job resources and turnover intention, and how it affects job performance through factors like information, knowledge, empowerment, and rewards. Furthermore, the report discusses the significance of job involvement in the dynamic business environment and the potential negative consequences of a lack of employee involvement, such as decreased productivity. Overall, the report underscores the importance of job involvement for business enterprises and provides a literature review on the topic.

Running Head: ORGANIZATION BEHAVIOUR 0
ORGANIZATION BEHAVIOUR

ORGANIZATION BEHAVIOUR 1
1) Job involvement is a key contributing factor in the success of any organization. For
enhancing productivity, Job involvement helps in creating a work situation, which helps
in integrating the organization goals and individual (Abdallah et al, 2016). Many big
organizations consider this aspect as a top priority while enhancing organizational
effectiveness.
In the changing business environment, Job involvement and organizational commitment
are placed as two factors of vital importance for business enterprises to functions
properly. It is also seen as a psychological condition, which engages the employees and
cognitively preoccupied.
It can bring many positive outcomes as employees with a high level of job involvement
are tend to see their job more central to their personal character and this increase their
attention to the job (Abdallah et al, 2016). Job involvement is positively correlated with
the organizational climate and job satisfaction. This integration of the employees to their
Job leaders to mix the organizational goals and objectives as well as individual goals.
Therefore, Employees perceive organizational goals to be their individual goals.
Moreover, with the job involvement, the employees feel more responsibility and thus take
a better decision in light with the strategic objectives. Moreover, Job involvement also
helps in breaking down the traditional communication and gives employee a solid
avenue, where they can put their thoughts and feeling in relation with the organization
direction. As it helps in decision-making, there will be more productivity for a long
period of time and thus gives major improvements in the workplace.
Reference List -
Abdallah, A.B., Obeidat, B.Y., Aqqad, N.O., Al Janini, M.N.E.K. and Dahiyat, S.E. (2016)
An integrated model of job involvement, job satisfaction and organizational commitment: a
structural analysis in Jordan’s banking sector. Communications and Network, 9(01), p.28.

ORGANIZATION BEHAVIOUR 2
2) Job involvement plays an important role in enhancing the performance of employees. It is
hypothesized that involved employees put more efforts and consideration for the
attainment of goals and objectives in respect with the business enterprise (Rizwan, Khan
and Saboor, 2011). These kinds of employees are highly productive and thus gives
superior results than those of the employees who are not integrated with the job.
Employee job involvement has been recognized to have a substantial impact on several
organizationally important results. Job involvement also has a significant impact in
measuring job performance and keeping employees to be more productive in the
workplace. In some places, it boosts the leadership role in the employees, which gives
motivation and self-enhancement towards their career.
In respect to job performance, job involvement mediates the relationship between job
resources and turnover intention. This perceived as a vital affect on several significant
outcomes. The four important aspects of job involvement i.e. information, knowledge,
empowerment and rewards are connected with job performance through a link called
attitude (Rotenberry and Moberg, 2007). Many employees struggle and their performance
is decreased when they are not involved in the decision-making and performs according
their job description. Moreover, organization creates strategy due to lack of employee
involvement decreasing the total productivity but not directly focuses on the job
performance and thus this leads to the creation of several limitations in the line of overall
organizational performance.
Therefore, it can be said that both the aspects are significantly vital for a business
enterprise in respect to dynamic business environment.
Reference List -
Rizwan, M., Khan, D.J. and Saboor, F. (2011) Relationship of job involvement with
employee performance: moderating role of attitude. European Journal of Business and
Management, 3(8), pp.77-85.
Rotenberry, P.F. and Moberg, P.J. (2007) Assessing the impact of job involvement on
performance. Management research news, 30(3), pp.203-215.