University Assignment: Job Involvement and Performance Analysis

This assignment delves into the concept of job involvement within the context of organizational behaviour. It defines job involvement as the psychological and emotional investment an individual has in their work, highlighting its positive correlation with organizational commitment, job satisfaction, and overall performance. The paper explores how employee engagement can enhance productivity and align personal goals with organizational objectives. The assignment also examines the relationship between job involvement and job performance, emphasizing the role of employee benefits, career opportunities, and skill development in fostering engagement and influencing performance outcomes. The study references several key academic sources to support its claims, including the impact of high-performance human resource practices and the role of job involvement in creative task performance.

Running head: ORGANISATIONAL BEHAVIOUR
Organisational Behaviour
Name of the Student
Name of the University
Author Note

1ORGANISATIONAL BEHAVIOUR
Question 1: Defining the meaning of Job Involvement and explaining how it contributes
to positive Organisational outcomes
Job involvement is referred to the psychological and emotional extent to which an
individual takes part in the job, while the top performers are involved in their work and they
have high job involvement (Otenberry, Paul and Philin 2014). On the other side, Patel,
Messersmith and Lepak (2013) mentioned that job involvement has been defined as
internalizing the value of goodness as well as the significance of working among people. It
has been identified that job involvement not only increases job satisfaction of individuals and
organizational commitment and emotional attachment to the organization. However, Kehoe,
and Wright (2013) performed a study and found that there is a significant relations between
work outcomes, work quantity, organizational efficiency and employee’s job engagement.
Moreover according to the authors, job involvement not only results in timely presence at
work or sense of goals achievement but it also creates belief of contingency between personal
as well as organizational goals.
So, on the basis of above stated fact that it is worth stating that job involvement can
be considered as the way of enhancing productivity as well as creating work situation in
which both individual and organizational goals are integrated. Furthermore, Otenberry, Paul
and Philin (2014) commented that job involvement has also been reported to be a top
organizational priority because fostering employee engagement could enhance an
organizational effectiveness. It is worth stating that job involvement can lead to positive
organizational outcome because both job involvement and organizational commitment are
considered as crucial factor business or organization to operate properly in today’s dynamic
market environment.

2ORGANISATIONAL BEHAVIOUR
Question 2: Describing the relationship between Job Involvement and Job
Performance-
People always look forward to improve performance in organization which would
provide high job satisfaction to employees and always nourish excellence and efficiency.
Otenberry, Paul and Philin (2014) commented that employees are the backbone of any
business and play a great role in success of the business. It is certain that organizational
performance increased when employees perform their duties and responsibilities with
adequate attention and receive more output as compared to standard output. So the depth of
relationship lies in the fact that when organization offer best benefits in the form of increased
salaries, bonus, facilities, employee feel better and find motivation in their work as their
efforts are rewarded. Hence, this approach helps to strengthen the relationship between
organization and employees.
On the other side, Kehoe, and Wright (2013) mentioned that both job involvement
and job performance can be influenced by these benefits. This means if an employee receive
best career opportunities, skills enhancing and learning platform, fringe benefits, they become
more involved and enthusiastic in their work or responsibilities; thereby, when the
involvement increases, the job performance is positively influenced. Nonetheless, job
involvement is always the first variable which needs to be considered. Patel, Messersmith and
Lepak (2013) commented that job involvement concentrates on creative task performing
ability of employees through its subjective assessment. The author of this article has also
mentioned the fact that job involvement remains as fundamental factor to receive or derive
constructive outcome because it is largely associated with creativity and effective task
performance. Thus, it is worth mentioning that job involvement and job performance can
mutually influence each other.

3ORGANISATIONAL BEHAVIOUR

4ORGANISATIONAL BEHAVIOUR
References
Kehoe, R.R. and Wright, P.M., 2013. The impact of high-performance human resource
practices on employees’ attitudes and behaviors. Journal of management, 39(2), pp.366-391.
Otenberry, Paul and Philin. M. (2014) Assessing the Impact Of Job Involvement on
Performance, Journal of management, 8,2(10)
Patel, P.C., Messersmith, J.G. and Lepak, D.P., 2013. Walking the tightrope: An assessment
of the relationship between high-performance work systems and organizational
ambidexterity. Academy of Management Journal, 56(5), pp.1420-1442.