Academic journal article International Journal of Education and Management Studies

Job Involvement in Public and Private Sector Organizations

Academic journal article International Journal of Education and Management Studies

Job Involvement in Public and Private Sector Organizations

Article excerpt

The concept of job involvement has become much important in last few years because of its central role in providing a link between employee's need and performance on the one hand and the quality of working life on the other (Hall & Lawler, 1970; Walton, 1972; Dewhrist, 1973).

The term has gained the attention of organizational psychologist and has been widely studied by them. There are much different terms, which have been used to explain job involvement such as central life interests, ego involvement, occupational involvement, morale, work role involvement, intrinsic motivation and job satisfaction etc.

Lewis, (1944) and Franklin (1944) proved that individual became involved in their work even in the artificial contest of a laboratory. Since that time empirical investigations of ego-involvement in the job have appeared in the psychological literature with increasing frequency.

The process of ego involvement in work has been affair for both psychologists and sociologists. Allport (1947) defined ego involvement, as the situation in which the person "engages the status seeking motive" in his work: The psychologists have tended to focus on organizational conditions that lead to job involvement such as meaningfulness of work, adequacy of supervision etc.

Job involvement is the degree to which a person identifies psychologically with his work on the importance of work in his total self-image. Beside the situational variables the past specialization processes experienced by the individual, in specific socio-economic and cultural milieu influencejob involvement (Reddy & Rajasekhar, 1991).

Guión (1958) definition of moral is also relevant to the job involvement. According to him "morale is ego involvement in one's job" There is something to be said for the attitudinal frame of reference in which a man perceives hisjob to so important to himself, to his company and to society that his superiors, "blunders" are not to be tolerated.

French and Kahn (1962) have reported that the centrality of ability is the degree to which it affects self esteem, if job performance is central to the workers, then we have ego-involved performance. The early studies on job involvement used the term "ego involvement" although the implications ofboth terms are same.

Lodahl and Kejner (1965) have defined this term as 'job involvement is the internalization of values about the goodness of work or the importance of work in the worth of the person and perhaps it thus measures the ease with which the person can be further socialized by an organization.

Lodahl and Kejner (1965) have also defined it as, "job involvement is the degree to which a person's work performance affects his selfesteem".

Bass (1965) views it as representative of employee's ego involvement in his job and thus relates it to performance. He also suggested that the condition under which job involvement could be enhanced. These conditions relate to opportunity to make more of the job- decision, the feeling that one is making an important contribution to the organization and freedom to set one's own work place.

Ketz and Kahn (1966) have suggested that firstlyjob involvement is a necessary condition in the individual for accepting fully the organization's demand placed upon him by his membership in an organization, secondly, that the degree ofjob involvement is related to level of aspiration and to the degree of internalization of organizational goal, and, thirdly, job involvement is a moderator variable in the relationship between satisfaction and performance. Thusjob involvement can be considered as an important measure of organizational effectiveness that may be at least in part influenced by job satisfaction.

A series of later investigation explored the concept of job involvement as a potentiality to distinct job attitude (Lodahl & Kejner 1965; Weissenberg & Gruenfield 1968, Lawer & Hall 1970; Schwyhart & Smith 1972). …

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