Effect Of Job Involvement Research Articles

The Role of Happiness at Work in Moderating the Effect of Work Engage-ment and Organizational Justice on Innovative Work Behaviour of Region SCA in Indonesia

Purpose – The purpose of this study was to analyse the direct influence, work involvement, organizational justice, and happiness at work on the innovative work behaviour of the State Civil Apparatus (SCA), and also the role of happiness at work as a moderating variable on the influence of work involvement and organizational justice on work behaviour innovative. Aims(s) – The role of job happiness as a moderating variable on the influence of work involvement and organizational justice on the innovative work behaviour of Regional SCAs in Indonesia. Design/methodology/approach – The samples obtained were 243 SCA working in the Regional Government sector. Questionnaires were delivered directly by the research team to the respondents. The analytical method used is the structural equation model and PLS to test the hypothesis. Findings – The results of the study show that work involvement, organizational justice, and happiness at work have a direct effect on innovative work behaviour. Happiness at work cannot play a moderating role in the effect of job involvement and organizational justice on SCA innovative work behaviour. Limitations of the study and implication for managerial SCA – The limitations of this study are only focused on looking at the effect of WE, OJ, and HAW on IWB SCA. Especially the role of HAW as a moderating variable is not supported. This research contributes to social exchange theory more specifically in developing the implementation of human resource management that work involvement, organizational justice, and work happiness as multidimensional variables have been empirically proven to increase IWB SCA in local government organizations. This makes a practical contribution that empirically the level of WE, OJ, and worker happiness substantially influence their IWB.

Performance Optimization Through The Dimension Of Job Satisfaction

This study attempts to explore more deeply the correlation between the effect of job involvement, digital work design, and IPC organizational culture on the main context of employee performance using job satisfaction as the main mediator. This method uses a quantitative approach with data collection through questionnaires to measure employee perceptions with an interval scale of 1-100 to organic employees, the sampling technique uses simple random sampling and data processing using the SEM-PLS instrument. Research findings describe a positive correlation between job involvement on direct performance as well as engagement, and IPC organizational culture on satisfaction. While digital work design does not affect satisfaction and satisfaction is found to not affect the performance context. This study was only conducted on tinplate manufacturing employees in the short term, future studies need to explore further using a longitudinal design approach with a more complex research locus.

Job Satisfaction, Job Involvement, and Organizational Commitment in Nurses

This study aims to examine the effects of independent variables, which are job satisfaction and job involvement on the dependent variable, which is organizational commitment of nurses. The lack of human resources or medical personnel in hospitals causes delays in treating patients. In carrying out their duties, nurses must work effectively in order achieve the expected goals of hospital management. Apart from that, the hospital plays a role so that every hospital policy can be followed by the nurses by facilitating these nurses in the form of compensation, work environment, and other facilities. The benefits of meeting these needs will lead to the behavior of providing professional services in treating patients. Satisfaction can occur because it is based on the size of the organization that affects job satisfaction. Apart from that, the presence of satisfaction leads to positive engagement so that it reflects the general cognitive state of a person who identifies themself with their work with the main goal of determining their self-image at work so that later they will be committed to their workplace. The participants of this study amounted to 100 nurses with the details of female nurses as many as 65 people and male nurses as many as 35 people working in hospitals and health centers in the Jabodetabek area and several other cities. The main analysis technique used is the multiple regression analysis. The results of this study found that there was an effect of job involvement and job satisfaction on the organizational commitment of nurses "with a significance value of 0.000 (p?0.050) with an F value of 88,589 and an R Square value of 0.637, which means that job satisfaction and work involvement jointly affect to the organizational commitment of nurses.

The effects of job involvement and supervisor developmental feedback on employee creativity: A polynomial regression with response surface analysis

The effects of job involvement and supervisor developmental feedback on employee creativity: A polynomial regression with response surface analysis

The Effect of Job Involvement and Work Stress on Turnover Intention with Organizational Commitment as an Intervening Variable PT. Perkebunan Minanga Ogan

The purpose of this study was to determine the effect of work involvement and work stress on the turnover intention with organizational commitment as an intervening variable at PT. Perkebunan Minanga Ogan. The approach used in this research is quantitative. To determine the sample using probability sampling, then probability sampling used is simple random sampling. The sample in this study were contract employees totaling 200 people at PT. Perkebunan Minanga Ogan. The analytical method used to determine the relationship between these variables is path analysis using the structural equation model (SEM) method and the AMOS program. The results of hypothesis testing are as follows: the work involvement variable has a positive and insignificant effect on organizational commitment. The job stress variable harms organizational commitment. The organizational commitment variable has a positive and significant effect on turnover intention. Job involvement variable harms turnover intention. The job stress variable has a positive and significant effect on turnover intention. Job involvement has a positive and significant effect on the turnover intention with organizational commitment as an intervening variable and work stress has a negative and significant effect on the turnover intention with organizational commitment as an intervening variable.

Linking Role Clarity and Organizational Commitment of Social Workers through Job Involvement and Job Satisfaction: A Test of Serial Multiple Mediation Model

ABSTRACT This study offers insights into the underlying mechanism behind the relationship of role clarity and organizational commitment in an integrated model of multiple serial mediation effects of job involvement and job satisfaction. In a developing country context, a total of 330 social workers working in four different human service organizations completed the survey. The PLS-SEM indicated a good fit between the data for both of the study measurement and hypothetical structural models. We ascertain partial mediation effects of job involvement and job satisfaction in simple and jointly as serial mediation models between the direct relationship of role clarity and organizational commitment.

Effect of Job Involvement on Employee Performance through Work Engagement at Bank Jatim

For companies or organizations to come forward, it is required to have qualified employees. Qualified employees are employees whose performance can meet targets or targets set by the company. High employee performance demands are already part of every company because a successful company cannot be separated from employees who work at the company. In some conditions, employees' performance in a company is inseparable from several factors that can affect it. The purpose of this research is to analyze the influence of job involvement on work engagement; the influence of job involvement on employee performance, and the influence of work engagement on employee performance. This type of research is a descriptive study using a quantitative approach. The population in this study was the Branch Heads and Sub-Branch Managers of Bank Jatim. As many as 191 were taken using saturated sampling techniques The number of samples was used as many as 191 Branch Heads and Sub-Branch Managers of Bank Jatim. The types of data used are quantitative data, and the data source used is the primary data. Collecting data is by distributing questionnaires. Data analysis techniques in this study used partial least square (PLS) analysis. This study proves that Job Involvement has a significant influence on Work Engagement, but Job Involvement has no significant influence on Employee Performance, while Work Engagement has a significant influence on Employee Performance.

The Effect of Job Involvement, Organizational Commitment, and Job Satisfaction on Turnover Intention

The Effect of Job Involvement, Organizational Commitment, and Job Satisfaction on Turnover Intention

Effect of job involvement, organizational commitment and satisfaction on turnover intention: A research in the city of Antalya

Today like other establishments, touristic establishments are trying to survive under conditions of high-level competition among their rivals. The diversity aspect of jobs in touristic establishments needs analysis to determine operational aspects and outcomes. In this context, to sustain satisfaction and motivation of employees there are critical factors. In this paper, the possible relationships among job involvement, commitment, satisfaction and turnover intention levels of employees were investigated. As a result of the regression analysis, it was concluded that at least one of the independent variables of the model, which were job involvement, organizational commitment, and job satisfaction levels, had an impact on intention to turnover. The findings of the research are important both from theoretical and practical perspectives. From a theoretical perspective, this research shows the possible effect of job involvement, commitment, and satisfaction on turnover intention. From a practical perspective, the results would be of help for tourism sector professionals, researchers and decision makers.

Pengaruh Keterlibatan Kerja Dan Stres Terhadap Kinerja Guru SMK Swasta Kecamatan Matraman Jakarta Timur

<em>This research aims to show the effects of (1) job involvement, (2) stress, (3) the performance of teachers working in Private Vocational Schools (SMK) in Matraman subdistrict, East Jakarta. The method used in the research is a survey research method with a quantitative-causal approach using path analysis. The survey was conducted from April to June 2018 by taking randomly-selected samples consisting of 150 teachers in a subdistrict. The findings in this research show: First, there is a direct effect of job involvement on performance. Second, there is a direct negative effect of stress on performance. Third, there is a negative direct effect of job involvement on stress.</em>

The Effects of Job involvement and Professional Commitment on Organizational Citizenship Behaviour: (A conceptual framework).

The Effects of Job involvement and Professional Commitment on Organizational Citizenship Behaviour: (A conceptual framework).

경찰관의 직무몰입이 직무스트레스, 직무만족 및 조직몰입에 미치는 영향

경찰관의 직무몰입이 직무스트레스, 직무만족 및 조직몰입에 미치는 영향

Quality of working life and commitment amongst employees in public organisations in Ghana: does job involvement matter?

This study tested a mediation model of job involvement to predict organisational commitment from quality of work life. A total of 137 workers employed in two public organisations participated in the study (males = 52.6%, females = 47.4%, junior staff = 67.9%, senior staff = 32.1%, age range 24 to 53 years). Hierarchical multiple regression analysis was computed on the data to model the effects of job involvement on organisational commitment taking into account quality of work life. The results indicated job involvement partially mediated the relationship between quality of worklife and organisational commitment (β = 0.242, t(134) = 4.475, p = 0.05). Thus job involvement is important to employee commitment and should be targeted for intervention support in work organisations.

Moderation Effect of Job Involvement on the Relationship Between Organizational Commitment and Job Satisfaction

The present study investigates the impact that Job Satisfaction (JS) has on the Organizational Commitment (OC) level of industrial workers and also finds out whether Job Involvement (JI) moderates the relationship between JS and OC. The study has been conducted on 600 employees belonging to different departments of Diesel Locomotive Works (DLW), which is one of the public sector giants of India. Relationship between JS and OC has been established with the help of a 2 × 2 factorial design, and moderation effect of JI on the relationship between JS and OC has been checked with the help of hierarchical multiple regression analysis. The results of the investigation have come out with the findings that OC is positively related to JS. Also, JI does moderate the relationship between JS and OC but in a negative way, and the impact has been found to be weak.

The effects of job involvement on emergency medical technicians in Taiwan’s fire organization

ObjectivesThis study investigated the critical factors influencing the job involvement of emergency medical technicians (EMTs) of the Fire and Disaster Prevention and Rescue Bureau after it was restructured from the original National Fire Agency, and examined how they confronted continual massive disasters resulting from global climate changes and the demand for better quality rescue services. Methods645 Questionnaires were sent out and the responses analyzed. ResultsJob negativism increased with the age, life experience and work experience of the EMT. Variables directly affecting job involvement included professional competency and training. In addition, organizations with 16–20 personnel showed greater dedication. However, the professional competency of EMT was not influenced by the constitutional differences of EMT service location. ConclusionsWhen drafting emergency policies, fire departments should outline appropriate job regulations and manpower distribution in order to increase job inducement and satisfaction, and provide regular training to boost professional competency. In addition, medical rescue budget should be increased to provide substantial logistical support such as ambulances and equipment.

Comparison of Role Conflict, Self-Efficacy, Job Satisfaction, and Job Involvement between Nutrition Teachers and Dietitians at School Food Service in Incheon Metropolitan City - Focusing on the Interactions between Nutrition Teachers and Dietitians -

The purpose of this study was to compare differences in role conflict, self efficacy, job satisfaction, and job involve - ment perceived by school nutrition teachers and dietitians. A total of 335 female school nutrition teachers and dietitians from Incheon area were surveyed by a self-report questionnaire in November 2010. Collected data were processed us- ing SPSS 15.0. The reliability of the questionnaire was tested and differences between the two groups were analyzed using the Student's t-test, the chi-square test, and a two-way analysis of variance (ANOVA). The job satisfaction level of nutrition teachers was higher than that of dietitians. The effect of role conflict and job satisfaction for nutrition teach - ers and dietitians was different according to age. In addition, self-efficacy, job satisfaction, and job involvement of nu - trition teachers and dietitians were influenced by their annual salaries. The frequency of meals served also affected role conflict, job satisfaction, and job involvement of the nutrition teachers and dietitians, and the effect of job involvement by the nutrition teachers and dietitians was different according to meal service type. Therefore, it is necessary to estab- lish strategies for resolving role conflicts among school foodservice specialists and improve their self-efficacy for en - hancing consumer's satisfaction with the general quality of school food service. These efforts may contribute to job satisfaction and job involvement of food service specialists and ultimately to the productivity of food service and the establishment of food service specialist roles. (Korean J Nutr 2012; 45(1): 64 ~ 79)

The Effects of Job Involvement on Private Correctional Staff: A Preliminary Study

Much of the research on correctional officers over the past two decades has focused on job stress, job satisfaction, the job environment, and how demographic variables such as gender, race, health and family conflict influenced stress and job satisfaction. Because correctional staff is such an integral part of corrections, understanding job involvement and its impact on correctional employees is important, yet it has received little attention in the literature. Using survey data from a private correctional facility in the Midwest, the authors examined the effects of job involvement on job stress, job satisfaction, organizational commitment, absenteeism, and turnover intentions. A multivariate analysis indicated that job involvement had significant effects on all the predicted outcome variables.

Posttraining Self-Efficacy, Job Involvement, and Training Effectiveness in the Hospitality Industry

The current study proposed that in the context of hospitality training (1) posttraining self-efficacy mediates the effects of training acquisition on trainees’ behavioral intentions to apply learning outcomes, and (2) posttraining self-efficacy either fully or partially mediates the effects of job involvement on trainees’ behavioral intentions. Data were collected in a laboratory experiment conducted in the context of self-checkout machines in a university library. The results of a path analysis supported the mediation effects of posttraining self-efficacy on the relationship between training acquisition and trainees’ behavioral intentions. However, the results did not support the mediation effects of posttraining self-efficacy on the relationship between job involvement and trainees’ behavioral intentions. This suggests an independent model of individual and situational factors on training effectiveness in the hospitality industry. After discussing the limitations of the research, the article concludes with managerial implications for hotel managers and directions for future studies.

The influence of job and career attitudes on learning motivation and transfer

This article examines a parsimonious model that specifies the effects of job involvement and career commitment on learning motivation and learning transfer, using structural equation modelling. The “best fitting” model is achieved because it has surpassed all the goodness‐of‐fit indices including the chi‐square statistic. The results indicated that career commitment was positively related to learning motivation and learning transfer. In addition, suppressor effect may help to explain the non‐significant relationships between job involvement and learning motivation, and between job involvement and learning transfer.

The Effects of Job Involvement and Workplace Social Support on Mental and Physical Health Conditions

The Effects of Job Involvement and Workplace Social Support on Mental and Physical Health Conditions