High Levels Of Job Involvement Research Articles

Unmet expectations and job involvement among doctors: does individual conscientiousness play a mitigating role?

Background/Aims Doctors are responsible for leading the care of patients. This study analysed the moderating role of individual conscientiousness on the relationship between psychological contract breach and levels of job involvement among medical doctors working in Ghana. A psychological contract breach occurs when an organisation does not deliver on their expected obligations to an employee, whether these expectations are written or unwritten. Methods All 251 doctors working in the upper east and upper west regions of Ghana were invited to participate, of which 214 doctors responded. Participants completed self-administered questionnaires, with 15 statements relating to psychological contract breach, 10 statements relating to job involvement and four statements relating to individual conscientiousness. Respondents rated their agreement to the statements on a 7-point Likert scale (1=least agreement; 7=strongest agreement). Participant demographics were also collected. Relationships between the data for each section were analysed using the Statistical Package for the Social Sciences (version 24) and the Smart PLS 2.0M.3. Results Psychological contract breach was found to have a significant negative relationship with job involvement (P<0.05). Conscientiousness had a moderating effect on this relationship, meaning that doctors who were more conscientious were less likely to reduce their job involvement when a psychological contract breach occurred. Conclusions When a psychological contract breach occurs, doctors who have a conscientious personality trait are likely to continue showing high levels of job involvement. This implies that doctors who are naturally hardworking, organised, disciplined and highly motivated are more likely to persevere with psychological and emotional commitment to their role, but this may make them more vulnerable to mistreatment (whether intentional or not) by their employer.

Differing career expectations in the hospitality industry: a cross-cultural study

PurposeThe primary purpose of this study is to examine hospitality and tourism undergraduate students' attitudes to work and career expectations as they prepare to enter the workforce in the hospitality industry in both the United States and South Korea.Design/methodology/approachThe measurement instrument was developed from previous studies (Chen and Shen, 2012; Kong, 2013) and included questions related to job attitudes, job satisfaction, job motivations, job involvement, and career expectations and aspirations upon graduation. T-tests were conducted first for the mean values of the constructs between the United States and South Korea to ensure the comparison of two different cultural groups.FindingsFirst, students from the United States (US) have more and better work attitude than those students from South Korea. Second, students from South Korea appear to be less motivated to work and less satisfied with their current jobs and earnings than students from the US. Third, the results also have managerial implications for both countries. It is very important to know that higher grade point average is not an answer to find the right person but more likely, positive attitudes to work and higher levels of job involvement are more likely to have higher job expectations and aspirations for employment in the industry.Originality/valueThis study adds to the hospitality literature by examining the different perspectives of hospitality and tourism undergraduate students from the US and South Korea, specifically examining their attitudes toward work, job satisfaction, work involvement and job expectations as they prepare for careers in the industry. The results of this study help stakeholders (i.e. students, educators and practitioners) in the hospitality and tourism industry gain a better understanding of their undergraduate students as they prepare for careers in the industry. In addition, the study contributed to understanding cultural differences present among hospitality and tourism students from individualist and collectivist cultures.

Assessing the Impact of Work-Related Attitudes on Performance in the Private and Public Sector of Employment in Ghana

This paper examines employee attitudes and how it promotes overall performance at the workplace. The paper is an outcome from questionnaires administered to 39 respondents: teaching and non-teaching staff in the Cape Coast Metropolis in Ghana. Using Herzberg’s two-factor theory, expectancy theory and theories of job satisfaction and organizational commitment, this paper sheds light on the factors that make employees develop positive work attitudes and motivation on the job, it likewise assesses the place of higher remuneration and effective supervision towards employee work attitude. The findings from the research show that employees in the private sector of employment showed higher levels of job involvement and enjoyed enormous job security than those in the public sector. In addition, supervision was effective in the private sector than in the public sector of employment. We therefore recommend the improvement in infrastructure and the provision of enabling working environment and good working conditions for efficient employee output . Keywords: Public Sector, Private Sector, Attitudes, Performance, Expectancy Theory, Herzberg Theory, Motivation, Supervision, Employees, Environment DOI: 10.7176/RHSS/10-22-12 Publication date: November 30 th 2020

The Effect of Person–Job Fit to Job Involvement With Intrinsic Motivation as Intervening Variable

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Developing Trainers for a Changing Business Environment: The Role of Informal Learning in Career Development

The purpose of this study is to explore the relationship among skill variety, autonomy, and job involvement with the mediating effect of informal learning in the South Korean business context. This study adopts a cross-sectional survey-based research design, drawing on the responses of 226 South Korean trainers to a survey regarding their facilitation experiences. Structural equation modeling is used in order to examine the influential relationship among the research variables. The results suggest that trainers exhibit higher levels of job involvement when they possess significant skill variety and high levels of autonomy and informal learning. Moreover, informal learning is shown to mediate the relationship between the job characteristics and job involvement. Recent changes in the knowledge economy have required professional trainers to expand their capabilities to lead organizations in the execution of business strategies. This study highlights the importance of informal learning to the trainers’ professional and career advancement.

The effect of HRM attributions on emotional exhaustion and the mediating roles of job involvement and work overload

AbstractAlthough some research suggests that perceptions of HRM practices are associated with lower levels of employee well‐being, other research shows just the opposite. In the present study, we attempt to reconcile these discrepant findings by incorporating the role of HRM attributions. Our model posits that when employees perceive that their organisation's HRM practices are intended to improve their job performance, they experience higher levels of job involvement, which leads to lower levels of emotional exhaustion. Conversely, when employees believe that their organisation's HRM practices are intended to reduce organisational costs, they experience work overload, which translates into higher levels of emotional exhaustion. Parallel mediation analyses of survey data collected from employees of a construction and consultancy organisation at two time periods (n = 180) supported this theoretical model.

Relationship between Employee Motivation and Job Performance: A Study at Universiti Teknologi MARA (Terengganu)

Motivation is considered as a predictor of job performance. In other words, the determinants of employee job performance were motivation, aptitudes and skill. Thus, motivated employees with high levels of job involvement are considered as important elements to an organization. In this paper, it attempts to measure the effect of employee motivation towards job performance among non-academic staff in Universiti Teknologi MARA Terengganu (UiTMT). A total of 169 respondents were selected from non-academic staff of departments in UiTMT. Three predictors such as individual needs, personal preferences and work environment were found to have medium to strong correlation with the dependent variables namely job performance. The analysis shows that individual needs, personal preferences and work environment are positively and significantly related to job performance. The outcome of the study indicates that UiTMT needs to focus on their motivation aspect, where it can boost up their level of job performance. Finally, research and practical implications of the study are discussed. DOI: 10.5901/mjss.2015.v6n4s2p632

Differences regarding job satisfaction and job involvement of psychologists with different dominant career anchors

In order to contribute to higher levels of job satisfaction, job involvement and productivity, a match or fit should be established between the dominant career anchor associated with a specific occupation and that of the employee. A career anchor is an individual's set of self-perceived talents, abilities, motives, needs and values that form the nucleus of one's occupational self-concept. Psychologists have always been part of the service orientated careers and therefore one would expect that it is likely that their dominant career anchor would be service orientation. If this is the case, psychologists with service as their dominant career anchor are supposed to have greater job satisfaction and job involvement compared to those with different career anchors. However, according to literature, this assumption is not necessarily correct. The primary goals of the current study were to determine whether in fact service is the dominant career anchor of psychologists in the Free State and whether there are significant differences regarding job satisfaction and job involvement between psychologists with and without service as their dominant career anchor. A third goal was to determine whether psychologists with different dominant career anchors differ significantly from one another regarding job satisfaction and job involvement. Questionnaires measuring career orientations, job satisfaction and job involvement were sent to 165 of the 171 registered psychologists in the Free State region. Only 75 psychologists (45,5%) responded which exceeded the traditional return rate of 20 to 30%. Due to the small sample of respondents, a nonparametric statistical test, namely the Mann Whitney U test was conducted to determine possible differences. An analysis of the data showed that 21 respondents had entrepreneurship as their dominant career orientation while 12 fell in the technical/functional, 12 in the challenging, 9 in the service and 8 in the autonomy categories of dominant career anchors. No significant differences regarding job satisfaction between psychologists with and without service as dominant career orientation could be determined. Both groups experienced a fairly high degree of job satisfaction and a higher level of intrinsic job satisfaction occurred compared to extrinsic job satisfaction. A significant difference between the two groups in terms of job involvement occurred. Psychologists with service as dominant career orientation showed a higher level of job involvement, although the degree of job involvement for both groups was fairly low. No significant differences regarding job satisfaction and job involvement among psychologists with different career orientations could be found.

Type of employment, work–family conflict and well‐being: a comparative study

AbstractThe study examined the impact of work and family role characteristics on work–family conflict, and indicators of psychological well being among self‐employed and organizationally employed women and men. Results show that employment type and gender have independent main effects on several of the study variables. Self‐employed persons enjoy greater autonomy and schedule flexibility at work, and report higher levels of job involvement and job satisfaction than those employed in organizations. However, they also experience higher levels of work–family conflict, and lower family satisfaction than organizational employees. The findings suggest that there are trade‐offs between the costs and benefits of self‐employment, and that business ownership is not a panacea for balancing work and family role responsibilties. Directions for future research are discussed. Copyright © 2001 John Wiley & Sons, Ltd.

Job stressors, job involvement and employee health: A test of identity theory

Identity theory postulates that the psychological importance or salience of the job role may intensify relationships between job stressors and employee health. Therefore, this study tested the moderating influence of job involvement on the relationships of work pressure, lack of autonomy, and role ambiguity to depression, physical health, and heavy alcohol use. Data were obtained through household interviews with a randomly selected community sample of 795 employed adults. Moderator regression analyses provided limited support for the stress‐exacerbating influence of job involvement. Of nine interactions tested, three were significant. Specifically, high levels of job involvement exacerbated the relationships between role ambiguity and physical health, role ambiguity and heavy alcohol use, and work pressure and heavy alcohol use. Implications for future research are discussed.

Job involvement, machiavellianism and job performance

This study addressed the effect of job involvement on the relationship between Machiavellianism and job performance. The results showed a significant effect for managers who perceive themselves as possessing high levels of job involvement. No effect was found for managers who perceived themselves as having low levels of job involvement. Findings are discussed in the context of the research, and implications are provided for executives in the retail setting.

Work Experiences, Job Involvement, and Quality of Work Life among Information Systems Personnel

This study assesses the job involvement of 464 professionals and managers in the information systems (IS) field and investigates the role of involvement in influencing the quality of work life. Results show significant variation in the level of job involvement displayed by IS employees and differential patterns of relationships among the work variables for IS personnel with low, moderate, and high levels of job involvement. The findings indicate that involvement serves as a complex moderator role in the pattern of relationships of work experiences, and job characteristics with career expectations and career outcomes. It has both linear and non-linear relationships with sevearl of the study variables. While in some cases, high levels of job involvement tend to enhance the beneficial effects of work experiences on the quality of work life, in others such involvement tends to heighten the negative effects of role stressors. Implications of the findings and directions for future research are discussed.

Job Involvement and Organizational Commitment as Interactive Predictors of Tardiness and Absenteeism

This study examined job involvement and organizational commitment as interactive predictors of absenteeism and tardiness behaviors. Personnel records and questionnaires were used to collect tardiness and absence data for a subsample of 82 registered staff nurses out of a total sample of 228 nurses from a large Midwestern hospital. Results showed supportfor the hypothesis that individuals showing higher levels of job involvement and organizational commitment would exhibit less unexcused tardiness and absenteeism than those with lower levels of job involvement and organizational commitment. The implications and limitations of these findings are discussed.

Over-commitment to the job and the organisation: implications of excessive job involvement and organisational attachment

Research and managerial practice have both put emphasis on the development of high levels of job involvement and organisational attachment, stemming from the assumption that employee commitment benefits the organisation and the individual. However, there are indications that over-commitment may have negative consequences for employees and employers. This paper discusses potentially detrimental outcomes of excessive commitment to the job and the organisation and examines the implications of over-commitment for individuals, organisations and values within society. Future research and human resource management should be based upon a more balanced view of the interaction between job demands and the person's off-the-job interests, commitments and responsibilities.