Job Involvement Research Articles

Servant Leadership in Government Institution, is it Effective?

The aim of this studiy is to examine the effect of servant leadership on job performance directly and indirectly through the mediating effect of job involvement and job satisfaction. Data were collected through questionnaires by Google Froms and analyzed using Structural Equation Modeling (SEM) with AMOS24. A total of 174 civil servant at the one of Indonesian government agencies in audit services participated as research sample. The results of this study reveal that servant leadership has significant positive effect toward job involvement and job satisfaction, but it has a negative effect toward job performance. Furthermore, this study is expected to contribute to the organization to encourage the role of leaders for prioritizing the employees’ interests to increase job satisfaction and job involvement so that can improve employees’ performance, especially in the public sector.

Leader Member Exchange and It Influence on Job Involvement among Staff Nurses

Leader Member Exchange and It Influence on Job Involvement among Staff Nurses

Assessing the Level of Job Engagement among Employees in Major Municipalities in the Gaza Strip

The aim of this study was to explore the reality of Job engagement and its components (job involvement, job satisfaction, and job enthusiasm) from the perspective of employees in the major municipalities in the Gaza Strip. The descriptive-analytical approach was used, with a study population of 2,714 employees. The sample consisted of 336 employees selected through stratified random sampling. A questionnaire was used as a data collection tool, and 227 questionnaires were retrieved, representing 75.89% of the study sample. Data analysis was conducted using SPSS software to obtain the results. The study revealed several findings, the most prominent of which was the presence of Job engegement in the major municipalities in the Gaza Strip at a high level, with a rate of 71.7%. The study recommended that municipal management involve employees in decision-making processes and encourage them to contribute ideas and suggestions that contribute to work development through various competitions. It also recommended that municipal management pay more attention to the work environment, create a well-prepared environment, provide financial incentives in addition to motivational incentives, and provide opportunities for employees to attend training courses to enhance job satisfaction. Furthermore, the study emphasized the importance of addressing the psychological aspects of employees by designing stimulating programs aimed at increasing enthusiasm and dedication to work, as well as promoting cooperative work through organizing informative and educational seminars to ensure the continuous provision of services to the community.

Relationship between Fatigue, Sleep, Subjective Health Status, and Job Involvement in Shift-working Production Workers

Objectives: The purpose of this study was to examine of fatigue, sleep quality, and perceived health for shift workers and to identify variables that influence job involvement in order to develop an intervention program for shift workers to enhance their job involvement.Methods: Data was collected from 124 workers who worked in 3 manufacturing companies with more than 300 manufacturing companies in G-city. Data were analyzed using t-test, ANOVA, Pearson’s correlation and multiple regression analysis with SPSS statistics 27.0 program.Results: Job involvement is related to perceived health was found to have a significant positive correlation and fatigue have a significant negative correlation. Factors affecting job involvement were found to be a significant influencing factor on perceived health. It showed an explanatory power of 32.1%.Conclusions: Therefore, it is necessary to develop and verify job involvement improvement programs that take into account various variables to promote the job involvement of shift workers.

Marital Satisfaction, Perceived Organizational Support and Job Involvement Among Employed Women in South-West Nigeria

Purpose: The purpose of this study was to identify if there were relative and combined influence of marital satisfaction, perceived organizational support on job involvement of employed women.
 
 Theoretical framework: Despite their demanding roles at home, employed women are expected to be at their best in the work-front. The study investigated the influence of marital satisfaction and perceived organizational support on job involvement among employed women.
 
 Design/Methodology/Approach: Two hundred employed women from South-West Nigeria chosen through proportional stratified random sampling technique served as participants. The 5-item Job Involvement Questionnaire (JIQ), a 20-item Perceived Organizational Support Questionnaire (POSQ), and Enrich Marital Satisfaction Scale (EMSS) of 16 items were the instruments used. Three hypotheses were tested at .05 level of significance with multiple regression analysis and correlation matrices.
 
 Findings: Results showed that marital satisfaction and organizational support combined to influence job involvement (F(2, 197) = 40.942, p < .05), organizational support (β = .202; t = 14.613; p < .05) and marital satisfaction (β = .134; t = 10.402; p < .05) had significant relative influence on job involvement, and there were significant positive bivariate relationships among the variables of the study.
 
 Research, Practical & Social implications: It was concluded that marital satisfaction is an important area of life for employed women and along with organizational support, could significantly impact job involvement.
 
 Originality/Value: Results revealed that relationships among marital satisfaction, perceived organizational support, and job involvement exist hence employees do have perceptions of organizations that may affect their attitudes, behaviours and performance.

Impact of Green HRM Practices on Job Performance of Faculties with Special Reference to Select Higher Educational Institutions, Tamil Nadu

Green HRM practices are considered the most important aspect of every organization. The study aims to identify the perception of faculties and the impact of Green HRM practices on the job performance of faculties in select higher educational institutions. Teaching faculties are the backbone of higher educational institutions. So, the well-being of the faculties is essential for the success of an institution. The study adopted a descriptive research method and a Simple random sampling technique. Samples consist of 200 teaching faculties in five colleges ranked by the National Assessment and Accreditation Council (NAAC) and the National Institutional Ranking Framework (NIRF) in Tamil Nadu and the collected data is analyzed using various statistical tools such as Exploratory factor analysis, ANOVA, correlation and multiple regressions. Hence, better green HRM practices are essential for every institution which contributes towards job involvement, job attachment, and job commitment. This paper tries to prove the relationship between various Green HRM practices with the Job performance of teaching faculties in select higher educational institutions in Tamil Nadu

Understanding Affective Commitment to Change in a Civil Service Context: The Roles of Prosocial Job Design, Organizational Identification, and Involvement Climate

Civil service organizations around the world are confronted with a constant need to change to meet the needs of the public in a more efficient manner. The success of resultant change initiatives depends on the members of the civil service and, in particular, their affective commitment to change. In this case study of the Irish civil service, we examine factors that may foster affective commitment to change, with a focus on the roles of prosocial impact and organizational identification. We also consider the perceived involvement climate. Based on extensive survey data ( N = 16,050) collected in the Irish Civil Service, we find that organizational identification acts as a mediator between prosocial impact and affective commitment to change and that this mediated relationship is strengthened when there is a strong involvement climate. Theoretical contributions are discussed along with practical implications.

The Impact of Emotional Intelligence on Work-Life Balance and Job Performance Among Malaysian Employees

Objective: In today's workplaces, emotional intelligence, and work-life balance have gained prominence for their substantial impact on job performance, leading to increased productivity and successful careers. This study explores the relationship between these factors among Malaysian employees. It also investigates the roles of job satisfaction and job involvement. Method: We surveyed 150 employees from diverse Malaysian organizations and used Partial Least Squares Structural Equation Modeling (PLS-SEM) to analyze the data. Result and conclusion: Our findings reveal that emotional intelligence, job involvement, job satisfaction, and work-life balance positively influence job performance. Emotional intelligence and work-life balance significantly affect job satisfaction. However, the connection between work-life balance and job performance is not statistically significant. Additionally, job satisfaction does not mediate the relationship between job involvement and job performance. Research implications: This study emphasizes the importance of prioritizing employee engagement and well-being, offering organizations benefits such as improved productivity, enhanced performance, increased loyalty, reduced turnover, cost savings, and greater employee satisfaction. Originality/value: Investing in employee well-being is a path to both individual and organizational resilience, success, and prosperity.

Evaluation of the Impact of Management Changes on Midwives' Attitudes: A Questionnaire-Based Comparative Study in a a Women's and Children's Hospital in China: A Questionnaire-Based Study.

BACKGROUND Change management has become an important tool for hospitals to continuously improve themselves in a competitive market. This questionnaire-based study aimed to compare the attitudes of 78 midwives before and after management changes in work schedules and performance-related pay between March and October 2022 at a women's and children's hospital in China. MATERIAL AND METHODS The survey utilizing a job involvement scale and a self-designed questionnaire was distributed through WeChat group chat for all midwives of the hospital. The hospital has 87 midwives. A total of 78 midwives participated in the questionnaire survey. RESULTS The midwives' score ranges of work initiative, work attitude, work value, work recognition, and work enthusiasm and focus before change management were 21-39, 19-37, 23-29, 12-18, and 12-20, respectively, but that after change management they were 22-39, 19-37, 23-30, 13-18, and 14-23, respectively. After change management, both of the P values for work attitude and work enthusiasm and focus were less than 0.05, 80.23% of the midwives were willing to work across the 2 campuses, and all surveyed midwives agreed on unified accounting of performance pay under the condition of working across the 2 campuses. Their views changed from "maintaining the status quo: taking the initiative - passive resistance" to "questioning" to "openness to change: acceptance". CONCLUSIONS The change management implemented within our department is feasible and the clinical risk is controllable. More attention was paid to the midwives' perceptions and humanized management was applied during change management, leading to a success of change.

Role of innovative work behavior of vocational lecturer in Indonesia

One aspect that needs to be developed in work is competence. In this case, competence is knowledge, skills, and attitudes sufficient to meet needs, such as good job performance. One of the employee behaviors that has not been developed and improved is the behavior of innovation at work. This study aims to analyze the role of Vocational Lecturers’ innovative behavior. This study was conducted based on data about 1,494 lecturers from vocational higher education institutions in East Java, Indonesia (seven state polytechnics and two state community academies). Using the proportional random sampling method, the Slovin formula of 316 people was used. The questionnaire was conducted as through Google Forms, as a person by seeing research respondents, and by holding virtual meetings from March to April 2022. The collected data were processed using descriptive statistical analysis methods to determine the characteristics of the respondents and inferential statistics using the SmartPLS version 3.0 program. The results of this study indicate that organizational support and transglobal leadership characteristics significantly affect employee engagement, proactive personality, proactive work behavior, and performance. Transglobal leadership influences proactive personality and job engagement in positive and significant ways. Organizational support significantly and beneficially influences work engagement and proactive attitudes. Work engagement positively and meaningfully encourages innovative work behavior, with a path coefficient 0.22. The path coefficients of the relationship between inventive work style, proactive attitude, and employee performance are 0.55 and 0.617, respectively. In addition, job involvement has a statistically significant adverse effect on worker performance.

Employee Engagement among Nurses in a Selected Hospital - A Case Study

Purpose: The concept that key outcomes are predicted by factors such as satisfaction with work, commitment from the organization, intention to leave, and the physical and mental health of employees. There are several reasons to support such favorable employee attitudes, including organizational results like effectiveness, productivity, and innovation. This is especially true for the healthcare sector, where staff attitudes are likely to have a significant impact on how well patients are treated. The concept of employee engagement considers current, strong evidence revealing how it affects workers' performance across a range of professions. Although job satisfaction and organizational commitment have some characteristics with engagement since involvement is a unique concept, a greater range of consequences should be predicted by it. Design/Methodology/Approach: The research approach adopted is a descriptive study approach. Finding/Result: The study inferred that employee engagement among nurses in the selected hospital is found to be at an ideal level (81%). Thus, indicating that the nurses in the selected hospital are devoted to their jobs and enthusiastic about them. Open channels of communication are present, and they take the initiative to put forward solutions to issues. They are eager to learn new things and accomplish their professional objectives. These nurses show a strong level of dedication to the team. Originality/Value: Employee engagement incorporates both an organizational and an individual focus. In hospitals, the nurses with their strengths have increased responsibilities and roles towards patient care and the organization. Several elements, including a positive attitude, organizational commitment, excitement, motivation, job involvement, care for the success of the organization, and job satisfaction, have been looked at concerning the levels of employee engagement among nurses in a selected hospital. Paper Type: A case study

Effects of burnout and work engagement in the relationship between self-efficacy and safety behaviours-A chained mediation modelling analysis.

To explore the current situation, influencing factors and pathways of safety behaviour of nurses in tumour specialized hospitals, in order to provide a theoretical basis for managers to manage and train nurses, improve their safety behaviour level and ensure medical safety. An anonymous cross-sectional survey. A total of 2147 nurses from Grade A cancer hospitals in 15 provinces of China were selected by a convenient sampling method. Questionnaires were collected through the Questionnaire Star platform. Nurses' safety behaviour was measured using the nurse Safety Behaviour Scale, Self-efficacy by the General Self-efficacy Scale, and nurses' occupational burnout was measured by the occupational Burnout Scale, and work engagement through the the Work Engagement Scale. Structural equation modelling was used to test the relationship among nurses' safety behaviour, general self-efficacy, occupational burnout and work engagement. SPSS25.0 software was used to test the relationship among the safety behaviour of nurses, general self-efficacy, occupational burnout and work engagement. The total score of safety behaviour of nurses was 55.45 ± 6.879, the total score of general self-efficacy was 31.39 ± 5.729, the total score of occupational burnout was 44.99 ± 26.587, and the total score of work engagement was 38.48 ± 13.433; the scores of the Nurse Safety Behaviour Scale, Self-Efficacy Scale, and Work Engagement Scale were positively correlated (all p < .001); the occupational burnout scale was negatively correlated with the scores of self-efficacy scale, work engagement scale and nurse safety behaviour scale (all p < .001); Structural equation model analysis shows that self-efficacy and work engagement have a direct positive impact on nurse safety behaviour(β = .103, β = .096, all p < .001); Occupational burnout has a direct negative impact on self-efficacy, work engagement and nurse safety behaviour(β = -.371, β = -.413, β = -.328 all p < .001). Bootstrap analysis showed that occupational burnout and job involvement had a significant chain mediating effect between self-efficacy and the safety behaviour of nurses (95% CI: 0.148-0.21). The total effect of self-efficacy on the safety behaviour of nurses was 0.283 (p < .001, 95% CI: 0.225-0.301), the direct effect was 0.096 (p < .001, 95% CI: 0.042-0.15), and the indirect effect was 0.179 (p < .001, 95% CI: 0.085-0.215), The mediating effect accounted for 63.3% of the total effect size. Occupational burnout and work engagement play a partial mediating role between self-efficacy and nurse safety behaviour. It is necessary to strengthen training on nurse safety culture awareness, improve the nurse self-efficacy and work engagement, reduce nurse occupational burnout, and thereby improve the level of nurses' safety behaviour.

Impact of Humble Leadership Behaviours of Hospital Leaders on The Innovation Performance and Work Engagement of Employees

Currently, the medical environment of hospitals is in a constant state of change, with the advancement of medical and healthcare system reforms. The organizational environment of hospitals is also becoming more and more dynamic, uncertain, and unpredictable. Relying only on the experience and knowledge of hospital administrators is no longer sufficient, necessitating employee participation. Vital to this is the provision of opportunities enabling employees to boost their motivation levels and encourage innovative practices. Four scales - leadership humility, innovation performance, psychological capital and job involvement - organize and design a questionnaire in this paper. Statistical methods are utilized to scrutinize and validate questionnaire data for quantitative research. This paper examines the factors that influence employees' innovative performance and work engagement. The aim is to identify ways in which the humble behaviour of hospital leaders can contribute concretely to enhance employees' work initiative and performance, thereby providing a substantive basis for better functioning of hospital departments.

Intrinsic Retention: Job Involvement, Job Satisfaction, Affective Organizational Commitment, and Extrinsic Retention: Continuance Organizational Commitment, Pay Satisfaction; and, Knowledge Sharing Behavior.

This research evaluated the employee perspective of job retention strategy and its relationship with knowledge-sharing behavior. It has given insight pertaining to employee turnover reduction and securing the sharing of knowledge behavior. A research assessment form was used to collect data. The questions were adapted from previous related studies. Convergence validity and reliability tests were used for scale- items, discriminant validity, and correlation coefficients were used for scale’s linear relationship, and hierarchical regression to analyze significant predictors and relationships. The three hundred twenty-six (326) target employee respondents were surveyed. They were randomly selected from different types of agribusiness sectors. The research results showed that employees’ perspectives on variables such as intrinsic retention affective organizational commitment (IRAOC) and extrinsic retention pay satisfaction (ERPS) revealed the highest positive relationship and significant predictor to knowledge sharing behavior (KSB). Both intrinsic retention (IR) and extrinsic retention (ER), overall, had a positive impact and highly significant predictor of KSB outcome, ER was most observed to have a positive relationship and highly significant predictor of KSB in Agribusiness enterprises. The research only studied the Agribusiness sector of the Philippines registered MSMEs in the Northern Mindanao region specific to Bukidnon province. The data collected were solely quantitative. And it only focused on the employees. Further studies would be preferred to study the owner or employer perspective and expand the scope of the study. The enterprise could use the importance of incorporating extrinsic and intrinsic retention strategies and practices to avoid employee turnover in the agribusiness sector and secure knowledge to be shared among employees. This research incorporated job retention strategies as intrinsic or extrinsic. Each retention strategy has been defined according to its nature of retaining employees. This has been presented clearly and each has been assessed in its relationship to knowledge-sharing behavior. Keywords were Intrinsic Retention: Job Involvement, Job Satisfaction, Affective Organizational Commitment, Extrinsic Retention: Continuance Organizational Commitment, Pay Satisfaction; and, Knowledge Sharing Behavior.

Islamic Work Ethics in Modern Organizations: The Mediating Role of Organizational Culture

This study aims to explore and elucidate the perception and implementation of Islamic Work Ethics (IWE), Organizational Culture (OC), and Job Involvement (JI) within Sharia-compliant banks. This study comprises a threefold examination. Firstly, it scrutinizes the immediate influence of IWE on JI. Secondly, it delves into the mediating role of OC in the relationship between IWE and JI. Lastly, it explores the direct influence of IWE on OC and the subsequent impact of OC on JI. The research cohort consisted of 151 employees from Bank Rakyat Indonesia (BRI) Syariah (now Bank Syariah Indonesia (BSI)) in Banda Aceh, Indonesia. Primary data were collected through the distribution of questionnaires and analyzed using a Structural Equation Modeling (SEM) framework with the Application Analysis of Moment Structures (AMOS). The findings revealed that: (1) IWE exerts a relatively modest direct impact on JI, (2) OC emerges as a pivotal factor mediating the influence of IWE on JI, and (3) IWE has a direct and significant effect on OC, subsequently affecting JI. These multifaceted findings are comprehensively explored and discussed in the ensuing discourse.

Work-Life Balance of Working Mothers in the Healthcare Industry in Riyadh, Saudi Arabia

This article investigated the work-life balance of working mothers in the healthcare industry in Riyadh, Saudi Arabia. It aimed at identifying the factors contributing to family-work conflict (FWC) (the impact of the family on the work) and work-family conflict (WFC) (the impact of the work on the family) among working mothers and deciding which measures dictate a negative impact on work or home, WFC or FWC. It utilized Netemeyer et al.’s (1996) WFC and FWC Scale to examine which areas cause the most conflict for working mothers. A descriptive survey research design was applied, and 80 respondents were chosen for analysis. The results revealed that many factors contribute to WFC among working mothers. For example, the time the job requires makes it difficult to fulfill family responsibilities. Moreover, many factors contribute to FWC among working mothers, such as home life interfering with the responsibilities at work, such as arriving at work on time, accomplishing daily tasks, working overtime, and having to postpone tasks at work because of family or spouse/partner demand. Finally, the impact of work on the family is higher than that of family on work. In the light of the results, the researcher recommended holding training courses in effective time management, stress management, and burnout prevention to help working mothers in the private sector. Shareholders, decision-makers, and bodies interested in work-life balance can benefit from the results to develop programs and plans that help working mothers in the healthcare industry. Therefore, further studies are required to dig deeper and find if other measures have not been addressed in the research that may cause WFC and FWC. The researcher recommended investigating the benefits of work-life balance, how it affects the broader context, and how to improve it, investigating the impact of work–family conflict, stress, and family work conflict and job involvement, investigating the relationship between work-life balance and job satisfaction, and investigating the link between family economic status and work-family conflict.

Factors of Gig Job Involvement and the Effect on B40 and M40 Socio-economic Sustainability

The emergence of information and communication technology (ICT) creates new means that permit interaction between employers and employees via apps and systems. The gig economy has arisen as a key theme in a recent independent review of modern employment practices. However, most of the existing literature focused on the implications of growth in these arrangements for workers and their families. Realizing the importance of the research on job involvement for Malaysian citizens specifically among B40 and M40 to opt for gig work is still largely unexplored, hence, this study aims to explore the factors influencing the involvement of a gig worker among B40 and M40 while examining the effect on the enhancement of the B40 and M40 segment’s socio-economic sustainability. Using a purposive sampling method, the data were collected through a survey among gig workers in Malaysia. A total of 1415 valid questionnaires were gathered from the gig workers in 14 states of Malaysia. Additionally, SPSS 28.0 was applied to test the hypotheses. The results indicated that circumstances, earnings, risk, prospects, and workload had a positive relationship with the B40 and M40 socio-economic sustainability while flexibility is not significant toward B40 and M40 socio-economic sustainability. The result also shows that there is a significant difference between B40 and M40 income groups toward socio-economic sustainability. Findings from this study contributed new knowledge on the gig economy in Malaysia. The research also assists policymakers in understanding holistically the current job scenario of gig workers to formulate policies, incentives, and development programs.

An ensemble learning model for predicting the intention to quit among employees using classification algorithms

Employees are often more likely to use social media for job searching, which sometimes causes withdrawal behaviour. This study proposes an ensemble learning model for predicting the intention to quit (IQ) based on selected features, such as job Involvement (JI), organizational commitment (OC), activities on professional networking sites (APNS), and updating profiles on job portals (PJP). The Receiver Operator Curve (ROC) examines the model’s accuracy. We show the best relationship to predict intention to quit is between activities on professional networking sites and updating one’s profiles on job portals on social media. Seven classification algorithms of Gradient Boosting, Random Forest, K-Nearest Neighbour, Logistic Regression, Neural Network, Support Vector Machine, and Naïve Bayes are used to build the classification model. In addition, four combinations of the above-mentioned methods are used to construct an ensemble learning classification model. The performance comparison indicates that the combination of Gradient Boosting, Logistic Regression, and K-Nearest Neighbour produced the best ensemble learning model for predicting the intention to quit. The study’s contribution incorporates the stimulus organism response theory to predict the intention to quit through information gain, emphasizing social media features. Based on these features, the classification tool is utilized to identify between those who intend to resign and those who do not.

How Does Commitment Affect Employee’s Innovative Behavior? A Time-Lagged Study

The employee’s innovative behavior plays an important role in the process of hotel operation. The purpose of this study was to examine the mechanisms by which hotel industry employees’ commitment affects innovative behavior, examining the mediating role of job involvement and the moderating role of superior-subordinate guanxi (SSG). The study collected 127 hotel supervisors’ questionnaires and 694 hotel employees’ questionnaires from Shandong Province. Results show that employees’ organizational and supervisor commitments would affect their innovative behavior, whereas job involvement plays as a mediating role. Moreover, SSG present a moderating effect onto employees’ job involvement and innovative behavior. Employees with high SSG show a better innovative behavior on low job involvement than those with low SSG on a high job involvement. Our research has enriched and expanded the study of innovative behavior and SSG, and is an important guide for managers in the hospitality industry.

Comparison on the Influences of Personal Characteristics as Antecedents of Learning Agility

As cutting-edge technologies such as generative AI are advancing rapidly, many people are looking for answers to the question of what abilities or skills are essential for organizational members. Learning agility can be presented as a candidate because it refers to attitudes or abilities that are required to quickly identify and acquire the knowledge and skills needed in a new situation. The purpose of this study is to identify personal characteristics that can predict learning agility and compare the influences of each factor. In this study, core self-evaluation (a construct that encompasses self-esteem, self-efficacy, internal locus of control, and emotional stability), emotional intelligence, job involvement, person-job fit, and LMXSC were selected as antecedents of learning agility because they cover perceptions on different domains and are related to job attitudes and performance. Analyzing data collected from 260 employees working in subsidiaries of a conglomerate, the researcher discovered that EI and job involvement significantly explain learning agility after controlling for other factors and that EI has a significantly stronger effect on learning agility than person-job fit and LMXSC. This study has significance because it contributes to the development of a holistic theoretical model of learning agility and shows which factors should be focused on while designing learning agility development programs