Low Job Involvement Research Articles

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.

Why do teachers leave? A comprehensive occupational health study evaluating intent‐to‐quit in public school teachers

AbstractPurposeUtilizing data from an online comprehensive occupational health survey, this study aimed to systematically evaluate the factors most strongly associated with intent‐to‐quit the profession for public school teachers.MethodsA total of 2,588 teachers from 46 Texas school districts responded to a comprehensive occupational health survey. Univariate and multivariate analyses were conducted to identify specific demographic, occupational, and health factors associated with intentions to quit the teaching profession within 1 year.ResultsTeachers with fewer years’ experience and alternative certificates were more likely to quit the profession. Teachers with lower organizational commitment, lower job involvement, lower perceived support, lower job control, poorer school climate, and more school problems indicated higher likelihood of leaving the profession. Poorer mental quality of life, higher levels of stress, and the presence of major depression, panic disorder, anxiety disorder, and somatization disorder were significantly related to higher intentions to quit (all ps < 0.05). The key factors related to intent‐to‐quit to be low organizational commitment, low job control, female gender, and the presence of major depressive disorder.ConclusionsWhile some of the factors associated with intent‐to‐quit are not modifiable, interventions focusing on improving workplace factors, decreasing stress, and improving mental health may help reduce attrition for public school teachers.

Does Organizational Justice Modify the Association Between Job Involvement and Retirement Intentions of Nurses in Finland?

Given the growing aging population in Finland, retaining health staff to care for them is important. In an exploration of predictors of quitting before the typical retirement age, which ranges from 63 to 68 years in Finland, we examined whether organizational justice moderated the association between job involvement and retirement intentions among nurses 50 years and over. The sample was 446 nurses (70% practical nurses) working in 134 assisted living facilities providing 24-hour care for older residents in Finland. Job involvement was measured with the Job Involvement Questionnaire, and organizational justice with a scale that tapped its three dimensions: distributive justice, procedural justice, and interactional justice. In covariance analyses, low organizational justice and low job involvement were associated with a higher likelihood of retirement intention. Both interactional justice and procedural justice moderated the association of job involvement with retirement intentions. Among nurses with low job involvement, those who experienced unjust treatment, that is, low interactional justice, and evaluated organizational procedures as unjust had significantly stronger retirement intentions than nurses with high levels of interactional and procedural justice. Distributive justice was associated with retirement intentions in both high and low job-involved respondents. Organizational justice may act as a buffer against retirement intention as one consequence of nurses' low job involvement. © 2016 Wiley Periodicals, Inc.

Effect of Organizational Change on Employee Job Involvement: Mediating Role of Communication, Emotions and Psychological Contract

The purpose of the current paper is to provide a conceptual framework for studying the impact of organizational change on employee job involvement while communication, emotions and psychological contract plays mediating role in this relationship. The current study conceptualize that organizational change followed by effective communication generate the positive emotions which ultimately increase the employee job involvement where as organizational change with ineffective communication causes negative emotions which results in low employee job involvement. The study also founds that organizational change may break the psychological contract between employee and employer which reduces the employee job involvement.

Insecurity and shiftwork as characteristics of negative work environment: psychosocial and behavioural mediators

This paper is a report of an investigation into whether insecure work contract and shiftwork are associated with reduced wellbeing indicators, such as psychological distress, low job involvement and low work ability. Insecure work contracts and shiftwork have repeatedly been found to contribute to the development and continuation of negative outcomes among healthcare professionals. In particular, nurses are generally considered as being at high risk of work-related stress and reduced wellbeing. Cross-sectional survey data from the Finnish Health Care Professional Study collected in 2006 were used. The random sample of Finnish Registered Nurses comprised 2100 women and men aged 22-65 years. Information on the work contract and shiftwork were self-reported. The wellbeing indicators used were psychological distress (GHQ-12), work ability and job involvement. Psychosocial work characteristics were measured using the Job Content Questionnaire and an organizational justice scale. Variance and linear regression analyses showed that insecure work contract was associated with lower work ability and job involvement. Shiftwork was related to psychological distress, low job involvement and low work ability. Support for a mediating role of job demands and job control and a moderating role of relational justice was obtained. To reduce the negative effects of environmental stressors, such as insecure work contract and shiftwork, it may be better to focus on improving psychosocial work characteristics than on nurses' health-related behaviour.

Die Messung der Inneren Kündigung. Ein Vorschlag zur Operationalisierung mit Bezügen zur angloamerikanischen Personalforschung

Der Begriff Innere Kündigung ist inzwischen über die personalwirtschaftliche Fachliteratur hinaus verbreitet. Dem Konstrukt fehlen jedoch bislang eine Konzeption, die sich theoretisch von der ähnlicher Konzepte (z.B. Arbeits(un)zufriedenheit) unterscheidet und eine empirische Basis, die nicht nur auf sehr wenigen Studien mit jeweils unterschiedlichen Instrumenten beruht. In dieser Arbeit wird Innere Kündigung in Anlehnung an die Beschreibungen Höhns rekonstruiert und mit dem Ziel operationalisiert, Innere Kündigung von ähnlichen Konzepten abgrenzbar zu machen. Dabei wird durch einen Vergleich der Merkmale von Innerer Kündigung und Involvement sowie Commitment gezeigt, inwieweit mit den angloamerikanischen Konzepten und zugehörigen Instrumenten Phänomene thematisiert bzw. gemessen werden, die auch in der deutschen Diskussion zur Inneren Kündigung zentral sind. Eine an den von Höhn beschriebenen Phänomenen orientierte Zusammenstellung von Skalen wird an einer Stichprobe von N=333 Lehrern aus wirtschaftsberuflichen Schulen in BadenWürttemberg getestet.

Antecedents of workplace emotional labor dimensions and moderators of their effects on physical symptoms

The present study distinguished between two modal emotional display rules, demands to express positive efference and demands to suppress negative efference, that partially constitute the work roles of many employees. Perceived demands to express positive emotion were positively related to health symptoms primarily among those reporting: (1) lower identification with the organization; (2) lower job involvement; and (3) lower emotional adaptability. The effects of various personality traits and situational variables on perceived emotional labor differed depending on the nature of the emotional labor. The findings are discussed in terms of implications of emotional labor for health and practices through which organizations might intervene to minimize its unhealthful consequences among employees. We also attempt to reconcile the findings with some of the related research in psychology suggesting that some forms of required efference may have salutary physiological consequences. Copyright © 2000 John Wiley & Sons, Ltd.

Antecedents of workplace emotional labor dimensions and moderators of their effects on physical symptoms

The present study distinguished between two modal emotional display rules, demands to express positive efference and demands to suppress negative efference, that partially constitute the work roles of many employees. Perceived demands to express positive emotion were positively related to health symptoms primarily among those reporting: (1) lower identification with the organization; (2) lower job involvement; and (3) lower emotional adaptability. The effects of various personality traits and situational variables on perceived emotional labor differed depending on the nature of the emotional labor. The findings are discussed in terms of implications of emotional labor for health and practices through which organizations might intervene to minimize its unhealthful consequences among employees. We also attempt to reconcile the findings with some of the related research in psychology suggesting that some forms of required efference may have salutary physiological consequences. Copyright © 2000 John Wiley & Sons, Ltd.

Wedded to the job: moderating effects of job involvement on the consequences of job insecurity.

Two hundred eighty-three public-sector employees experiencing a workplace reorganization completed surveys assessing the relationships between job involvement and job insecurity on self-report measures of psychological, behavioral, and physical outcomes. Using C. L. Hulin's (1991) job adaptation theory, differential predictions were made regarding the specific outcomes of job insecurity for high job involvement versus low job involvement employees. Results indicate that employees who were highly invested in their jobs were most adversely affected by job insecurity. Specifically, they reported more negative job attitudes, more health problems, and a higher level of psychological distress than their less involved counterparts when they perceived their jobs to be threatened.

Parenting style in relation to pathogenic and protective factors of Type A behaviour pattern.

Studies of type A behaviour pattern suggest that it can be promoted as a whole by certain parental rearing styles. However, the association of the different components of the type A behaviour with specific rearing practices has not been clarified. The relationship between parents' rearing style and the different type A behaviour components of their children was analysed in a sample of 312 university students. Parental rearing style was assessed with the EMBU, a Swedish measure originally designed to assess one's recollections concerning one's parents rearing behaviour. Type A pattern was measured by the JAS, a self-administered questionnaire that gives the global type A score and three of its components. Hard Driving was related to Rejection and Favouring Subject in males. Speed-Impatience was related to Rejection and Control in both sexes, and Job Involvement was related to Control and Favouring Subject in females. In a discriminant factor analysis in males, Rejection, Control and Favouring Subject on the part of fathers classified correctly 80% of the subjects identified as having high or low Speed-Impatience and the variables of Rejection and Favouring Subject (also by fathers) classified correctly 69.23% of the subjects identified as high or low Hard Driving. In females, Control and Favouring Subject on the part of mothers and low Rejection by fathers classified correctly 70.37% of the subjects with high or low Job Involvement. These results suggest that different rearing characteristics are related to the various components of the type A behaviour pattern.

The Relation between Religious Motivation and Work-Related Variables Amongst Agricultural Workers

Allport's (1966) constructs of intrinsic and extrinsic religiousness formed the basis of the study. A questionnaire containing scales to measure intrinsic religious motivation (IRM; abbreviated from Hoge, 1972), extrinsic religious orientation (ERO; Feagin, 1967), qualitative workload, powerlessness, role ambiguity, participation in decision-making, job satisfaction, job involvement, organizational commitment, conscientiousness, neuroticism, and sense of coherence, was administered individually and orally in Afrikaans. The respondents were 149 so-called ‘coloured’, male workers on farms in the Western Cape Province. The sample was chosen in view of past experiences that indicated that they tend to be strongly pious. Factor analyses were performed to purify some scales. ERO showed too low a coefficient alpha and too high a correlation with IRM to warrant reporting results. Other coefficients alpha were acceptable. IRM correlated significantly with role ambiguity, job dissatisfaction and emotional stability. A stepwise multiple regression analysis, relating the other-than-religious variables to IRM, produced a model in which job dissatisfaction, role ambiguity, weak conscientiousness, low participation in decision-making and low job involvement (in this sequence) explained 18% of common variance. Associations with IRM were thus distressful and did not favour productivity.

Mentoring as an antidote to stress during corporate trauma

AbstractThis article examines mentoring as a potentially useful resource in an organization's adaptation to global competition and the need for improved learning capabilities. We were surprised to find that mentoring relationships were perceived as more desirable under conditions of corporate stress, low job challenge, and low job involvement. We were further surprised to find that individuals in early and later career stages were as likely, or more likely than, their midcareer colleagues to embrace the mentoring role. Thus, it appears that mentoring may be more readily available as an antidote to stress than previously considered, and that it may be an important form of coping with the stressful, nonrewarding conditions that typically characterize corporate downsizing. Not only is mentoring an important form of promoting development (for self and for others), but it also may represent a valuable vehicle for social support and learning during times of major corporate change.

Relationship Between Sex Role Conflict and Work-Related Variables: Gender and Hierarchical Differences

Abstract Subjects were 200 managerial and nonmanagerial American women and men (112 female, 88 male) who were tested for degree of sex role conflict (SRC) and various work-related attitudes and outcomes. Both gender and hierarchical differences were analyzed. Results showed that SRC was related to low job involvement for managerial women but not for nonmanagerial women or for men at any rank; it was negatively correlated with professional commitment for both female and male managers but not for nonmanagerial subjects of either sex. Overall, women scored higher than men in SRC but were not significantly different in levels of job involvement, job satisfaction, organizational commitment, professional commitment, or propensity to leave the organization. Managerial women scored higher in SRC than nonmanagerial women.

Job involvement as a moderator variable in the life events stress–illness relationship

AbstractIt is hypothesized that the relationship between life events and reported symptoms of psychological and physical illness is moderated by the extent to which a person is job‐involved. Analysis of the data in a sample of employed men shows large correlations between a measure of life events and reported symptoms for men with low job involvement, substantially higher than where the men are highly job‐involved.

Job Involvement as a Moderator of Work Environment-Job Satisfaction Relationships

Although job involvement is a construct which has received appreciable empirical investigation, many questions still exist as to its influence on the perception of environmental conditions and on environment-satisfaction relationships. The purposes of the present research were to examine relationships between job involvement and perceived environmental conditions (operationalized in the form of organizational climate measures) and to investigate moderating effects on climate-satisfaction correlations. 80 hourly employees at an electrical equipment manufacturing plant responded to a questionnaire containing measures of job involvement, job satisfaction, and organizational climate. Although job involvement was independent of climate perceptions, it did serve as a potent moderator of climate-satisfaction relationships; the high job-involvement group evidenced significant climate-satisfaction correlations in nine of 13 cases compared to only one for the low job-involvement group.

Career Planning for Employee Development

Surveys show that employees at all levels lack explicit career objectives and plans. But increasing awareness of the need for career planning is developing as psychologists and managers identify the contributions that career planning can make in increasing the meaning and purpose of work for the individual, as well as reducing the costly problems of low job involvement and high turnover for the employer. The authors describe and evaluate several strategies available to management in this area.

DETERMINANTS OF JOB INVOLVEMENT: INDIVIDUAL VS. ORGANIZATIONAL: AN EXTENSION OF THE LITERATURE.

Research on job involvement has been limited. The determination of job involvement has been attributed to individual/socialization and organization/environment variables. Job involvement has been related to satisfaction and performance. The research that has been done, however, has produced inconsistent results. The present study was an attempt to extend the knowledge of job involvement. Job involvement was examined as a dependent variable, a moderating variable and as a variable related to several attitudinal and behavioral variables. The results suggested that an employee's level of job involvement was determined as much by individual as organizational variables. Job involvement was positively related to all measures of satisfaction but unrelated to average effort and average performance. When job involvement was used as a moderator variable, employees with low job involvement had more extreme react to organizational phenomena than did employees with high job involvement. This research also reported the relative importance of each determinant of job involvement and suggested methods which organizations can use to significantly affect the level of job involvement of their employees.