Job Involvement – Coursework Example
Job involvement- Psychology Lecturer In response to Staci and Natalie posts, I will share an insight from the posting explaining on how job involvement differs from organizational commitment and job satisfaction. According to Natalie post, job involvement entails the magnitude at which an employee identifies with their job, and positive and proactive job involvements determine the magnitudes at which an employee determines with their job. This is true as according to Sonnentag & Kruel (2006) that states that the active participation of an employee’s job and their perception of job performance is essential for the employees self-worth. When the employee is involved in their job, they see their job as an important part of their self-concept, and the job defines the employee’s self-concept in a major way. This is further expounded in Staci posting that states that job involvement as the degree to which to which an individual is psychologically identified with their job as well as the connection that the individual makes to their job and the values that it brings.
Natalie further stipulates that organizational commitment is the aspect of an employee having both moral and emotional component at the workplace. This is very similar according to Herscovitch & Meyer (2002) who define organizational commitment as the responsibility strength that an employee possesses in attaining the organizational goals. As well, job satisfaction is essential as it provides the general attitude towards an employee’s job or with respect to the specific job dimensions. According to Stacie posting, role conflicts affects job involvement as a result of the time constraints that are connected to other commitments.
Role conflict leads to employee’s loss of job involvement, loss of organizational commitment, tension and anxiety and lack of organizational confidence due to the employee’s inability of influencing decision-making. A very common behavioral response that results from role conflict is the avoidance of individuals within the organizational causing the conflict that also results in a low job satisfaction. Moreover, inter-role conflicts resulting from incompatibility of different role expectations reduces the individual’s job involvement and needs to be addressed to enhance the employee’s job involvement (Zatz, 1996).
Herscovitch, L., & Meyer, J. P. (2002). Commitment to organizational change: extension of a three-component model. The Journal of Applied Psychology, 87, 474–487. doi:10.1037/0021-9010.87.3.474
Sonnentag, S., & Kruel, U. (2006). Psychological detachment from work during off-job time: The role of job stressors, job involvement, and recovery-related self-efficacy. European Journal of Work and Organizational Psychology. doi:10.1080/13594320500513939
Zatz, D. (1996). Job involvement and identity. Retrieved from http://www.toolpack.info/articles/job-involvement.html