Organisational Behaviour (MNG82001)

Assignment 1 (Part B)
1. Define the meaning of Job Involvement and explain how it contributes to positive
Organisational outcomes?

Job involvement is a major factor in current perspective of organisational maintenance; it

provides an all-round development to the organisations. In the current scenario, organisations
are using engaged employees as an important tool for development and improve business
operations in a major way. According to the views of Bedarkar and Pandita (2014), physical,
competitive and over all development of employees are some of the major areas that
organisations take in to account in order to facilitate involved employees and their
contributions to the organisation. an engaged employee is important asset to the organisations
as it has all the major qualities like leadership, communication and work life balance. It helps
the organisations to build a better and organised work environment and thus correlate with
the developmental perspectives of employment. In addition to this, a more engaged employee
is able to contribute more to the development of an organisational setup as they are mentally
and emotionally satisfied with the nature of work they are attached to. Factors such as
employee growth, empowerment, welfare and development of interpersonal relationships are
directly proportional to the association of engagement in basic operational theories related to
an organisational. The 10 c’s which are Confidence, Connect, Clarity, Convey, Career,
Congratulate, Contribute, Control, Collaborate, and Credibility related to employee
engagement are highly influential in terms of organisational development. The proposed
integrated model of employee engagement is highly effective in order to facilitate the over all
development and that includes employee involvement as an important factor. Inspiration,
vision, decisive and team-orienteers are important associations that play a major role in
developing the organisation and its relatively assigned progress. The most important impact
that engagement has over an employee is that it helps them to develop the required leadership
qualities which are very crucial for any progress at organisational level.

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2. Describe the relationship between Job Involvement and Job Performance.

Job involvement is an important driving force that leads to the achievement of required
performance standards. According to the views of Wang et al. (2015), involvement acts as a
catalyst in developing performance standards and also achieves them. An involved employee
is more satisfied and thus can perform in a much more organised and effective manner in
order to achieve their individual as well as organisational goals. Different sets of performance
levels are associated with the availability of various stages of job involvement. Job
involvement helps in relating the employee attitudes with organisational performance
perspectives and goals in order to achieve the set standards of development. According to the
views of Joseph et al. (2015), a significant amount of behavioural changes can be observed
between involved employees and distracted ones. This change is not only reflected in work
related behaviour but it can also be observed in general organisational behaviours. Say, Stay
and Strive are the three important factors that are related to job involvement and clearly relate
with job performance. In addition to this, factors such as employer value proposition and
work reality are largely influenced by the involvement factors and thus have a higher impact
over the performance perspectives all-around the organisational systems. An involved
employee is more likely to push their respective limits and attain a relative developmental
aspect for their personal and organisational development. Aspects such as opportunities and
alignment towards the progress are guided by a proper importance over the involvement
perspectives and employee dependency. This is a major reason that all of the major
organisational setups are concentrating over satisfying their workforce in order to enhance
their respective involvement and ultimately improve the productivity. Initially, a very scarce
amount of focus was provided over the job involvement but as soon as its effectiveness came
in to consideration, it gained huge importance among the human resource index of various
organisations.

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Reference List

Bedarkar, M. and Pandita, D., (2014). A study on the drivers of employee engagement
impacting employee performance. Procedia-Social and Behavioral Sciences, 133, pp.106-
115.

Wang, H.J., Lu, C.Q. and Siu, O.L., (2015). Job insecurity and job performance: The
moderating role of organizational justice and the mediating role of work engagement. Journal
of Applied Psychology, 100(4), p.1249.

Joseph, D.L., Jin, J., Newman, D.A. and O'boyle, E.H., (2015). Why does self-reported
emotional intelligence predict job performance? A meta-analytic investigation of mixed
EI. Journal of Applied Psychology, 100(2), p.298.