Relevant bibliographies by topics / Work and job involvement

Contents

  1. Journal articles
  2. Dissertations / Theses
  3. Books
  4. Book chapters
  5. Conference papers
  6. Reports

Academic literature on the topic 'Work and job involvement'

Author: Grafiati
Published: 4 June 2021
Last updated: 11 February 2022

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Journal articles on the topic "Work and job involvement"

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Nurna Dewi, Nuning, Ach Fathoni Rodli, and Fitri Nurhidayati. "Effect of Work Engagement, Work Environment and Work Spirit on Teacher Satisfaction." International Journal of Business, Technology and Organizational Behavior (IJBTOB) 1, no. 3 (June 9, 2021): 226–40. http://dx.doi.org/10.52218/ijbtob.v1i3.97.

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This study aims in general to prove and analyze the effect of work involvement, work environment and work morale on teacher job satisfaction at SDN Aeng Beje Kenek. The population of this study were all permanent teachers at SDN Aeng Beje Kenek IV, Kecamatan Bluto recorded in mid-2013 with a total of 80 people. the following results are obtained: (1) The three independent variables, namely work involvement, work environment and morale have a significant positive effect on teacher job satisfaction at SDN Aeng Beje Kenek IV Kecamatan Bluto, thus proving that the three independent variables simultaneously have a significant effect on teacher job satisfaction. (2) Involvement work has a positive effect on teacher job satisfaction. The regression coefficient of 0.3677 shows, if there is an increase in work involvement by 1 point, it will increase teacher job satisfaction by 0.3677 points. Although it has a positive significant effect, job involvement has the smallest effect on teacher job. (3) The work environment in this study has a positive and nutritious effect on teacher job satisfaction. (4) Morale is the most effective and greatest in increasing job satisfaction of a teacher. Keywords: work involvement, work environment, Satisfaction
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Hans Setiadi Wijaya, Nikodemus. "Linking job dissatisfaction, learning motivation, creative work involvement, and proactive personality." Problems and Perspectives in Management 17, no. 1 (February 6, 2019): 32–41. http://dx.doi.org/10.21511/ppm.17(1).2019.04.

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This study examines the links among job dissatisfaction, intrinsic and extrinsic learning motivation, and creative work involvement (CWI). It also investigates the moderating effect of proactive personality. The research data were obtained from two surveys conducted four months apart involving 271 employees. Negative impacts of job dissatisfaction on (1) intrinsic learning motivation and (2) CWI were discovered. Positive impacts of both intrinsic and extrinsic learning motivation on CWI were found. Intrinsic learning motivation mediated the relationship between job dissatisfaction and CWI. In addition, proactive personality played moderating roles in the relationships between job dissatisfaction and (1) intrinsic learning motivation, extrinsic learning motivation and (2) CWI.
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Johari, Johanim, and Khulida Kirana Yahya. "Job characteristics, work involvement, and job performance of public servants." European Journal of Training and Development 40, no. 7 (August 1, 2016): 554–75. http://dx.doi.org/10.1108/ejtd-07-2015-0051.

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Purpose The primary purpose of this study is to assess the predicting role of job characteristics on job performance. Dimensions in the job characteristics construct are skill variety, task identity, task significance, autonomy and feedback. Further, work involvement is tested as a mediator in the hypothesized link. Design/methodology/approach A total of 256 public servants reported on their job characteristics and work involvement while supervisory ratings were used to assess their level of job performance. SPSS version 14 and AMOS 16 were used for statistical analyses of the data. A hypothesized structural equation model was tested to examine both direct and indirect influence of job characteristics on job performance. Findings The findings revealed that task significance and feedback significantly influence job performance and the relationships are mediated by work involvement. Skill variety, however, has a significant and direct influence on public servants’ job performance. Research limitations/implications The research results have provided support for the key theoretical propositions. Specifically, this study has managed to substantiate some empirical evidences in partial support of the job characteristics theory. Practical implications As for practical implication, the significant and positive impact of skill variety, task significance and feedback on job performance suggests the importance of these job characteristics dimensions in promoting high level of job performance among public servants. Originality/value This study aims to provide additional empirical evidence in support of the job characteristics theory. The theoretical framework of this study managed to substantiate empirical evidence in partial support of the job characteristics theory.
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Mohr, Robert D., and Cindy Zoghi. "High-Involvement Work Design and Job Satisfaction." ILR Review 61, no. 3 (April 2008): 275–96. http://dx.doi.org/10.1177/001979390806100301.

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Kong, Edwina, Zaiton Hassan, and Nur Fatihah Abdullah Bandar. "The Mediating Role of Leisure Satisfaction between Work and Family Domain and Work-Life Balance." Journal of Cognitive Sciences and Human Development 6, no. 1 (March 31, 2020): 44–66. http://dx.doi.org/10.33736/jcshd.1603.2020.

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This study aimed to determine the mediating role of leisure satisfaction between work domain (work overload and job involvement), family domain (family workload and family support) and work-life balance among teachers in Kuching. Fifty employees responded to the self-administered questionnaire in one of a primary school in Kuching area. Data was analyzed Pearson Correlation, Regression and Sobel Test. Results indicated that work overload and family workload are negative and significantly influence employee work-life balance while job involvement and family support are positive and significantly effect work-life balance. This research revealed work overload, job involvement, family workload, family support, and work-life balance are partially mediated by leisure satisfaction. Thus, it is recommended for organizations to organize variety of leisure activities as a strategy to assist employees to improve work-life balance. Keywords: Work overload; Job involvement; Family workload; Family support; Leisure satisfaction; Work-life balance
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Shamir, Boas. "Protestant work ethic, work involvement and the psychological impact of unemployment." Journal of Organizational Behavior 7, no. 1 (January 1986): 25–38. http://dx.doi.org/10.1002/job.4030070105.

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Arjuni, Rifka Fadhiilah, Aditya Nanda Priyatama, and Pratista Arya Satwika. "Quality of work-life in employees experiencing a job-skill mismatch." Psikohumaniora: Jurnal Penelitian Psikologi 4, no. 2 (October 21, 2019): 171. http://dx.doi.org/10.21580/pjpp.v4i2.2734.

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<p align="justify">Abstract: Quality of Work-life (QWL) in an employee is an important aspect to which a company needs to pay much attention, moreover if the employee experiences a job-skill mismatch. This study aimed to test the effect of job involvement and perceived happiness simultaneously and partially on the quality of work-life in an employee who experiences a job-skill mismatch. The instruments used for collecting data were the QWL scale, job involvement scale, and perceived happiness scale. The subjects of this study were 64 employees. The method of data analysis was the multiple regression analysis. The result of this study showed that job involvement and perceived happiness simultaneously affected QWL (r=0,763; p=0,000). Partially job involvement also had an effect on QWL (r=0.64; p=0,000) and perceived happiness on QWL (r=0,261; p=0,039). Simultaneously, the contribution of job involvement and perceived happiness to the QWL of the employees with a job-skill mismatch was 56.9%. It means that the higher the rate of job involvement and perceived happiness, the higher the quality of work-life an employee with a job-skill mismatch has, and vice versa.</p>
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Liu, Jianhong, Eric G. Lambert, Thomas Kelley, Jinwu Zhang, and Shanhe Jiang. "Exploring the Association Between Work–Family Conflict and Job Involvement." International Journal of Offender Therapy and Comparative Criminology 64, no. 8 (December 24, 2019): 791–817. http://dx.doi.org/10.1177/0306624x19896463.

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Past research among U.S. correctional staff has found that work–family conflict has negative outcomes such as decreasing job satisfaction, decreasing organizational commitment, and increasing job stress. Little empirical research has addressed the association of the specific types of work–family conflict with job involvement. The present study contributes to the literature by separately analyzing the relationship of the four specific major types of work–family conflict (time-based conflict, strain-based conflict, behavior-based conflict, and family-on-work conflict) with job involvement among surveyed staff at two Chinese prisons. Job involvement varied by the type of work–family conflict. Specifically, time-based conflict and strain-based conflict had nonsignificant association with job involvement, but behavior-based and family-based conflicts had significant negative associations.
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Elloy, David F., and Willbann D. Terpening. "An empirical distinction between job involvement and work involvement: Some additional evidence." Canadian Journal of Behavioural Science/Revue canadienne des sciences du comportement 24, no. 4 (1992): 465–78. http://dx.doi.org/10.1037/h0078759.

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Marwan, Marwan, Istib Saroh, Fadhliah M. Alhadar, and Jannati T. "The The Roles of Empowerment and Work Involvement on Job Satisfaction and Performance." Jurnal Bisnis Terapan 4, no. 2 (December 18, 2020): 199. http://dx.doi.org/10.24123/jbt.v4i2.2809.

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The aims of this study was to reveals the roles of empowerment and work involvement on job satisfaction and its impact on the performance of employees in the Ternate Agriculture Agency. The approach used in this study was a quantitative approach. The research designs were surveys and questionnaires. The population and sample in this study were the agricultural officials of Ternate City, totaling 135 employees, using the census method. Method of data analysis was Smart PLS 3.0. The results indicated that 1) empowerment had a direct positive and significant effect on job satisfaction, 2) job involvement had a direct positive and significant effect on job satisfaction, 3) job satisfaction had a direct positive and significant effect on employee performance, 4) empowerment had a direct positive and significant effect on employee performance, 5) job involvement had a positive and significant effect on performance, 6) job satisfaction mediated on the effect of empowerment on employee performance and 7) Job satisfaction mediated the effect of work involvement on employee performance.
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Dissertations / Theses on the topic "Work and job involvement"

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Rose, Dennis Michael. "Human Resources, High Involvement Work Processes and Work Outcomes: An Exploratory Study." Queensland University of Technology, 2005. http://eprints.qut.edu.au/16044/.

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This research investigated the relationships between involvement-oriented human resource practices and work outcomes, mediated by high involvement work processes. The goal was to use an involvement framework - comprised of the elements of power, information, rewards, knowledge, and a fifth element developed for this thesis, integration - to select human resource practices that impact on work outcomes, and to develop an understanding of intervening involvement processes. Data was collected from 200 work groups in a public sector organization of 4,300 employees, engaged in large infrastructure projects, including bridge and road construction and maintenance. Group-levels of human resource practice implementation were collected through surveying a sample of employees from each work group. Data on work outcomes and high involvement work processes were collected three months later through an organizational survey of all 4,300 employees. This process was repeated 12 months later to identify the unique effects of human resource practices and investigate causal relationships and lagged effects. Involvement-oriented human resource practices were found to impact significantly on work outcomes. High involvement work processes explained significant variance in outcomes and mediated the relationship between HR practices and outcomes. Longitudinal analyses supported the existence of lagged effects of involvement-oriented human resource practices on high involvement work processes, and high involvement work processes on work outcomes. The research supports the utility of an involvement framework for practice selection and for explaining mediating processes on work outcomes.
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Robinson, Sean D. "The Roles of Job and Work Involvement in the Employee Turnover Process." Ohio University / OhioLINK, 2011. http://rave.ohiolink.edu/etdc/view?acc_num=ohiou1306247829.

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Kostek, John A. "Work Centrality: A Meta-Analysis of the Nomological Network." Bowling Green State University / OhioLINK, 2012. http://rave.ohiolink.edu/etdc/view?acc_num=bgsu1339525599.

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Yip, Wai-ling. "A study of job satisfaction and job involvement of assistant social work officers in the Social Welfare Department." Click to view the E-thesis via HKUTO, 2003. http://sunzi.lib.hku.hk/hkuto/record/B31979476.

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Yip, Wai-ling, and 葉渭玲. "A study of job satisfaction and job involvement of assistant social work officers in the Social Welfare Department." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2003. http://hub.hku.hk/bib/B31979476.

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Torstensson, Anette. "Arbetsmotivation - en jämförande studie på ett svenskt företag." Thesis, Mälardalen University, School of Sustainable Development of Society and Technology, 2009. http://urn.kb.se/resolve?urn=urn:nbn:se:mdh:diva-7790.

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Känslan av att man alltid ska vara produktiv är medfödd hos oss människor. Att få de anställda att vara motiverade och därmed prestera bra på arbetet är något som blivit en utmaning för arbetsgivarna, eftersom många arbetstagare numera söker arbetstillfredsställelse på andra sätt än bara genom det faktum att man får lön för mödan. För att undersöka huruvida arbetsmotivationen skiljer sig beroende på kön, tjänst och arbetslivserfarenhet genomfördes en enkätundersökning på ett medelstort svenskt företag. Enkäten innehöll fem frågeområden som tillsammans mäter arbetsmotivation. Deltagare var 64 anställda, varav 48 män och 16 kvinnor. Resultaten visade att män värderade engagemang högre än kvinnor gällande arbetsmotivation. I övrigt visade resultaten inga signifikanta skillnader i arbetsmotivation mellan grupperna vilket kan tolkas som att de anställda på det aktuella företaget utgjorde en homogen grupp med likvärdig arbetsmotivation.

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Ho, Chin-Chih. "A study of the relationships between work values, job involvement and organisational commitment among Taiwanese nurses." Queensland University of Technology, 2006. http://eprints.qut.edu.au/16421/.

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Aim: The aim of this study is to investigate the relationship between work values, job involvement and organisational commitment among Taiwanese nurses in Taiwan. The objectives of this study are to: (1) describe the work values of Taiwanese nurses; (2) describe the job involvement of Taiwanese nurses; (3) describe the organisational commitment of Taiwanese nurses; (4) identify variables that affect work values, job involvement, and organisational commitment among Taiwanese nurses; and (5) identify the mediating effects of job involvement on work values and organisational commitment among Taiwanese nurses. Design: The study utilises a cross-sectional survey design. The sample consisted of RNs (N=1,047) recruited from a convenience sample in nine regional and teaching hospitals in Taiwan. Methods: Data was collected using a survey instrument consisting of 86 questions, including sociodemographic data, work values, job involvement, and organisational commitment. The data was analysed using descriptive bivariate analysis, Pearson Product Moment Correlation (PPMC), General Linear Model (GLM) analysis with random effect, and structural equation modelling (SEM). Findings: Four sociodemographic variables, age, SES (i.e., education status, personal income, and position) were shown to be partially statistically significant to work values, job involvement and organisational commitment. Subsequent GLM analysis were shown work values were positively related to job involvement and organisational commitment, and job involvement is positively related to organisational commitment. Results of the proposed model using SEM revealed that job involvement could play an important role with mediation, and that establishing a higher level of job involvement may be more important than focusing only on organisational commitment. Conclusions: This study has implications for organisations attempting to enhance organisational commitment through increased job involvement. It is anticipated that by improving these various factors the outcome will be reduced turnover and absenteeism and more effective organisations. A more effective organisational environment will be more conducive to good nursing practice.
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Mukondiwa, Steady. "Situational variables and related work attitudes and outcomes in a manufacturing concern in the Gauteng Province / Steady Mukondiwa." Thesis, North-West University, 2012. http://hdl.handle.net/10394/9182.

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The study was done to investigate the state of situational variables and how these variables affect work attitudes and subsequently intentions to quit in a manufacturing company in Gauteng Province. The study was carried out under normal business operating conditions without reinforcing any of the research variables within the period of the study. A stratified random sampling approach was used to carry out the study using a structured questionnaire developed from predictors used by other researchers. The questionnaire, based on a five-point Likert scale with situational variables such as learning and development, recognition, respect, appreciation, benefits and perks, salary, promotion, organisational support, perceived opportunity for rewards, fair leadership, organisational culture, working conditions, communication, trust and relationships and job security and work related attitudes such as organisational commitment, organisational citizenship, job satisfaction, job involvement, employee engagement and intentions to quit the organisation, was designed to capture the state of affairs within the organisation based on the employees’ percep tions of their experiences of these variables. Data was analysed using statistical analysis tools namely correlation and regression analysis. 200 questionnaires were issued and 111 were returned of which 103 were useable. The research data showed a moderate state of unhappiness with eight of the ten situational variables scoring below the midpoint signalling a need for the organisation to reinforce these variables. Work related attitudes were moderate and almost all scoring around the midpoint but intention to quit yielded a lower score. Correlations analysis showed statistically significant and strong positive relationships between situational work variables. Correlations also showed statistically significant medium to strong positive relationships between situational variables with work related attitudes. There was a statistically significant medium to strong negative relationship between intentions to quit and work related attitudes showing that as work attitudes improve intentions to quit decrease. The regression analyses showed that key situational work-related variables did predict work related attitudes and outcomes with perceived organisational support proving to be the most important predictor for all work related attitudes and outcomes; fair leadership were only a significant predictor for organisational citizenship behaviour and work engagement, while job security were only a significant predictor of job satisfaction, work engagement and intentions to quit. Organisational climate was also a significant predictor of organisational commitment, organisational citizenship and work engagement. Recommendations are provided for the organisation and for future research.
Thesis (MBA)--North-West University, Potchefstroom Campus, 2013.
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Seo, Jae Young. "Job involvement of part-time faculty: exploring associations with distributive justice, underemployment, work status congruence, and empowerment." Diss., University of Iowa, 2013. https://ir.uiowa.edu/etd/5057.

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For decades, higher education institutions have been increasingly reliant upon part-time faculty. As the role of part-time faculty in colleges and universities has evolved and gained prominence, it is increasingly important to gain a deeper understanding of their perceptions of job involvement considered as potential predictor of turnover and absenteeism. There are very few studies focusing on part-time faculty. Available research tends to be concerned with inequality in terms of income, benefits, working conditions, and opportunities for career advancement compared to full-time faculty, while perceptions of how distributive justice among part-time faculty members might be associated with their perceived levels of job involvement remain comparatively neglected. This study focused on exploring relationships between job involvement and other job-related variables, including perceived levels of distributive justice; whether or not part-time work status was voluntary or involuntary, or the position was primary or non-primary. Perceived levels of overqualified underemployment and perception of empowerment were also considered. The study population was drawn from an existing database. The target population of the study was 165 part-time faculty members in the continuing education field at higher education institutions in the United States. OLS regression, ANOVA, and path analysis were utilized to explore the relationships between job involvement and the other job-related variables among part-time faculty in the study. The analyses revealed that whether or not part-time work was voluntary, and the position was primary or non-primary did not significantly influence levels of job involvement. Furthermore, perceived distributive justice did not affect part-time faculty job involvement significantly. Levels of perceived distributive justice among part-time faculty members only influenced job involvement through empowerment. Empowering part-time faculty appears to be an essential element in efforts to enhance perceived levels of job involvement among part-time faculty.
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Ke, Yu-Jiuan, and 柯榆娟. "The study of perceived overqualification, job embeddedness, job involvement, work withdrawal." Thesis, 2012. http://ndltd.ncl.edu.tw/handle/94975900478902149981.

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碩士
國立彰化師範大學
人力資源管理研究所
100
Perceived overqualification has become a serious problem. Go through the education system, we expect the work condition would be related with the ability we have. Actually, it did not. Job involvement reflects the extent to which individuals are psychologically identified with his/her present work. Work withdrawal is unhappy employees use to either avoid certain aspects of work or to minimize time spent on tasks, while maintaining their organization and work role memberships. When someone has perceived overqualification, he/her would want to change the attitude and action to eliminate the uncomfortable percetion. In view of this, present study assessed the relationships among perceived overqualification, job embeddedness, job involvement and work withdrawal. There are 454 valid samples in the end. Results of hierarchical multiple regressions revealed: (1) Perceived overqualification has influence to work withdrawal; (2)The relationship between perceived overqualification and work withdrawal has been partial mediated by job involvement. Implication for practice and further research are discussed.
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Books on the topic "Work and job involvement"

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D, Pathak R. Organisational politics orientation as related to job satisfaction, job involvement and job anixiety among research and development personnel. Manchester: Manchester Business School, 1993.

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McKibben, Jennifer. Involvement of young people at work. London: Industrial Society, 1990.

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Bailey, Thomas R. Employer involvement in work-based learning programs. Berkeley, CA: National Center for Research in Vocational Education, University of California, 1999.

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The work challenge. 5th ed. London: Industrial Society, 1988.

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Garnett, John. The work challenge. 4th ed. London: The Industrial Society, 1985.

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Swinney, Janet. Looking for work. Cambridge: National Extension College, 1985.

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Birnbach, Lisa. Going to work. New York: Villard Books, 1988.

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Job subsidies, do they work? Aldershot, Hants, England: Gower, 1985.

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Bryson, Alex. Do job security guarantees work? London: Centre for Economic Performance, London School of Economics and Political Science, 2004.

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Canada. Human Resources Development Canada. Job futures, world of work. [Hull, Quebec: Human Resources Development Canada, 2002.

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Book chapters on the topic "Work and job involvement"

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Holtgrewe, Ursula, Ekaterina L. Markova, and Johan E. Ravn. "A Hard Job Is Good to Find: Comparability, Contextuality and Stakeholder Involvement in European Job Quality Research." In Hard Work in New Jobs, 11–32. London: Palgrave Macmillan UK, 2015. http://dx.doi.org/10.1057/9781137461087_2.

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Diefendorff, James M., Megan T. Nolan, Steven T. Tseng, Megan E. Kenworthy, and Nicole L. Fiorentino. "Job Involvement." In Essentials of Job Attitudes and Other Workplace Psychological Constructs, 129–55. New York, NY: Routledge, 2021.: Routledge, 2020. http://dx.doi.org/10.4324/9780429325755-8.

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Wallwork, Adrian. "Job, Work." In Easy English!, 107–9. Cham: Springer International Publishing, 2018. http://dx.doi.org/10.1007/978-3-319-70981-9_38.

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Baba, Vishwanath V., and Muhammad Jamal. "Job Involvement and Absence." In Industrial and Organizational Psychology: Theory, Research, and Practice, 179–92. Boston, MA: Springer US, 2002. http://dx.doi.org/10.1007/978-1-4615-0599-0_9.

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Truxillo, Donald M., Talya N. Bauer, and Berrin Erdogan. "Job Analysis." In Psychology and Work, 74–110. 2nd ed. New York: Routledge, 2021. http://dx.doi.org/10.4324/9780429055843-5.

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Pendleton, David, Peter Derbyshire, and Chloe Hodgkinson. "Job Crafting." In Work-Life Matters, 105–24. Cham: Springer International Publishing, 2021. http://dx.doi.org/10.1007/978-3-030-77768-5_8.

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Berglund, Tomas, and Ingrid Esser. "Matching Work Values With Job Qualities for Job Satisfaction." In Work Orientations, 219–38. New York, NY : Routledge, 2020. | Series: Routledge studies in management, organizations and society: Routledge, 2019. http://dx.doi.org/10.4324/9781351121149-10.

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Donkin, Richard. "Job Creation." In The History of Work, 28–42. London: Palgrave Macmillan UK, 2010. http://dx.doi.org/10.1057/9780230282179_3.

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Holland, Peter. "Job and Work Design." In Human Resource Management, 130–52. London: Macmillan Education UK, 2017. http://dx.doi.org/10.1057/978-1-137-52163-7_7.

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Holland, Peter. "Job and work design." In Human Resource Management in a Global Context, 149–74. London: Macmillan Education UK, 2012. http://dx.doi.org/10.1007/978-0-230-35885-0_8.

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Conference papers on the topic "Work and job involvement"

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Qiu, Lin. "Work-to-Family Enrichment and Job Involvement: The Mediating Role of Organizational Identification." In International Conference on Education, Management, Commerce and Society. Paris, France: Atlantis Press, 2015. http://dx.doi.org/10.2991/emcs-15.2015.97.

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Mugiono, Mugiono, Bayu Hatmo Purwoko, Mochamad Soelton, and Rizkiyana Yuvitasari. "Recognizing How the Job Involvement, Burnout, and Self-Efficacy Work Influences the Work Stress at International Hospitals." In Proceedings of the 4th International Conference on Management, Economics and Business (ICMEB 2019). Paris, France: Atlantis Press, 2020. http://dx.doi.org/10.2991/aebmr.k.200205.046.

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MUSHTAQ, RABIA. "Flexible Work Time and Turnover Intention A Moderated Mediation Model of Supervisor Support and Job Involvement." In Fifth International Conference on Advances in Social, Economics and Management - SEM 2017. Institute of Research Engineers and Doctors, 2017. http://dx.doi.org/10.15224/978-1-63248-133-7-71.

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Liu, C. C., X. Li, T. Liu, and Y. W. Chen. "Influence of work-family conflict on job involvement and organizational commitment: The moderating effect of perceived supervisor support and the mediating effect of job satisfaction." In 2016 IEEE International Conference on Industrial Engineering and Engineering Management (IEEM). IEEE, 2016. http://dx.doi.org/10.1109/ieem.2016.7798174.

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Sugiarti, Rubi’ah, and Rasto Rasto. "Job Involvement as Determinant of Teacher Job Satisfaction." In Proceedings of the 1st International Conference on Economics, Business, Entrepreneurship, and Finance (ICEBEF 2018). Paris, France: Atlantis Press, 2019. http://dx.doi.org/10.2991/icebef-18.2019.46.

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Maryati, Tri, and Aditya Kusumayuda. "Empirical Study of Job Stress, Turnover Intention, and Job Involvement." In 4th International Conference on Sustainable Innovation 2020-Accounting and Management (ICoSIAMS 2020). Paris, France: Atlantis Press, 2021. http://dx.doi.org/10.2991/aer.k.210121.008.

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Teh, Pei-Lee, and Laosirihongthong Tritos. "Job involvement, job satisfaction, and organizational commitment: Predicting propensity to leave a job among skilled employee." In 2011 IEEE International Conference on Quality and Reliability (ICQR 2011). IEEE, 2011. http://dx.doi.org/10.1109/icqr.2011.6031670.

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"Relationship between Job Involvement and Job Burnout of Primary and Secondary School Teachers." In 2018 4th International Conference on Education, Management and Information Technology. Francis Academic Press, 2018. http://dx.doi.org/10.25236/icemit.2018.135.

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Dygert, Joseph P., Melissa L. Morris, Erik M. Messick, and Patrick H. Browning. "Feasibility of an Energy Efficient Large-Scale Aquaponic Food Production and Distribution Facility." In ASME 2014 8th International Conference on Energy Sustainability collocated with the ASME 2014 12th International Conference on Fuel Cell Science, Engineering and Technology. American Society of Mechanical Engineers, 2014. http://dx.doi.org/10.1115/es2014-6567.

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Abstract:
Today the United States is plagued by societal issues, economic insecurity, and increasing health problems. Societal issues include lack of community inclusion, pollution, and access to healthy foods. The high unemployment coupled with the rising cost of crude oil derivatives, and the growing general gap between cost of living and minimum wage levels contribute to a crippled consumer-driven US economy. Health concerns include increasing levels of obesity, cardiovascular disease, cancer, and diabetes. These epidemics lead to staggering economic burdens costing Americans hundreds of billions of dollars each year. It is well-known that many of the health issues impacting Americans can be directly linked to the production, availability, and quality of the food. Factors contributing to the availability of food include reduction of United States farmland, an increase in food imported from overseas, and the cost of goods to the consumer. The quality of food is influenced by the method of growth as well as imposed preservation techniques to support food transportation and distribution. At the same time, it has become increasingly common to implement biotechnology in genetically modified crops for direct human food or indirectly as a livestock feed for animals consumed by humans. Crops are also routinely dosed with pesticides and hormones in an attempt to increase productivity and revenue, with little consideration or understanding of the long term health effects. Research shows that community gardens positively impact local employment, community involvement and inclusivity, and the diets of not only those involved in food production, but all members of their households. The purpose of this work is to determine the feasibility of an energy efficient large-scale aquaponic food production and distribution facility which could directly mitigate growing socioeconomic concerns in the US through applied best practices in sustainability. Aquaponics is a symbiotic relationship between aquaculture and hydroponics, where fish and plants grow harmoniously. The energy efficient facility would be located in an urban area, and employ solar panels, natural lighting, rain water reclamation, and a floor plan optimized for maximum food yield and energy efficiency. Examples of potential crops include multiple species of berries, corn, leafy vegetables, tomatoes, peppers, squash, and carrots. Potential livestock include responsibly farmed tilapia, shrimp, crayfish, and oysters. The large scale aquaponic facility shows a lengthy period for financial return on investment whether traditional style construction of the building or a green construction style is used. However many forms of federal government aid and outside assistance exist for green construction to help drive down the risk in the higher initial investment which in the long run could end up being more profitable than going with a traditionally constructed building. Outside of financial return there are many proven, positive impacts that a large-scale aquaponic facility would have. Among these are greater social involvement and inclusivity, job creation, increased availability of fresh food, and strengthening of America’s agriculture infrastructure leading to increased American independence.
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Zhang, Kai. "How does goal orientation affect job involvement? A dynamics perspective." In 2008 International Conference on Management Science and Engineering (ICMSE). IEEE, 2008. http://dx.doi.org/10.1109/icmse.2008.4668900.

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Reports on the topic "Work and job involvement"

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Frone, Michael R., and Robert W. Rice. Work-Family Conflict: The Effect of Job and Family Involvement. Fort Belvoir, VA: Defense Technical Information Center, November 1986. http://dx.doi.org/10.21236/ada175392.

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Robinson, Rodney A. Employee Involvement - White-Collar Work Force. Fort Belvoir, VA: Defense Technical Information Center, January 1993. http://dx.doi.org/10.21236/ada453540.

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Kliebenstein, James B., Terrance Hurley, Peter F. Orazem, Dale Miller, and Steve May. Work Environment, Job Satisfaction, Top Employees Work Interests. Ames (Iowa): Iowa State University, January 2006. http://dx.doi.org/10.31274/ans_air-180814-867.

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Allen, Elizabeth. An Examination of the Relationship between Work Involvement and Family Involvement and Work-family Conflict in Dual-career Families. Portland State University Library, January 2000. http://dx.doi.org/10.15760/etd.6864.

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Altonji, Joseph, and Christina Paxson. Job Characteristics and Hours of Work. Cambridge, MA: National Bureau of Economic Research, April 1986. http://dx.doi.org/10.3386/w1895.

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Chen, Li. job interview: education background, work experience, and research. Office of Scientific and Technical Information (OSTI), May 2015. http://dx.doi.org/10.2172/1179841.

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Monzon, Tracy. Social Support as a Buffer of the Relationship between Work and Family Involvement and Work-Family Conflict. Portland State University Library, January 2000. http://dx.doi.org/10.15760/etd.7032.

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Bellarts, Stella. Personal Values, Work Values, and Job Interests of Nursing Students. Portland State University Library, January 2000. http://dx.doi.org/10.15760/etd.6556.

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Lopes, Helena, Sérgio Lagoa, and Teresa Calapez. Work autonomy, work pressure and job satisfaction – A comparative analysis of 15 EU countries (1995 - 2010). DINÂMIA'CET-IUL, 2012. http://dx.doi.org/10.7749/dinamiacet-iul.wp.2012.11.

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Card, David, Alexandre Mas, Enrico Moretti, and Emmanuel Saez. Inequality at Work: The Effect of Peer Salaries on Job Satisfaction. Cambridge, MA: National Bureau of Economic Research, September 2010. http://dx.doi.org/10.3386/w16396.

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