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Journal articles on the topic 'Work and job involvement'

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

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1

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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2

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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3

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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6

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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Ollo-López, Andrea, Alberto Bayo-Moriones, and Martin Larraza-Kintana. "Disentangling the relationship between high-involvement-work-systems and job satisfaction." Employee Relations 38, no. 4 (June 6, 2016): 620–42. http://dx.doi.org/10.1108/er-04-2015-0071.

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Purpose – The purpose of this paper is to study how high-involvement work systems (HIWS) affect job satisfaction, and tries to disentangle the mechanisms through which the effect occurs. Design/methodology/approach – The authors use data for a representative sample of 10,112 Spanish employees. In order to test the mediation mechanism implied by the hypotheses, the authors follow the procedure outlined in Baron and Kenny (1986). Given the nature of the dependent variables, ordered probit models were estimated to study the effect of HIWS on the mediating variables (job interest, effort and wages), and regression models were estimated to analyze the effect of HIWS on the final attitudinal variable (job satisfaction). Findings – Empirical results show that HIWS results in higher levels of effort, higher wages and perceptions of a more interesting job. Moreover, greater involuntary physical effort reduces job satisfaction while higher wages, greater voluntary effort, involuntary mental effort and having an interesting job increase job satisfaction. The net effect of these opposing forces on job satisfaction is positive. Research limitations/implications – The use of secondary data posits some constrains in aspects such as the type of measures or the failure to control for personal traits. Additionally, the non-longitudinal nature of the data set implies that some relationships cannot be considered causal in the intended direction. Practical implications – Managers should implement HIWS since in general they increase job satisfaction. A significant portion of this positive effect is channeled through perceptions of interesting job, higher wages and increased effort demands. Managers should pay attention to implementation issues. Originality/value – The paper contributes to enrich the understanding of the relationship between the HIWS and job satisfaction, proposing a model that aims to disentangle the mediating mechanisms through which HIPWS affect job satisfaction. Unlike previous attempts, this model integrates opposing views about the positive or negative effects associated with HIWS.
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Ishii-Kuntz, Masako. "Work Environment and Japanese Fathers’ Involvement in Child Care." Journal of Family Issues 34, no. 2 (October 18, 2012): 250–69. http://dx.doi.org/10.1177/0192513x12462363.

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Previous studies mainly examined individual and family factors affecting Japanese fathers’ involvement in child care. Along with these factors, we examine how work-related factors such as father-friendly environment at work, workplace’s accommodation of parental needs, job stress, and autonomy are associated with Japanese men’s participation in child care. Using 2010 data collected from Japanese fathers with preschool children ( N = 1,317), a theoretical model is tested on men who work for large or small/medium companies. We find that company’s accommodation of parental needs and job autonomy increase child care involvement of fathers in medium/small companies, and job stress reduces such involvement among men in large companies. Implications of these findings are discussed in light of recent public attention on child caring fathers in Japan.
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Salas-Vallina, Andrés, Manoli Pozo-Hidalgo, and Pedro-Gil Monte. "High involvement work systems, happiness at work (HAW) and absorptive capacity: a bathtub study." Employee Relations: The International Journal 42, no. 4 (May 6, 2020): 949–70. http://dx.doi.org/10.1108/er-09-2019-0366.

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PurposeThe purpose of this research is to examine the impact of high-involvement work systems (HIWS) on absorptive capacity. In addition, the mediating effect of happiness at work in the relationship between high-involvement work practices and absorptive capacity is analyzed.Design/methodology/approachA 2-1-2 bathtub multilevel mediation model was used to analyze a sample of 783 employees from 111 bank branches, gathering data at three different times.FindingsThe results reveal that HIWS positively affect absorptive capacity. In addition, they show that happiness at work partially mediates the relationship between HIWS and absorptive capacity.Originality/valueHappiness at work is a fundamental element for knowledge absorption. The findings support the basic assumptions of the job demands-resources model, and demonstrate how HIWS, acting as a job resource, lead to positive attitudes (happiness at work) and, in turn, to positive outcomes (absorptive capacity). The proposed HIWS, based on the assumptions of the mutual gains model, reveal a positive employment relationship with effects on both HAW and organizational outcomes. If organizations expose their employees to management practices that have specific benefits for their HAW, employees are more likely to perform their jobs in ways that will promote their absorptive capacity.
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Mikkelsen, Aslaug, and Espen Olsen. "The influence of change-oriented leadership on work performance and job satisfaction in hospitals – the mediating roles of learning demands and job involvement." Leadership in Health Services 32, no. 1 (January 24, 2019): 37–53. http://dx.doi.org/10.1108/lhs-12-2016-0063.

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Purpose The purpose of this paper is to examine the mechanisms through which change-oriented leadership in hospitals influences job performance and employee job satisfaction. The authors examine the direct and the mediating effects of perceived learning demands and job involvement. Design/methodology/approach This cross-sectional study is based on a survey of four public hospitals in a regional health authority in Norway. Findings The findings illustrate how change-oriented leadership directly and indirectly influences work performance and job satisfaction. Learning demands and job involvement play mediating roles. Higher levels of change-oriented leadership decrease learning demands and increase job involvement, work performance and job satisfaction. Learning demands have a negative influence on work performance and job satisfaction. Job involvement has a positive influence on work performance and job satisfaction. The strongest relationship in the structural modelling is between change-oriented leadership and job involvement. Research limitations/implications This study is based on cross-sectional data. Future studies should therefore explore this further using a longitudinal design. Practical implications The practical implication of the study is to show how leaders by change-oriented behaviour can influence work performance and job satisfaction by reducing learning demands and increasing job involvement. Social implications This study illustrates different paths towards influencing job performance and job satisfaction from change-oriented leadership. It is important to use the potential of reducing learning demands and increasing job involvement, to improve job performance and job satisfaction. Originality/value The authors have developed and validated a new theoretical mediational model explaining variance in job performance and job satisfaction, and how this is related to change-oriented leadership, job involvement and learning demands. This knowledge can be used to increase the probability of successful change initiatives.
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Al Musadieq, M. "Effect of Work Conflict, Work Involvement, and Family Work Conflict on Turnover Intentions and Intention to Move Through Job Satisfaction as a Moderation." International Journal of Applied Management Theory and Research 2, no. 2 (July 2020): 41–53. http://dx.doi.org/10.4018/ijamtr.2020070103.

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This study aims to determine the effect of work conflict, work involvement, and family work conflict on turnover intentions and intention to move through job satisfaction as a moderating variable. This research uses quantitative research methods with 150 samples. The sampling technique uses nonprobability sampling. The type of data is primary data by distributing questionnaires. The analytical tool used is structural equation modeling (SEM). The findings of this study are that work conflict, work involvement, and family work conflict empirically have a significant effect on turnover intentions and intention to move through family satisfaction. The authenticity of this study is the use of job satisfaction variables that moderate the influence of work conflict, work involvement, and family work conflict empirically on turnover intentions and intention to move.
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Eldor, Liat, Itzhak Harpaz, and Mina Westman. "The Work/Nonwork Spillover: The Enrichment Role of Work Engagement." Journal of Leadership & Organizational Studies 27, no. 1 (May 24, 2016): 21–34. http://dx.doi.org/10.1177/1548051816647362.

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This study examines whether work engagement enriches employees beyond the contribution of the domain of work, focusing on satisfaction with life and community involvement. Moreover, the ambivalence of scholars about the added value of the work engagement concept compared with similar work-related attitudes prompted us to assess the benefits that work engagement offers with regard to improving one’s satisfaction with life and community involvement compared with the benefits of other, similar work-related attitudes such as job involvement and job satisfaction. Furthermore, given the studies indicating the impact of sector of employment (public vs. business) on understanding the work/nonwork nexus, the current study also investigates the effect of the sector of employment on this enrichment process. Utilizing multilevel modeling analysis techniques on data from 554 employees in public and business sector organizations, we obtained results consistent with our hypotheses. Work engagement and employees’ outcomes beyond work had positive and significant relationships. Moreover, the relationship between work engagement and community involvement was stronger in public sector employees than in business sector employees. The implications for organizational theory, research, and practice are discussed as possible leverage points for creating conditions that promote engagement at work and beyond.
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Kundu, Subhash C., Sandeep Kumar, and Kusum Lata. "Effects of perceived role clarity on innovative work behavior: a multiple mediation model." RAUSP Management Journal 55, no. 4 (November 1, 2019): 457–72. http://dx.doi.org/10.1108/rausp-04-2019-0056.

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Purpose The purpose of this study is to assess the effect of perceived role clarity on innovative work behavior (IWB) through the mediation of intrinsic motivation and job involvement. Design/methodology/approach The data were gathered from 613 employees belonging to 196 organizations operating in India. Data were analyzed using statistical tools such as exploratory and confirmatory factor analysis, multiple regressions and bootstrapping via PROCESS. Findings Initially, the results of correlation and multiple regression analyses indicated that the perceived role clarity has positive relation with intrinsic motivation, job involvement and IWB. Further, bootstrap analysis revealed that intrinsic motivation and job involvement individually and serially mediate the effect of perceived role clarity on IWB. Research limitations/implications The study highlights the importance of the perceived role clarity in developing positive work attitudes and innovative behavior among employees. Self-reported survey and cross-sectional design are the limitations of the current study. Practical implications The study suggests that organizations should strive constantly to enhance perceptions of role clarity among employees so that they remain motivated and involved in their jobs and exhibit innovative behavior at work. Originality/value To the best of the authors’ knowledge, this is the only study to test the impact of perceived role clarity on IWB with the serial mediation of intrinsic motivation and job involvement.
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Beutell, Nicholas J., and Ursula Wittig-Berman. "Predictors of Work-Family Conflict and Satisfaction with Family, Job, Career, and Life." Psychological Reports 85, no. 3 (December 1999): 893–903. http://dx.doi.org/10.2466/pr0.1999.85.3.893.

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Predictors of work family conflict and different types of satisfaction were investigated among 177 married, employed MBA and public administration students. Job involvement was signifitcantly related to work-to-family conflict but no support was found for paths to family-to-work conflict. Family involvement predicted family satisfaction whereas the number of children was negatively related to family satisfaction. Similarly, job involvement predicted job and career satisfaction. Salary predicted both job and career satisfaction as well. Sex was directly related to life satisfaction, with men reporting significantly higher satisfaction than women. Family, job, and career satisfaction each accounted for significant, unique variation in life satisfaction. Implications of these findings and suggestions for additional research were discussed.
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Frone, Michael R., and Robert W. Rice. "Work-Family conflict: The effect of job and family involvement." Journal of Organizational Behavior 8, no. 1 (January 1987): 45–53. http://dx.doi.org/10.1002/job.4030080106.

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Griffin, Marie L., Nancy L. Hogan, Eric G. Lambert, Kasey A. Tucker-Gail, and David N. Baker. "Job Involvement, Job Stress, Job Satisfaction, and Organizational Commitment and the Burnout of Correctional Staff." Criminal Justice and Behavior 37, no. 2 (December 1, 2009): 239–55. http://dx.doi.org/10.1177/0093854809351682.

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In an era in which rising costs, shrinking budgets, and personnel shortages are common, it is increasingly important to provide a positive work situation to ensure worker stability. Research indicates that job burnout is a negative response that is harmful to the employee and to the organization. Depersonalization, emotional exhaustion, and feeling a lack of accomplishment at work are all dimensions of job burnout. This study examined the association of job involvement, job stress, job satisfaction, and organizational commitment with burnout among correctional staff. The findings highlight the significance of these variables in relation to burnout. Specifically, job satisfaction had an inverse relationship with emotional exhaustion, depersonalization, and a sense of reduced accomplishment at work, whereas job stress had a significant positive relationship with depersonalization and emotional exhaustion. Job involvement also had a positive association with emotional exhaustion, whereas commitment to the organization had no relationship with any of the three dimensions of burnout.
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Suharnomo and Paguh Raja Johnpray. "The Impact of Work-Family Supportive Supervisors on Job Involvement and Job Satisfaction with Career Competencies as an Intervening Variable." E3S Web of Conferences 31 (2018): 11004. http://dx.doi.org/10.1051/e3sconf/20183111004.

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This study was conducted to explore the relationship between work-family supportive supervisor, career competencies, job involvement, and job satisfaction. Data were collected from a sample of 162 respondents who worked as a nurse at hospital in Jakarta, Indonesia. This study used Structural Equation Modeling (SEM) to examine and estimate the relationship between the constructs. The study results indicate that work-family supportive supervisor has a positive and significant impact on career competencies, career competencies have a positive and significant impact on job involvement, and on job satisfaction. Work-family supportive supervisor has a positive and significant impact on job involvement and on job satisfaction. A total of 162 respondents with a percentage of 96.30% women showed that women need good support and policies in achieving a balance between work and family. Finally, this study highlights the importance of work-family supportive supervisor and career competencies for improving job involvement and job satisfaction. This study provides insights on how the human resources department can retain qualified staff and develop employee satisfaction.
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Khan, Khurram, and Muhammad Abbas. "Impact of Islamic Work Ethics and Job Satisfaction on Job Involvement and Turnover Intentions." Journal of Islamic Business and Management 2, no. 2 (December 2012): 45–58. http://dx.doi.org/10.12816/0004981.

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Ho, Chin-Chih, Brian Oldenburg, Gary Day, and Jing Sun. "Work Values, Job Involvement, and Organizational Commitment in Taiwanese Nurses." International Journal of Psychology and Behavioral Sciences 2, no. 3 (May 9, 2012): 64–70. http://dx.doi.org/10.5923/j.ijpbs.20120203.02.

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Volmer, Judith, Daniel Spurk, and Cornelia Niessen. "Leader–member exchange (LMX), job autonomy, and creative work involvement." Leadership Quarterly 23, no. 3 (June 2012): 456–65. http://dx.doi.org/10.1016/j.leaqua.2011.10.005.

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Caillier, James Gerard. "Satisfaction With Work-Life Benefits and Organizational Commitment/Job Involvement." Review of Public Personnel Administration 33, no. 4 (May 8, 2012): 340–64. http://dx.doi.org/10.1177/0734371x12443266.

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Johari, Johanim, and Khulida Kirana Yahya. "Organizational Structure, Work Involvement, and Job Performance of Public Servants." International Journal of Public Administration 42, no. 8 (July 17, 2018): 654–63. http://dx.doi.org/10.1080/01900692.2018.1498106.

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Janicak, Christopher A. "Predicting Accidents at Work with Measures of Locus of Control and Job Hazards." Psychological Reports 78, no. 1 (February 1996): 115–21. http://dx.doi.org/10.2466/pr0.1996.78.1.115.

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This study was conducted to assess the predictive ability of measures of locus of control and job hazards in involvement in accidents in the workplace. The locus of control scale consisted of 24 items while the job hazards were a measure of the probability of no involvement in an accident. A logistic regression model was 89% accurate in classifying subjects by involvement in an accident as measured by workers' compensation claims.
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Novita, Neneng Riyana. "PENGARUH KUALITAS KEHIDUPAN KERJA DAN KETERLIBATAN KERJA TERHADAP KEPUASAN KERJA GURU SMP NEGERI SE-KECAMATAN TELUKNAGA KABUPATEN TANGERANG." Jurnal Manajemen Pendidikan 8, no. 1 (July 1, 2017): 162. http://dx.doi.org/10.21009/jmp.08115.

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The research was conducted to all teachers of junior higt school districts teluknaga regency of Tangerang. By using a survey method with path analysis applied in testing hypothesis the number 113 teachers as sample was selected by using Slovin formula. Based on the results of data analysis in this research it is concluded: (1) the quality of work life have positive direct effect to job satisfaction; (2) the job involvement have positive direct effect to job satisfaction; (3) the quality of work life have positive direct effect to job involvement. The job satisfaction can be improv through improvement of quality of work life and job involvement.
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Igbaria, Magid, Saroj Parasuraman, and Michael K. Badawy. "Work Experiences, Job Involvement, and Quality of Work Life among Information Systems Personnel." MIS Quarterly 18, no. 2 (June 1994): 175. http://dx.doi.org/10.2307/249764.

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Ramli, Abdul Haeba. "WORK ENVIRONMENT, JOB SATISFACTION AND EMPLOYEE PERFORMANCE IN HEALTH SERVICES." Business and Entrepreneurial Review 19, no. 1 (August 24, 2019): 29. http://dx.doi.org/10.25105/ber.v19i1.5343.

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<p>This investigation point is to appraise the work environment, job satisfaction and the employees performance of Rumah Sakit Swasta in Jakarta. The point is also to appraise the phenomenon of the work environment, on the job satisfaction and its involvement to the employees performance of Rumah Sakit Swasta in Jakarta. The investigation is using the quantitative investigation.. The sample for data collection was taken from 82 employees of Rumah Sakit Swasta in Jakarta through questionnaires. From the investigation done, it is demonstrated that the work environment has positive effect toward the job satisfaction and employee’s performance, and job satisfaction do have a positive involvement on the employee’s performance of Rumah Sakit Swasta in Jakarta.</p>
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Oerder, Katharina, Gerhard Blickle, and James K. Summers. "How work context and age shape political skill." Journal of Managerial Psychology 29, no. 5 (July 8, 2014): 582–99. http://dx.doi.org/10.1108/jmp-01-2013-0004.

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Purpose – The purpose of this paper is to seek to predict increases in political skill, and more specifically networking ability, based on hierarchical position, time involvement, and the moderating effects of job incumbents’ age. Design/methodology/approach – These hypotheses were tested in a panel design with hierarchical regression analyses over two years with 150 works councillors from Germany. Self-reported political skill, time involvement, and position were measured at time 1, and political skill was measured again two years later. Findings – Works council members increase their political skill when they hold a higher position and have more time involvement. Further, councillors’ age was found to moderate these relationships. That is, older councillors develop political skill (specifically networking ability) at a higher rate than middle aged employees. Research limitations/implications – Future research should test the hypotheses in different populations and also include other ratings of political skill. Practical implications – It might not always be necessary to have available relevant social skills for a new job already, as these skills can develop over time. Social implications – Political skill is a resource at the workplace with the potential to promote fairness, health, and well-being. Originality/value – The present findings add a new perspective to interpersonal skill development: certain job demands moderated by age can change a job incumbent's social skills, particularly networking ability, over time and make her or him more capable of doing well. Thus, it is not always necessary to have available relevant social skills for a new job, as these relevant skills can developed within the context of the new job.
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Lambert, Eric G., Hanif Qureshi, and James Frank. "The good life: Exploring the effects job stress, job involvement, job satisfaction, and organizational commitment on the life satisfaction of police officers." International Journal of Police Science & Management 23, no. 3 (May 20, 2021): 279–92. http://dx.doi.org/10.1177/14613557211016494.

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Life satisfaction is an important concept for both police and other law enforcement organizations. Past research on the spillover theory has found that higher life satisfaction results in better physical health, being more open-minded, improved effort, and longer life expectancy. The spillover theory holds what happens at work does not stay at work but spills over and affects a person’s overall life. Workplace variables, particularly job stress, job involvement, job satisfaction, and organizational commitment do not just affect people at work, but also affect people’s satisfaction with their overall lives. The current study examined how job stress, job involvement, job satisfaction, and organizational commitment were associated with life satisfaction among a sample of 827 police officers from the state of Haryana in India. In a multivariate ordinary least squares regression analysis, job stress had a significant negative effect on life satisfaction, whereas job involvement, job satisfaction, and organizational commitment had significant positive effects. The results suggest that police administrators should attempt to lower job stress and increase job involvement, job satisfaction, and organizational commitment among officers to raise their life satisfaction, which, in turn, should benefit the individual officers, the police agency, and the community being served.
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Knotts, Tami L. "Relation between Employees' Religiosity and Job Involvement." Psychological Reports 93, no. 3 (December 2003): 867–75. http://dx.doi.org/10.2466/pr0.2003.93.3.867.

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While it has been argued that religion influences the meaning of work, few studies have empirically examined how employees' religiosity and job attitudes relate to one another. Specifically, this study investigated the relations among three religious orientations (intrinsic, extrinsic-personal, and extrinsic-social) and job involvement for 100 employees of a rehabilitation hospital in the southern United States. The respondents completed the 1989 Intrinsic/Extrinsic–Revised Scale and the 6-item version of the 1965 Job Involvement Scale. Correlation indicated a negative association between Intrinsic Religiosity and Job Involvement ( r = –.26, p < .05) and a positive one between Extrinsic-personal and Job Involvement ( r = .23, p < .05) for the total sample. When separated by religious affiliation, regression analyses indicated a significant positive relationship between scores on Extrinsic-personal Religiosity and in Job Involvement for Protestants ( B = .32, p < .01), but Intrinsic Religiosity was significantly negatively related to Job Involvement for non-Protestants ( B = –.35, p < .05). No relation was found between scores on Extrinsic-social Religiosity and Job Involvement for either group. These results suggest that employees' religiosity may influence work values in different ways for Protestant and non-Protestant workers.
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Maamari, Bassem E., and Alfred Osta. "The effect of HRIS implementation success on job involvement, job satisfaction and work engagement in SMEs." International Journal of Organizational Analysis 29, no. 5 (May 18, 2021): 1269–86. http://dx.doi.org/10.1108/ijoa-07-2020-2298.

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Purpose The purpose of the study is to highlight the effect of human resources information systems (HRISs) implementation success on the job involvement, job satisfaction and work engagement of the employees in small and medium enterprises (SMEs). Design/methodology/approach Following an investigative study, a quantitative research is done with a positivist approach. A sample of 1,082 responses from 163 SMEs in different economic sectors is analyzed using statistical package for social sciences and structural equation modelling. Findings The results show that HRIS successful implementation explains the variation in job involvement and work engagement to a limited extent while it does highly affect employees’ job satisfaction. Moreover, the correlation between job involvement and both HRIS implementation success and job satisfaction is negative. Research limitations/implications The researchers were not able to conduct intersector analysis for differences among economic sectors. Existing gender differences in job involvement, work engagement and job satisfaction are hinted to and need further analysis. Practical implications The HRIS users with higher educational background tend to display a more open approach toward using the system and seeing the system’s implementation succeed. Tenured managers display low enthusiasm toward HRIS success, although being highly involved and engaged in the SME’s life. This provides for not only a steady work-flow but also fosters resistance to change. The successful implementation of the HRIS is a new dimension in the hands of managers at work, facilitating their supervisor work routines and affecting employees’ satisfaction, involvement and engagement. Social implications The HRIS success allows more flexibility at the supervisor level of daily work, opening a window toward flexible working hours and indirect supervision. It allows users some freedom and flexibility and the application of their own ethical beliefs when self-reporting. Originality/value Although most research looks at corporations and the factors leading to HRIS implementation success, this study goes beyond the implementation to dwell into Small and Medium Enterprises (SMEs), looking at HRIS after its implementation success, as a potential tool for motivating, involving and engaging employees.
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Huang, Liang-Chih, David Ahlstrom, Amber Yun-Ping Lee, Shu-Yuan Chen, and Meng-Jung Hsieh. "High performance work systems, employee well-being, and job involvement: an empirical study." Personnel Review 45, no. 2 (March 7, 2016): 296–314. http://dx.doi.org/10.1108/pr-09-2014-0201.

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Purpose – Given the importance of high performance work systems (HPWS) with respect to firm competitive advantage, this paper holds that the contribution of HPWS toward the desired outcomes for organizations may depend significantly on employee job involvement. Underpinning the argument of happy workers being productive, the purpose of this paper is to propose the critical mediator of employee well-being to explain the hypothesized multilevel relationship between HPWS and job involvement. Design/methodology/approach – The authors distributed questionnaires to the target participants. Data collected from 451 employees and 50 HR managers/professionals of 50 firms in the three major industrial categories of manufacturing, finance, and service in Taiwan. Findings – This study identifies the significance of employee well-being by incorporating the theories of planned behavior and positive psychology and provides empirical evidence for the cross-level influence of HPWS on employee well-being and job involvement. Originality/value – This study incorporates the perspective of positive psychology as an important addition to research on SHRM and performance by highlighting employee well-being as a key mediator of SHRM and job involvement.
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Kravchuk, O. I., I. O. Varis, and A. R. Tsiopa. "Digitalization of Staff Involvement through Job Portals." Business Inform 6, no. 521 (2021): 282–97. http://dx.doi.org/10.32983/2222-4459-2021-6-282-297.

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Digitalization of staff involvement stipulates improvement and automation of search and recruitment processes, talent management, etc. Digital instruments for interacting with employment sites are implemented through the vacancies software (JBS). The rapid increase in its use was due to strict restrictions, social distancing and an increase in the number of staff working from home. In the context of the COVID-19 pandemic, JBS becomes the place of direct prompt interaction between the employer (or recruiting agency) and the job seeker. It is necessary to study the processes of digitalization of staff involvement through job portals and determine their impact on the staff recruitment process; analysis of the activities of job portals in the labor market, the scale of distribution of this method of attracting candidates. The article is concerned with studying the digital technologies of attracting staff through job portals. The trends of development of staff involvement using job search websites are analyzed. The types and features of using the software to work with job ads have been generalized. The specifics of the use of the most popular international job portals are highlighted. The main possibilities of using Ukrainian job portals to attract staff are evaluated and the dynamics and structure of the labor demand and supply on the most popular ones are analyzed. Recommendations for employers on the effective use of job portals to attract staff that can be implemented in the practice of staff management have been developed. Increasing the efficiency of the use of job portals in attracting staff is possible through its digitalization. Opportunities for attracting different categories of staff and prompt closure of company vacancies depend on the labor market segment, which is covered by individual job portals.
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Al Musadieq, M. "Antecedent Variable of Job Satisfaction and Family Satisfaction and Its Effect on the Intention to Quit." International Journal of Applied Management Theory and Research 1, no. 2 (July 2019): 42–59. http://dx.doi.org/10.4018/ijamtr.2019070104.

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This research aims to analyse the influence of family pressure, family involvement, work-family conflict, and job satisfaction toward the family satisfaction. Design/Method: This research uses quantitative research method. The sample of this research is 100 respondent. Family pressure has negative and significant impact on family satisfaction, family involvement has positive but not significant impact toward family satisfaction, work-family conflict has negative and significant impact toward the family satisfaction, job satisfaction has positive and significant effect toward family satisfaction, work pressure has a negative and significant effect toward job satisfaction, job involvement has positive but insignificant effect toward job satisfaction, the work-family conflict has negative and significant impact toward job satisfaction, family satisfaction has positive and significant impact toward job satisfaction. This research becomes a unique one because the other previous researchers did not set a requirement for respondents with more than two children.
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Nasution, Nasution, and Muhammad Ali. "The Importance Of Work Life Balance To Improve Work Satisfaction." Jambura Science of Management 2, no. 2 (July 2, 2020): 57–65. http://dx.doi.org/10.37479/jsm.v2i2.5410.

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Work-Life Balance as an independent variable consists of three indicators of balance, namely the balance of time, the balance of involvement and the balance of satisfaction. The job satisfaction as a dependent variable is divided into four factors, namely psychological factors, social factors, physical factors and financial factors. This study aims to determine the effect of Work-life balance on employee Job Satisfaction at the Bima Regency Social Service. This type of research uses causal quantitative methods with primary data sources obtained from interviews and questionnaires distributed to 60 respondents. The sampling technique used is simple random interconnection with the Slovin formula. The analytical tool used is the validity and reliability test, simple linear regression, correlation coefficient, coefficient of determination and T-test. The results of this study indicate that Work-life balance has a significant effect on job satisfaction of Bima Regency Social Service employees. This can be seen from the significant value of 0.000
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Yeh, Chien Mu. "TOURISM INVOLVEMENT, WORK ENGAGEMENT AND JOB SATISFACTION AMONG FRONTLINE HOTEL EMPLOYEES." Annals of Tourism Research 42 (July 2013): 214–39. http://dx.doi.org/10.1016/j.annals.2013.02.002.

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Kong, Haiyan. "Relationships among work-family supportive supervisors, career competencies, and job involvement." International Journal of Hospitality Management 33 (June 2013): 304–9. http://dx.doi.org/10.1016/j.ijhm.2012.09.006.

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Lanciano, Tiziana, and Vanda Lucia Zammuner. "Individual Differences in Work-Related Well-Being: The Role of Attachment Style." Europe’s Journal of Psychology 10, no. 4 (November 28, 2014): 694–711. http://dx.doi.org/10.5964/ejop.v10i4.814.

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Integrating theories of adult attachment and well-being at the workplace, the present study tested the role of attachment style in predicting work-related well-being in terms of job satisfaction and job involvement, over and above dispositional trait measures (emotional traits and work-related traits). A sample of workers took part in a correlational study that explored the relationships among a) adult attachment, b) emotional traits, c) work-related traits, and d) work-related well-being indices. The results showed that both secure and anxious attachment style explained workers’ job involvement, whereas the secure and avoidant attachment styles explained workers’ job satisfaction. The current findings thus confirm and expand the literature's emphasis on studying the variables and processes that underlie people's mental health in the work setting, and have implications for assessing and promoting well-being in the workplace.
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Migliore, Alberto, John Butterworth, Derek Nord, Monica Cox, and Amy Gelb. "Implementation of Job Development Practices." Intellectual and Developmental Disabilities 50, no. 3 (June 1, 2012): 207–18. http://dx.doi.org/10.1352/1934-9556-50.3.207.

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Abstract We investigated the extent to which employment consultants implemented job development practices recommended in the literature when assisting job seekers with intellectual or developmental disabilities. We contacted 83 employment consultants from 25 employment programs in Minnesota and Connecticut. Fifty-nine participants were eligible and completed surveys. We found inconsistencies between the employment consultants' practices and the job development literature in areas such as involvement of family members and acquaintances, observation of job seekers in work and nonwork environments, analyses of employers' needs, development of customized jobs, and assistance with work incentives planning. We recommend a system-wide effort for supporting employment consultants in implementing promising job development practices. This effort needs to involve funding agencies, employment programs, accreditation agencies, training programs, and researchers.
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Kalpana, G., and A. Dharmaraj. "Influence of demographic variables on job involvement of employees: a study in private banks in Tirupur." International Journal of Engineering & Technology 7, no. 1.1 (December 21, 2017): 112. http://dx.doi.org/10.14419/ijet.v7i1.1.9208.

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Job involvement is generally described as an attachment to one's job that exceeds normal levels of commitment (Bhatia, A., et. al). The employee can become involved with his job which affects the performance in other life role areas. “The degree to which an employee is engaged in and enthusiastic about performing their work is called Job Involvement”. Business managers are typically well aware that efforts to promote job involvement among staff tend to pay off substantially since employees will be more likely to assist in furthering their company's objectives. Job involvement is a degree to which an employee identifies with his job, actively participate in it, and consider his job performance important in his self-worth. It may be influenced by the level of one’s satisfaction of one’s need be their intrinsic or extrinsic. The objective of the study is to find out the level of job involvement of the bank employees and the factors influencing the job involvement of the bank employees. The findings of the study show that moderate level of job involvement has been found among the bank employees. The demographic factors namely age, gender, marital status, experience, salary do influence the level of job involvement of the bank employees.
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Lin, Shih-Kai, and Ping-Fu Hsu. "The Influence of Emotional Labor on Job Involvement in Taiwan’s Convenience Store: Compare the Effects of Moderating Role Among PJ Fit, PO Fit, PS Fit, and PG Fit." Asian Journal of Social Science Studies 6, no. 1 (April 9, 2021): 17. http://dx.doi.org/10.20849/ajsss.v6i1.868.

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Research on emotional labor focus on related employees’ work outcomes, well-beings, and dissonances that could be ignored some moderation effects especially between emotional labor and job involvement. This study focused on difference types of PE fit that individual fit takes a moderation role between emotional labor and job involvement. Data from 230 convenience store full time (71.7%) and part time (28.3%) working employees were collected. Results indicate that difference types of PE fit predicated moderating effects influenced the relationship between predictor (emotional labor) and criterion variables (job involvement). In sum, in describing PE fit mediating the relationships between emotional labor and job involvement,Further, we have made the points that (a) emotional labor can indirectly influence job involvement by the mediating processes of perceived person-environment, (b) person-environment fit revealed partially mediating effects on the relationship between emotional labor and job involvement, (c) among emotional labor, PE fit, and job involvement regarding significance positive effects.
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Hermawati, Adya, Suhermin, and Rahayu Puji. "The transglobal leadership-based strategy of MSMEs performance optimization of Malang Raya and the implementation of quality of work life." Research Journal of Textile and Apparel 23, no. 1 (March 11, 2019): 38–57. http://dx.doi.org/10.1108/rjta-05-2018-0038.

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Purpose The purpose of this paper is to examine the influence of transglobal leadership on quality of work-life, job involvement and its impact on the performance of micro, small and medium enterprises (MSMEs) employees throughout Malang Raya. Design/methodology/approach The population of the paper was all of MSME employees in Malang Raya and MSME developing in East Java regions, namely Sidoarjo, Pasuruan District, Pasuruan City, Kediri District, Jombang, Surabaya City, Blitar City and Blitar District. This paper uses GSCA for several reasons. First, it uses a structural model (involving several endogenous variables). Second, it involves unobservable variables that require a measurement model (variable measurement of the indicators). Third, it needs a comparative model testing that compares several groups of objects using the multigroup GSCA. Findings Transglobal leadership has a significant effect on quality of work life and job involvement in the five regions. It also has a significant effect on employee performance in the four regions, except Malang Regency. Quality of work life has a significant effect on job involvement in two regions, namely Malang City and Malang Regency, but not in the other three regions. Quality of work life and job involvement together has a significant effect on employee performance in all study sites. Originality/value These gaps motivate the researchers to comprehensively examine the relationship between QWL and employee performance, QWL and job involvement and job involvement and employee performance – these are the originality of the present study, in addition to different research locations. Small- and medium-sized enterprises (SMEs) in Malang are divided into three main groups, namely manufacturing business, merchandising business and service business.
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Al-Bdareen, Rokaya, and Hend Khasawneh. "Human resources staffing process and its impact on job involvement: Irbid District Electricity Company as a case study." Problems and Perspectives in Management 17, no. 2 (May 30, 2019): 254–66. http://dx.doi.org/10.21511/ppm.17(2).2019.19.

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The study aimed to identify the level of practicing the human resources staffing process and the level of the employees’ job involvement in the Irbid District Electricity Company in Jordan; it also aimed to examine the impact of human resources staffing process on the employees’ job involvement. The study adopted the descriptive, analytical method, since it determines the characteristics of the phenomenon, describes its nature accurately and then determines the quality of the relationship between its variables. The study population included all the individuals in the senior and middle administrative levels by 100 individuals. To achieve the objectives of the study, the researchers prepared a questionnaire to examine the study variables. One hundred questionnaires were distributed to each manager, deputy manager, and department head in the Irbid District Electricity Company out of which the researchers retrieved 97 questionnaires valid for analysis. In order to analyze the data collected, the study relies on the Statistical Package for Social Sciences (SPSS) where the descriptive statistics for all the fields of the study were estimated. The correlation matrix was also used to determine the relationship between variables. Furthermore, multiple regressions were used to determine the impact of the independent variable on the dependent variable. The findings showed that the level of practicing the human resources staffing process and the employees’ job involvement at Irbid District Electricity Company (IDECO) was moderate. The findings of the study showed that the process of human resources staffing was positively associated with the job involvement where the Pearson coefficient was r= .851 and at level of significance of 0.00. The research data have also indicated that the human resources staffing process had a positive impact on the employees’ job involvement. The study recommended that the procedures of staffing in all organizations should focus on achieving the fit between the employee and his job through focusing on choosing employees whose knowledge, skills and abilities correspond to the requirements of vacant jobs and also through implementing different tests and selection interviews, which help choose the person whose traits fit the job requirements. The study has also indicated that the recommended organizations should also pay attention to the job design process where the focus is on designing jobs in a way that creates a challenge, and enables employees feel independence and joy during the job; in this method, the employee can be more involved and can work in an effective way.
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Orpen, Christopher. "The Interactive Effects of Communication Quality and Job Involvement on Managerial Job Satisfaction and Work Motivation." Journal of Psychology 131, no. 5 (September 1997): 519–22. http://dx.doi.org/10.1080/00223989709603540.

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García, Gustavo A., Diego René Gonzales-Miranda, Oscar Gallo, and Juan Pablo Roman-Calderon. "Employee involvement and job satisfaction: a tale of the millennial generation." Employee Relations: The International Journal 41, no. 3 (April 1, 2019): 374–88. http://dx.doi.org/10.1108/er-04-2018-0100.

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Purpose The purpose of this paper is to empirically study the effect of employee involvement in the workplace on job satisfaction for millennial workers in Colombia. Design/methodology/approach Data were obtained from a sample of 2103 millennial employees working in 11 companies of different sectors located in the five main cities of Colombia. Ordered probit models were estimated to study the effect of employee involvement on job satisfaction, in general, and how different forms of participative decision making in the workplace produce different impacts on individual satisfaction with objective and intrinsic aspects of the job, in particular. Findings The empirical results show that, for millennial workers, there is a positive link between employee involvement and job satisfaction. Moreover, there is a higher positive impact on job satisfaction when millennial workers participate in decisions on general aspects of the company than when they participate in specific decisions such as those concerning teamwork or main tasks at work. Another interesting result is that millennial workers attach high importance to intrinsic aspects of their jobs (such as the possibility to use their knowledge in the work), which may improve their satisfaction in a higher participative environment. Research limitations/implications The results can present bias due to the use of self-report data from millennial workers. Another potential limitation is the cross-sectional nature of the data, which does not control for unobserved individual effects. The study may be extended to other developing countries to help identify results more precisely for different contexts. Originality/value The value lies in exploring the relationship between employee involvement and job satisfaction for millennial workers in the context of a developing country. The paper simultaneously considers different types of employee involvement and estimates their effects on different facets of job satisfaction.
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Ahmed, Mozumdar Arifa. "Effects of Interpersonal Problems at Workplace on Job Involvement." Global Disclosure of Economics and Business 1, no. 1 (June 30, 2012): 44–53. http://dx.doi.org/10.18034/gdeb.v1i1.202.

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Job involvement plays an important role to create positive job attitude which indicates strong psychological bonding of an employee to his or her job. On the other hand interpersonal problems at workplace make job conflict, increase job stress which is threatening to create positive job attitudes. The objective of this study was to investigate the relationship between interpersonal problems and job involvement, to explore how different types of interpersonal problems effect on job involvement and to examine the problem areas of interpersonal relationship in workplace that can create negative impact on job involvement. The measuring instruments used in this study were: Inventory of Interpersonal Problems (IIP-64) (Alden, Wiggins, Pincus & Horowitz, 2000) for measuring different types of interpersonal problems. And Work Involvement Scale (Kanungo, 1982) for measuring job involvement. According to the objective of the present study the obtain data were analyzed using Pearson product moment correlation and simple regression. The survey results revealed that interpersonal problem is negatively correlated to job involvement. The study also found that the people who are mostly face problems in cold / distant, overly accommodating and intrusive/needy domains in case of interpersonal relationship; they are more at risk to be less involved with job. JEL Classification Code: M12
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Mahabeer, Melissa, and Patsy Govender. "Employee involvement and work team effectiveness: Biographical influences." Corporate Ownership and Control 10, no. 1 (2012): 353–62. http://dx.doi.org/10.22495/cocv10i1c3art4.

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This aim of this study was to determine the biographical influences on employee involvement and work team effectiveness. Data for the study was collected using a questionnaire and analyzed using descriptive and inferential statistics. A sample of 150 employees was drawn using the stratified random sampling. Significant differences were found with the participative decision-making sub-dimension of employee involvement and length in service. Significant differences were found with both participative decision-making and job satisfaction, and gender. No significant differences surfaced with work team effectiveness and the biographical profiles. The literature review is followed by the results of the study. The study provides a guide for organizations to rethink and find ways to reach a solution building work environment
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