JOB INVOLVEMENT AND ORGANIZATIONAL COMMITMENT.

Prepared by:MOHAMED HUDAIF TMSW IInd YEAR (HRM)PONDICHERRY UNIVERSITY

JOB INVOLVEMENT

• Job involvement refers to the psychological and emotional extent to which some one participated in his\her work, profession, and company.

• Job involvement has been defined as internalizing value of goodness and importance of working among people.• It is a desirable feature that makes people spend energy and do their best in their work and organizational roles. • It causes workers to enjoy their works and reduce their fatigue.

• It not only increase the worker’s job satisfaction, organizational commitment, organizational citizenship behavior, emotional attachment to the organization, voluntary actions beyond the job description, and participation in organizational decisions. but also reduces the desire to leave the job.

• Some times, people who working in jobs with high work load and necessity for overtime working may present some job involvement behavior•However, they eventually would experience exhaustion, job dissatisfaction, and desire to quite their job.

•The job involvement is a management and leadership philosophy about how people are most enable to contribute continues improvement and the ongoing success of their work organization.

Employee involvement models:

• Tell• Sell • Consult• Join• Delegate

Tell:The supervisor makes the

decision and announces to staffs. The supervisor provides complete

directions.

Sell:The supervisor makes the decisions and then attempts to gain

commitment from staffs by selling the positive aspects of the division.

Consult:The supervisor invites inputs into

a decision while retaining authority to make the final decision themselves.

Join:The supervisor invites

employees to make the decision with the supervisor. The supervisor considers their voice equal in the decision making process.

Delegate:The supervisor turns the

decision over to another party.

ORGANIZATIONAL COMMITMENT

• Organizational commitment is the bond employees experience with their organization.

• People who are committed to their organization generally feel a connection with their organization.

• Feel that they fit in and feel they understand the goals of the organization.

• Organizational commitment predicts work variables , such as turnover, organizational citizenship behaviour, and job performance.

• The factors such as role stress, empowerment, job insecurity and employability, and distribution of leadership are connected with worker’s commitment.

Types of commitment:

• Affective commitment • Continuance commitment • Normative commitment

Employees who feel a sense of affective commitment identify with the organization, accept that organization’s goals and values, and are more willing to exert extra effort on behalf of the organization.

Affective Commitment

Continuance commitment exists when there is a profit associated with staying and a cost associated with leaving.Tends to create a more passive form of loyalty.

Continuance Commitment

• The sense that people should stay with their current employers may result from personal work philosophies or more general codes of right and wrong developed over the course of their lives.

• Build a sense of obligation-based commitment among employees.

Normative Commitment

Three Types of Organizational Commitment

THANK YOU…