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Job Involvement (job + involvement)

Distribution by Scientific Domains
Psychology22%

Selected Abstracts

Relationship Between Personality Traits, Job Satisfaction, and Job Involvement Among Taiwanese Community Health Volunteers

PUBLIC HEALTH NURSING, Issue 3 2007
I-chuan Li
ABSTRACT Objective: To understand the relationship between job involvement, job satisfaction, and personality traits among health volunteers in one Taiwan community. It is not easy to retain voluntary workers as part of health programs even though they have been trained. Previous research has shown that in order to increase job involvement, volunteers must effectively fulfill their needs to achieve and obtain job satisfaction. Design and sample: Cross-sectional design. Surveys were mailed to 317 health volunteers at community health centers in I-lan County, northern Taiwan; 213 complete responses (67%) were received. Methods: The survey instrument included sociodemographic items and scales measuring locus of control, achievement orientation, job involvement, and job satisfaction. Results: Most respondents (94.8%) were female and their average age was 49.6 years. In terms of personality traits, most volunteers showed internal control orientation. Explainable variance for the prediction of job involvement from a combination of participation frequency, on-job training, achievement orientation, and job satisfaction was 33.6%. Conclusions: The results suggest that there is a need to strengthen cooperative relationships among volunteers by initiating well-planned volunteer training programs and growth groups. These should involve the empowerment concept with the aim of enhancing the volunteers' interpersonal relationships and job satisfaction. [source]

Sources of social capital: Effects of altruistic citizenship behavior and job involvement on advice network centrality

HUMAN RESOURCE DEVELOPMENT QUARTERLY, Issue 2 2009
Mian Zhang
Social capital has been receiving increasing attention in HRD research. However, the sources of social capital have received inadequate attention. Little has been done to reveal how people obtain their social capital in the workplace. This study investigated the effects of employees' altruistic citizenship behavior and job involvement on their advice network centrality. Advice network centrality was used as an indicator of social capital. The results suggest that altruistic citizenship behavior and job involvement are positively associated with employees' advice network centrality. Furthermore, our findings suggest that job involvement moderates the effect of altruistic citizenship behavior on advice network centrality. Theoretical and practical implications for HRD are discussed and future directions are drawn. [source]

The effects of personality, affectivity, and work commitment on motivation to improve work through learning

HUMAN RESOURCE DEVELOPMENT QUARTERLY, Issue 4 2002
Sharon S. Naquin
This study examined the degree to which the dimensions from the Five-Factor Model of personality, affectivity, and work commitment (including work ethic, job involvement, affective commitment, and continuance commitment) influenced motivation to improve work through learning. Data were obtained from a nonrandom sample of 239 private-sector employees who were participants of in-house training programs. The hypothesized causal relationships were tested using structural equation modeling. Findings indicated that these dispositional effects were significant antecedents of motivation to improve work through learning. Specifically, 57 percent of the variance in motivation to improve work through learning was explained by positive affectivity, work commitment, and extraversion. [source]

The relationship between training and organizational commitment: A study in the health care field

HUMAN RESOURCE DEVELOPMENT QUARTERLY, Issue 4 2001
Kenneth R. Bartlett
This study examines the relationship between employee attitudes toward training and feelings of organizational commitment among a sample of 337 registered nurses from five hospitals. Using social exchange theory as a framework for investigating the relationship, the researcher found that perceived access to training, social support for training, motivation to learn, and perceived benefits of training are positively related to organizational commitment. Using a three-component model of organizational commitment, the strongest relationships appear with the affective form of commitment. The relationship between perceived access to training opportunities and the affective form of organizational commitment is moderated by job satisfaction but not job involvement. The findings are discussed for their theoretical and practical application to HRD, for the management of HRD in health care settings, and for researchers interested in outcomes of HRD. [source]

Effects of the Interaction Between Reaction Component of Personal Need for Structure and Role Perceptions on Employee Attitudes in Long-Term Care for Elderly People,

JOURNAL OF APPLIED SOCIAL PSYCHOLOGY, Issue 12 2008
Tarja Heponiemi
This study examined the interaction of reaction component of personal need for structure (reaction to lack of structure, RLS) and role perceptions in predicting job satisfaction, job involvement, affective commitment, and occupational identity among employees working in long-term care for elderly people. High-RLS employees experienced more role conflict, had less job satisfaction, and experienced lower levels of occupational identity than did low-RLS employees. We found individual differences in how problems in roles affected employees' job attitudes. High-RLS employees experienced lower levels of job satisfaction, job involvement, and affective commitment, irrespective of role-conflict levels. Low-RLS employees experienced detrimental job attitudes only if role-conflict levels were high. Our results suggest that high-RLS people benefit less from low levels of experienced role conflicts. [source]

Relationship Between Personality Traits, Job Satisfaction, and Job Involvement Among Taiwanese Community Health Volunteers

PUBLIC HEALTH NURSING, Issue 3 2007
I-chuan Li
ABSTRACT Objective: To understand the relationship between job involvement, job satisfaction, and personality traits among health volunteers in one Taiwan community. It is not easy to retain voluntary workers as part of health programs even though they have been trained. Previous research has shown that in order to increase job involvement, volunteers must effectively fulfill their needs to achieve and obtain job satisfaction. Design and sample: Cross-sectional design. Surveys were mailed to 317 health volunteers at community health centers in I-lan County, northern Taiwan; 213 complete responses (67%) were received. Methods: The survey instrument included sociodemographic items and scales measuring locus of control, achievement orientation, job involvement, and job satisfaction. Results: Most respondents (94.8%) were female and their average age was 49.6 years. In terms of personality traits, most volunteers showed internal control orientation. Explainable variance for the prediction of job involvement from a combination of participation frequency, on-job training, achievement orientation, and job satisfaction was 33.6%. Conclusions: The results suggest that there is a need to strengthen cooperative relationships among volunteers by initiating well-planned volunteer training programs and growth groups. These should involve the empowerment concept with the aim of enhancing the volunteers' interpersonal relationships and job satisfaction. [source]

Examination of the Relationships among General and Work-Specific Self-Evaluations, Work-Related Control Beliefs, and Job Attitudes

APPLIED PSYCHOLOGY, Issue 3 2004
Gilad Chen
Les auteurs ont décrit et mis à l'épreuve les liens supposés exister entre les différences individuelles (les auto-évaluations spécifiques au travail et générales), les variables contextuelles (les croyances relatives au contrôle des tâches) et trois attitudes professionnelles (la satisfaction relative à l'emploi, l'engagement organisationnel et l'implication liée au poste). Les résultats tirés d'une investigation portant sur 159 salariés des services de santé montrent que les auto-évaluations, en particulier l'estime de soi liée à l'organisation, prédisent fortement les attitudes professionnelles. En outre, les auto-évaluations spécifiques au travail permettent d'expliquer pourquoi et comment les auto-évaluations générales et les croyances relatives au contrôle des tâches sont reliées aux attitudes professionnelles. En dernière analyse, les corrélations entre les auto-évaluations générales et l'estime de soi liée à l'organisation étaient modulées par les croyances relatives au contrôle des tâches. On réfléchit à ce que ces résultats peuvent apporter à la théorie et à la pratique organisationnelles. Et des pistes pour de futures rechèrches sont suggérées. The authors delineated and tested the relationships among individual differences (general and work-specific self-evaluations), contextual variables (work-related control beliefs), and three job attitudes (job satisfaction, organisational commitment, and job involvement). Results from a study of 159 healthcare employees found that work-specific self-evaluations, particularly organisation-based self-esteem, strongly predicted job attitudes. Moreover, work-specific self-evaluations helped explain why and how general self-evaluations and work-related control beliefs relate to job attitudes. Finally, the correlations between general self-evaluations and organisation-based self-esteem were moderated by work-related control beliefs. Contributions to organisational theory and practice, as well as suggestions for future research are discussed. [source]