Die verband tussen werkbetrokkenheid en werkprestasie

Abstract

The relationship between work involvement and work performance.The primary goal of the study was to determine whether a relationship exists between the work involvement scores and work performance ratings of employees. A secondary goal was to determine whether work involvement could predict future work performance. The '' Alienation-Involvement Scale'' together with the ''Comprehensive Structured Interviewing for Potential'' , were applied to a sample of convenience of 200 employees in job levels of workers, team leaders and managers in a large manufacturing organisation. The results are contradictory and they have yielded signi¢cant correlations between work involvement and work performance criteria for the worker group, only limited correlations for the management group, but none for the team leader group. OPSOMMINGDie prime" re doel van die studie was om vas te stel of daar 'n verband bestaan tussen die werkbetrokkenheidtellings en die werkprestasie-beoordelings van werkers.'n Sekonde" re oogmerk was om te bepaal of werkbetrokkenheid toekomstige werkprestasie kan voorspel. Die '' Alienation-Involvement Scale'' saam met die ''Comprehensive Structured Interviewing for Potential'' is op 'n gerie£ikheidsteekproef van 200 werknemers op die posvlakke van werkers, spanleiers en bestuurders in 'n goot vervaardigingsonderneming toegepas. Die resultate is teenstrydig en dui op beduidende korrelasies tussen werkbetrokkenheid en werkprestasie-kriteria vir die werkergroep, slegs beperkte korrelasies vir die bestuursgroep, maar geen vir die spanleiergroep nie. SYNOPSISThe general concept of work involvement as a type of work-related attitude has for a long time been the research focus of behavioural scientists. Unfortunately, the concept did not evolve in a logical and evolutionary fashion. Di¡erent theoretical foundations were used to de¢ne the construct with a myriad of measuring instruments as a consequence. This indicates a lack of consensus in what job involvement precisely means.An overview of the literature indicates that work involvement can be differentiated from work satisfaction and morale as well as intrinsic and extrinsic motivation. Based on the conceptualisation of Kanungo (1983) it seems that work involvement is largely based on salient needs (intrinsic and extrinsic) of workers and on the expectations workers have about the need satisfying potential of work.Work performance on the other hand is equally di⁄cult to de¢ne, despite the fact thatresearchers have had a concern about the criterion issue fora long time. Based on the research of mainly Bornman and Motowidlo (1993) work performance can be de¢ned according to mainly three criteria: 1) the di¡erence between prescribed and discretionary behaviour; 2) the e¡ectively orientated set of behaviours related to organisational citizenship and pro-social behaviour; and 3) the di¡erentiation between performance behaviour related to task competence and performance behaviour not related to task competence.The relationship between performance and work invol...

The Effects of Performance Coaching and Team Task on Job Engagement: The Mediation Roles of Performance Appraisal Effectiveness & Feedback Environment

“…직무열의는 일 자체가 기쁘고 즐거운 상태 로, 건강하고 행복한 상태에서 일에 몰입할 수 있도록 만들어 주며 (May et al, 2004), 구성 원들이 직무 열의를 통해 조직 성과의 질적인 면을 성장시키고, 변화하는 환경에 적극적으 로 대응하고 유연성을 발휘하여 혁신을 달성 하며, 고객들의 욕구를 충족시키는 것은 기업 의 생존을 위해 중요한 일이다 (Newell, 2002). 조직구성원들이 직무에 대한 열의가 없고 자 신이 소외되었다고 느끼는 것에서 발생하는 근로자의 몰입 부족은 조직의 발전을 저해할 수 있으므로 직무열의를 형성하고 발전시키는 일은 중요한 일이라고 볼 수 있다 (Bleeker & Roodt, 2002).…”