The nature and measurement of work involvement

Jans, Nick

doi:10.1111/j.2044-8325.1982.tb00079.x

Cited by 43 publications

(28 citation statements)

References 3 publications

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“…The construct being assessed (e.g.`work should be considered central to life' or`the most important things that happen in life involve work') may re¯ect stable personality traits more than attitudes which would be aected by workplace factors. This scale assesses involvement with work in general (Kanungo, 1982) as opposed to involvement with a particular job or position (Jans, 1982). Thus, it seems reasonable in retrospect that family factors would be more associated with work involvement, whereas, perceived job quality would be more related to one's job involvement (which is based on one's current job perceptions).…”

Section: Resultsmentioning

confidence: 99%

Teenagers' part-time employment and their work-related attitudes and aspirations

Loughlin¹,

Barling²

1998

J. Organiz. Behav.

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We assessed the relationship between the quality (i.e., job characteristics, role stressors, and interpersonal relationships) and quantity of part-time employment, and workrelated attitudes and aspirations among 349 students. Neither the linear nor the quadratic components of employment quantity predicted any of the outcome variables. Motivation to do good work was predicted both by role stressors and by family achievement orientation. Career maturity was predicted by role stressors at work, and cynicism by role stressors and satisfaction with interpersonal relationships. In contrast, job involvement was signi®cantly related to family achievement orientation but not to any perceived job factors. These ®ndings question the assumption that only intensive work during high school exerts negative eects for teenagers, and support the importance of employment quality for teenagers as well as adults. #

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Section: Resultsmentioning

confidence: 99%

Teenagers' part-time employment and their work-related attitudes and aspirations

Loughlin¹,

Barling²

1998

J. Organiz. Behav.

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“…When job involvement is more closely examined, one finds different definitions by Allport (1943) Lodahl and Kejner (1965), Pinder (1984) and Reitz and Jewell (1979). The same argument is applied in the case of work involvement when the definitions by Jans (1982), Kanungo (1982a), and Newton and Keenan (1983) are revisited. Also, in the case of career commitment, different definitions were developed by Amatea, Cross, Clark & Bobby (1986), Blau (1988) and Greenhaus (1971).…”

Section: Lack Of a Comparative Theoretical Basis Between Commitment Focimentioning

confidence: 99%

Concept redundancy and contamination in employee commitment research: Current problems and future directions

Roodt

2004

SA j ind psychol

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It is generally accepted that employee commitment has a significant impact on organisational performance. The primary goal of this article is to indicate that the ‘commitment/involvement’ concept did not evolve in an evolutionary and progressive fashion. Several problems in the development course of mainly three streams of research literature are indicated. Arguments are presented for indicating causes of concept contamination and even redundancy. In order to bridge these problems, a motivational approach as an integrating mechanism on a metatheoretical level is presented as a solution. The outcomes thereof should lead to better order on a theoretical level and to the parsimonious use of commitment concepts.<p> <strong>Opsomming</strong> <br>Dit word algemeen aanvaar dat werknemertoewyding ’n duidelike impak op organisasieprestasie het. Die primêre doel van hierdie artikel is om aan te dui dat die ontwikkeling van die ‘betrokkenheid/toewydings-’ konsep nie evolusionêr en progressief verloop het nie. Verskeie probleme in die ontwikkelingsgang van hoofsaaklik drie strome navorsingsliteratuur word aangedui. Argumente word aangevoer wat op oorsake van konsepkontaminasie en selfs -oorbodigheid dui. Ten einde hierdie probleme te oorkom, word ’n motiveringsbenadering as integrerende meganisme op ’n meta-teoretiese vlak as oplossing voorgehou. Die uitkoms daarvan behoort tot beter orde op teoretiese vlak en tot die spaarsamige gebruik van toewydingskonsepte te lei

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“…Vorige ondersoeke ten opsigte van werkbetrokkenheid het soms nie daarin geslaag om tussen drie moontlike interpretasies van die konsep te onderskei nie of om die feit te erken dat dit moontlik multi-dimensioneel mag wees nie (Jans, 1982). Jans (1982) beskou werkbetrokkenheid daarom as drie-dimensioneel: werkbetrokkenheid, of psigologiese identi¢sering met die posisie wat beklee word; spesialisasie-betrokkenheid, of psigologiese identi¢sering met die loopbaan of spesialisasie waarvan die werk 'n deel vorm; en die belangrikheid van prestasie vir selfagting, 'n individuele verskilveranderlike wat verwant is aan die Protestantse werksetiek.…”

Section: Werkbetrokkenheidunclassified

“…Jans (1982) beskou werkbetrokkenheid daarom as drie-dimensioneel: werkbetrokkenheid, of psigologiese identi¢sering met die posisie wat beklee word; spesialisasie-betrokkenheid, of psigologiese identi¢sering met die loopbaan of spesialisasie waarvan die werk 'n deel vorm; en die belangrikheid van prestasie vir selfagting, 'n individuele verskilveranderlike wat verwant is aan die Protestantse werksetiek. Sy studies het getoon dat hierdie drie houdings wel van mekaar onderskei kan word.…”

Section: Werkbetrokkenheidunclassified

Die verband tussen werkbetrokkenheid en werkprestasie

Bleeker¹,

Roodt²

2002

SA j ind psychol

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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...

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The nature and measurement of work involvement

Cited by 43 publications

References 3 publications

Teenagers' part-time employment and their work-related attitudes and aspirations

Teenagers' part-time employment and their work-related attitudes and aspirations

Concept redundancy and contamination in employee commitment research: Current problems and future directions

Die verband tussen werkbetrokkenheid en werkprestasie

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