Job Involvement

Introduction:
After study the article, I want to express some of my opinions. This article is coming from the international journal of business and management and the book title is “job involvement as predictor of employee commitment. The main focus of the article is to reveal or find out the correlation between job involvement and employee commitments in the work place or organizations. All through the articles, we have found the positive correlation between job involvement and commitment. The commitment here is talking about effective commitment, continuance commitment and normative commitments. High job involments here will result in high job satisfaction, high degree of job involments. The more decisions making rights, the more degree of responsibilities will lead to more job involvement. I am totally agreed on this point of view. In the following, I will try to explains whatbinthikis the strengths or weakness of the articles by summarizes and understandiing what the writers try to explains and express some of my opinions and opinions found from some other academic literature reviews, articles and books

Overall summary:
The purpose of this study is to copy the linkage between job involvement and organizational commitment and the research is done basically in Pakistan. This critique is to explain what is the research purposes and who did that and what is it all about , who is taken part int he research and the accuracy.What kind data have been generate and what us the result. Actually, the result may not be 100 percent reflecting the Asian dominate works place since the research is done in Pakistan. The culture of Pakistan is different than the Asian culture and this may not truly describe the Asia situation.

Strengths:

I agree that increase of power to make decision with let employee perform his or her best in the job. This also make the employee think that he also have the power affect the outcome of three company. For example, one may think that some project will have better chance to survive if he contribute more and pay more attention to details. One becomes the project owner and thinks that someone can increase the chance for a company to get business. Most of the sales people are more willing to do his best to get customers if they think they also own the decision power of what to sell in the products.
If ones put a lot of effort in someone or something that they think it worth, they do not want to spoil it in any way because they will be affected as well. They may think that the effort they put in there is wasted.

I also agree that one 's personality and emotion will affect their attitude towards their jobs and company. For examples, a more positive type of person will bring positive energy toward his work place and are more willing to face and solve problems. since they have positive mind, they will not give up easily and they will become more commit to their work because they think that the company business will become better and better once the problems solved and they will think that they have put a lot of effort to help and therefore they will be more attached to the job or company especially if their company knows when and how to reward their contributions. This is a two way relationship between employers and their employees. Some people may think that wok is life and work is all they have.

I also agree that because one may think that their self image is originated from job performance since this may need to more money earned and getting promotions quickly may make other thinks that he or she is very smart and superior in her career or professions. Therefore, the successful employee may put more effort in his jobs to get more recognition from co-workers or superiors.

I also agree that company should reward high job involvement employees .Job designs will help increasing the job involvement. Job insecurity will lead to less job involvements and leads to high turnover. Therefore, the more involve in the job is more easily threatened by encounter unsafe job situation such as economy recession result in frying people.

There are some basic working rewards for employees work behavior is recognized by their company and such factors are achievement, recognition and advancement and these are internal factors and external factors are pay check, work place conditions and job security. Some people are more affected by their own likeness towards their job and more emotional and this type of person is more frequently searching for deeper level of fulfillment or enjoyment in work place. (Silverthorne, 2005)
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Weakness:

The article is not writing about according to the Asian or more specifically Hong Kong culture. I think the. Chinese culture especially Hong Kong culture, sometime job involvement is wrongly interprets as "working hard" only. They are almost. Thinking that job involvement s means long working hours. No one really wants to show the boss that they are the first one that leaves the offices. No one wants to give others the impressions they are not involved. Since the culture is different, the definition of organization commitment will be differed from different scholars or people and therefore in this article, the high job involvement may result in different degree of commitment and it is measured differently by different people or organization. Therefore, the research may not be widely applicable to all situations. (Porter, Steers, Mowday, 2005). There should always be some cultural differences that affect the research results. For example, job security is more important in Korea but less important in China and Israel culture. The Chinese culture is tend to contribute more to their society and to some Western countries, it could be less important and oneself self fulfillment is more important values. (Koslowsky, 1998)

Job involments only for higher level like management but not for basic front line person since most of them are only pay for $28. Part time employee will not comitt too much because they think that they are only pay by hour rate and no futher rewards will be given by the company no matter how well they have done. Part-time employees are more likely to swift jobs since commitment are low. Since they do not have much to consider or concern about losing any benefits that long term employees may have, they can work for a different company more easily.

The nature of commitment should have high level of loyalty to organization than a basic or more driven by others kind of loyalty. According to the following Maslow’s hierarchy of needs here and the basic for employees must be salary, if salary cannot satisfy the employee enough, it does not matter the job involvement anymore.

Maslow’s hierarchy of needs

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(Khan, 2006)

Job involments may not solve stress sometimes as I think , usually job involments means that you have to do more and manage more and sometimes that will create more responsibility and create more stress sometimes if not handle it right. The expectations and values of the company will create different level of stress according to how much the organization is forcing their beliefs to the employees. This is more likely a form of force commitment and employees may think that they are not involve enough to the company if they do not follows all beliefs of the company and this will create negative effect to the individual and create a lot of stress. (Koslowsky, 1998)

I don 't think job involments may absolutely become organizational commitment because one may only involve in the job nature but not the company alone , for example if the company change their organization structure or some management people change may also affect one 's job involments.

The real-commitment should be someone really wants to fright for the company even the salary level is not totally satisfied and therefore employees should have beliefs in organizations ‘ goal and values and willing to put more than usual effort to the job and have extremely high loyalty to the company and maintain long term relationship with the company.

Think about the needs hierarchy , this article do not mention the basic needs of the employee , for example salary , if salary itself cannot satisfy the employee, even the company arrange a very good job design to allow employee to put their efforts in it , the job commitments cannot be high.

Conclusion:
The writer’s article or overall study proved the significance of job involvement with employee commitment. This clearly indicates that those organizations that have job involvement culture, their employees are more committed with organization than those organizations who do not involve their employees. I have made a review and found some strengths and weakness in these articles and give some personal opinions.

References

Khan, M. (2006). Consumer Behaviour and Advertising Management. Delhi: New Age.

Koslowshk, Meni (1998). Modelling the Stress-Strain Relationship in Work Settings. Routledge.

Porter, steers, Mowday. (2005). Great Minds in Management: The Process of Theory Development.Oxford,, GBR:Oxford University Press.

Silverthorne, Colin P. Organiztional Psychology in Cross-Cultural Perspective.New York.

References: Khan, M. (2006). Consumer Behaviour and Advertising Management. Delhi: New Age. Koslowshk, Meni (1998). Modelling the Stress-Strain Relationship in Work Settings. Routledge. Porter, steers, Mowday. (2005). Great Minds in Management: The Process of Theory Development.Oxford,, GBR:Oxford University Press. Silverthorne, Colin P. Organiztional Psychology in Cross-Cultural Perspective.New York.