Relationship Among Work-Related Micro-OB Variables: A Model Approach

Relationship Among Work-Related Micro-OB Variables: A Model Approach

Vivek Tiwari (NIT, India) and Surendra Kumar Singh (BHU, India)
DOI: 10.4018/978-1-5225-2250-8.ch012
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Abstract

The present study investigates the nature of job involvement and its impact on executive's satisfaction level in providing motivation finally leading to organizational commitment. A model has been developed which examines the relationship between the measurable constructs. The model explores the relationship between the executive's job involvement level and their outcome with satisfaction level, motivation and organizational Commitment (named ISMC Model). The results indicate there is a goodness-of-fit for the research model, which has been verified with different measures of goodness-of-fit. The path coefficients explained a significant amount of variation along with the identification that job involvement is a significant attribute in the present model. The study examines executive's perceptions and the significance of job involvement. Management specialists will recognize the dynamics of job involvement and its linkage with job satisfaction, motivation and organizational commitment in an organization.
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Literature Review

Researchers from different parts of the world have found many variables which affect the performance and productivity of the employees and, hence, the organizations. All these variables can be grouped into topics such as environmental, situational, personality, and attitudinal. In the present study, the selected variables include the following: Job Involvement, Job Satisfaction, Motivation, and Organizational Commitment all of which are attitudinal variables and have a substantial impact on the performance/productivity of employees and organization as well and thus are very crucial in the study of Organizational Behavior. This is to some degree due to the vast amount of research work that has earlier found the relationships among attitudes and behaviors in the workplace and these variables (Porter et al., 1974, 1976; Koch & Steers, 1978; Angle & Perry, 1981).

There have been many studies attempting to establish relationship among these variables, and at different places different results have been found which has shown them as antecedents to many consequences as well as consequences of many different antecedents. Additionally, the relationship among the variables under study have been found to be varying from a very strong (Zopiatis, Constanti, & Theocharous, 2014) to a weak or no relationship (Esfahani & Tamini, 2015) and in a few cases even negative relationships have been found (Tuzun, 2009; Wang, 2008).

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