Organizational Behavior

JOB INVOLVEMENT

The degree to which an employee is engaged in and enthusiastic about performing their work. Business managers are typically well aware that efforts to promote job involvement among staff tend to pay off substantially since employees will be more likely to assist in furthering their company's objectives. Job involvement has been seen as influencing inter role conflict through role segmentation and time and attention devoted to the job role. This study tested both a direct and a moderated relationship using these variables .The sample consisted of 456 employees in a major American service organization who completed paper-and-pencil instruments including the Job Involvement Questionnaire and new measures of the moderators and inter role conflict .There was evidence of an indirect relationship between job involvement and inter role conflict. Segmentation explained more variance than time or attention devoted to roles. Though there was a direct correlation between job involvement and conflict, it was weak and had no unique variance when the moderators were included.

ORGANIZATIONAL COMMITMENT

Strength of the feeling of responsibility that an employee has towards the mission of the organization. Organizational commitment in the fields of Organizational Behavior and Industrial/Organizational Psychology is, in a general sense, the employee's psychological attachment to the organization. It can be contrasted with other work-related attitudes, such as job satisfaction, defined as an employee's feelings about their job, and organizational identification, defined as the degree to which an employee experiences a 'sense of oneness' with their organization. Beyond this general sense, organizational scientists have developed many nuanced definitions of organizational commitment, and numerous scales to measure them. Exemplary of this work is Meyer & Allen's model of commitment, which was developed to integrate numerous definitions of commitment that had...