HR assignment study on: Employee commitment in work place

The essay highlights how job involvement is a Predictor of Employee Commitment with specific evidence from Pakistan. Job involvement refers to one of the essential tools which would help in enhancing job commitments as well as participation among the employees (Shore & Tetrick, 1991).According to the various researches, study conducted by various authors, “job involvement has been defined as the level or degree with which the employees have been involved in their jobs”.

On the basis of the literature review the thesis statement developed i.e. Employee job involvement is positively related to Affective commitment, Employee job involvement is positively related to Continuance commitment & Employee job involvement is positively related to normative commitment. The following three thesis statements mentioned above could be strongly agreed up on by keeping a note as to how the employee job involvement can be positively related to the various types of commitments (Shore & Tetrick, 1991).It is strongly believed that the in order to increase the performance of the employees as well as their involvement in their jobs, the employees should be given the liberty to participate in the decision making process which would help in increasing their tempo towards work. The article also supports a view point that once the employees are involved in the decision making process, they would have a sense of ownership regarding their job (Morrow, 1983).

There has been a clear discussion regarding the fact that job design has a positive impact upon job involvement. According to Reitz & Jewell, job involvement has been referred to as how much importance one gives to his work. This depicts the level up to which the individual if loyal as well as committed towards work.According to Gurin, Vetroff & Feld, job involvement has a positive effect on the self esteem of an individual. There are certain job factors which lead to a change in the level of job involvement. It is readily seen in the organizations that, the full time employees are high on the job involvement as compared to the part time or contractual (free – lancers) employees. According to Allport, it could be concluded that employees take part in the job related matters if & only if they are highly motivated, see their job as one of the most important as well as significant part of their life. This clearly shows that job involvement plays a vital role in the life of the employee.

Job involvement plays a significant role in creating as well as increasing the level of motivation amongst the employees towards the accomplishment of the work. Job involvement also leads to an increase in the productivity, growth as well as the level of satisfaction within a stipulated working environment with high levels of motivation in order to accomplish the directed goal.

The managers should agree up on the fact that job involvement refers to one of the most important as well as the major elements amongst the work force. Hence, in order to increase the job involvement amongst the workers, the employees should be given some liberty in terms of decision making, quality of the work, etc (Morrow, 1983).One of the weaknesses which could be seen from the article refers to the negative relationship which could be brought between the employees who are motivated towards their job & the ones who are too stressed from their work (Porter, Steers, Mowday & Boulian, 1974). It could be seen that all the dedicated employees might have a negative impact when they would have job insecurity. The dedicated employees of the organization would be depressed, de motivated as compared to those employees who are not totally inclined towards their job. Thus, it could be seen that the two elements job satisfaction & commitment towards work are inter related to one another.

Organizational commitment refers to how effective the employee is towards the accomplishment of the goal & meetings targets or objectives. Commitment towards the organization majorly focuses up on the individual employee as well as identifies how deeply the employee or an individual is involved in the organization (Porter, Steers, Mowday & Boulian, 1974).

The article majorly focuses upon the three different types of commitments i.e. Affective, Normative & Continuance Commitment. The three types of commitments are interrelated to one another. The affective commitments refer where in the employees working in the organization are deeply attached & are highly involved in the decision making of the organization. Normative commitment refers to the type of commitment wherein the employees working in the organization have an obligation in order to be linked with the enterprise in long run (Morrow, 1983).It should be noted that, the researchers should give due importance to the three different types of commitment mentioned above. Commitment towards the organization is one of the crucial areas which should be looked upon as it would help in retaining the best of the talent in the organization. The employees who are highly committed towards their work, loyal in all respects would spend some of their personal resources for their organization as well & would never look for another job opportunity. Whereas, on the other hand employees who are not highly committed towards the organization would always pose an insecurity in their minds & would look for other better job opportunities (Porter, Steers, Mowday & Boulian, 1974).

According to the another major study conducted by Meyer, Paunoen, Gellatly, Goffin & Jackson, there has been a positive relationship between the performance which an individual poses in his job with the affective commitment. Whereas, there has been a negative relationship amongst the continuance type of commitment & the performance posed by an individual in their specified job.

There has been a very close relationship amongst the commitment in one’s job as well as the commitment towards an organization. Though, both the aspects are different on the basis of the various terms but still they are linked to one another on the various parameters. The survey conducted amongst the employee’s states that when the employees are into a specific job, they are able to fulfill their psychological needs which helps the employees to be motivated & develop a minimum level of commitment towards the accomplishment of their work (Shore & Tetrick,  1991).Involvement in the job & commitment towards the organization would have a positive impact on the employees that would lead to high levels of satisfaction in accomplishing their specified job as well as up liftment of the employees thereby, leading to a rise in the turnover.

Various different surveys have been conducted in the various fields of life such as drivers, nurses, etc in order to see the relationship between the employee’s involvement in the job & commitment towards the organization (Hackett, Bycio, & Hausdorf, 1992).

Thus, it would be concluded that commitment towards the accomplishment of the organizational goal is one of the most important & a key issue which would help in identifying the outcome of the individual as well as the performance of the employees. This essay highlights a fair relationship between the job involvement as well as commitment in the organization with specific regards to Pakistan. The essay consists of the strength in the study. The research & the various studies conducted revealed that the three hypotheses mentioned above are significantly true & there is a positive relationship amongst the two elements i.e. job involvement & the three different types of commitment i.e. affective, continuance & normative (Shore & Tetrick, 1991).The above article critique & the article states that there has been various findings regarding the

Relationship between the commitment in the organization as well as the involvement of the employees in their jobs in order to acco9mplish the goals, objectives in the most effective as well as efficient manner. The study shows a positive result in this regards. This will not only amplify the commitment in the organization but will also lead to an increased involvement & loyalty of the employees in the organization (Ulrika, Hallberg & Wilmar, Schaufeli 2006). This also leads to a decrease in the stress amongst the employees which might arise due job, have a positive impact up on the role which the employee enjoys in the organization, increased creativity which would in turn lead to a rise in the turnover. The mangers in the organization should always put some stress on the design, culture & the working environment of the work place which would lead to an enhancement in the involvement of the employees in the organization (Wood, 1974).Different researches conducted by other researchers such as Tansky, Gallagher & Wetzel have also substantiated that, there is appositive relationship amongst the two most important elements job involvement & the commitment of the employee towards the accomplishment of the work. It could be concluded that a clear implication should be drawn between the job involvement & commitment of the employees. Hence, all those business houses which have a fully structured culture which involves the employees in the decision making process are highly motivated & committed as compared to those business units who do not involve their employees in the decision making process (Hackett, Bycio, & Hausdorf,  1992).

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