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Differentiate job involvement from job satisfaction and organizational commitment
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Work is one of the fundamental aspects of life. In Weeks 1–3, you explored job satisfaction and job commitment. Employees’ self-esteem and sense of identity can fluctuate to some degree depending on their relationship with their job; that is, their job involvement. As the CEO of Walden Sports described, the employees have experienced changes in their company that have had an overall negative impact on their job involvement, job satisfaction, and organizational commitment. In your role as a consultant, you are charged with recognizing factors that impact job involvement, including role conflict, as well as measuring job involvement in order to make recommendations for improvement.
This week, you look at how job involvement differs from job satisfaction and organizational commitment, and you consider role conflict and its effect on job involvement. In addition, you complete Part 1 of the Methods section of your Final Project, in which you explore instruments to measure job involvement.
Objectives
Students will:
• Differentiate job involvement from job satisfaction and organizational commitment
• Analyze effect of role conflict on job involvement
• Evaluate instruments to measure job attitudes
• Apply appropriate APA style in the development of Methods sections
FOLLOW THIS TEMPLATE
Methods Section
Participants
Describe all of your participants from whom you collected data. Include information such as number of participants, age, race, tenure with organization, organizational level, job title, et cetera. If you used focus groups, what was the size of the groups?
Measures
Here, describe and list, in detail, all of the quantitative measuring instruments and data collection tools (e.g., survey instruments) and/or qualitative forms and data collection tools (e.g., interview and focus group questions). Please include all forms used in an Appendix. Please be sure to also provide an explanation and justification of these instruments. Finally, be sure to properly cite any sources for your instruments and questions.
• Summarize the three instruments you used to measure job satisfaction, organizational commitment, and job involvement in the organization as well as the diagnostic instruments you selected.
• Please describe the items and scoring method from each instrument you used as part of your diagnostic survey.
• Provide an example item from each scale you selected and describe the scale anchors used to score the instrument.
• Describe the psychometric properties (reliability and validity) of the instrument.
• Justify your use of these instruments.
• Summarize the psychometric properties of the instruments.
Procedures
Here, describe exactly how the data were collected.
Data Analysis
Here, describe how you analyzed your data. If you collected quantitative data, how were scores on items computed? Did you aggregate scores on specific items to create a variable score (e.g., a score for job satisfaction)? Did you compute means and standard deviations? Did you compute frequencies of responses? For qualitative data, how did you generate themes and did you use specific software to do so?
• Bakker, A. B., & Demerouti, E. (2008). Towards a model of work engagement. Career Development International, 13(3),209–223. Retrieved from the Walden Library databases.
• Christian, M. S., Garza, A. S., & Slaughter, J. E. (2011). Work engagement: A quantitative review and test of its relations with task and contextual performance. Personnel Psychology, 64(1), 89–136.
Retrieved from the Walden Library databases.
• Dalal, R. S., Brummel, B. J., Wee, S., & Thomas, L. L. (2008). Defining employee engagement for productive research and practice. Industrial and Organizational Psychology, 1(1), 52–55.
Defining Employee Engagement for Productive Research and Practice by Dalal, R. S., Brummel, B. J., Wee, S., & Thomas, L. L. in Industrial and Organizational Psychology, 1(2008), 60-62. Copyright 2008 by Cambridge University Press. Used with permission of Cambridge University Press via the Copyright Clearance Center.
• Demerouti, E., Mostert, K., & Bakker, A. B. (2010). Burnout and work engagement: A thorough investigation of the independency of both constructs. Journal of Occupational Health Psychology, 15(3), 209–222.
Retrieved from the Walden Library databases.
• Frese, M. (2008). The word is out: We need an active performance concept for modern workplaces. Industrial and Organizational Psychology, 1(1), 67–69.
The word is out: We need an active performance concept for modern workplaces by Frese, M. in Industrial and Organizational Psychology, 1(2008), 67-69. Copyright 2008 by Cambridge University Press. Used with permission of Cambridge University Press via the Copyright Clearance Center.
• Griffin, M. A., Parker, S. K., & Neal, A. (2008). Is behavioral engagement a distinct and useful construct? Industrial and Organizational Psychology, 1(1), 48–51.
Retrieved from the Walden Library databases.
Is behavioral engagement a distinct and useful construct by Griffin, M.A., & Parker, S.K. in Industrial and Organizational Psychology, 1(2008), 48-51. Copyright 2008 by Cambridge University Press. Used with permission of Cambridge University Press via the Copyright Clearance Center.
• Hallberg, U. E., & Schaufeli, W. B. (2006). “Same same” but different? Can work engagement be discriminated from job involvement and organizational commitment? European Psychologist, 11(2),119–127.
Retrieved from the Walden Library databases.
• Harter, J. K., & Schmidt, F. L. (2008). Conceptual versus empirical distinctions among constructs: Implications for discriminant validity. Industrial and Organizational Psychology, 1(1), 36–39.
Conceptual versus empirical distinctions among constructs: Implications for discriminant validity by Harter, J.K. in Industrial and Organizational Psychology, 1(2008), 36-39. Copyright 2008 by Cambridge University Press. Used with permission of Cambridge University Press via the Copyright Clearance Center.
• Hirschfeld, R. R., & Thomas, C. H. (2008). Representations of trait engagement: Integration, additions, and mechanisms. Industrial and Organizational Psychology, 1(1), 63–66.
Representations of trait engagement: Integration, additions, and mechanisms by Hirschfeld, R.R., & Thomas, C.H. in Industrial and Organizational Psychology, 1(2008), 63-66. Copyright 2008 by Cambridge University Press. Used with permission of Cambridge University Press via the Copyright Clearance Center.
• Macey, W. H., & Schneider, B. (2008a). Engaged in engagement: We are delighted we did it. Industrial and Organizational Psychology, 1(1), 76–83.
Engaged in engagement: We are delighted we did it Macey, W.H., & Schneider, B. in Industrial and Organizational Psychology, 1(2008), 76-83. Copyright 2008 by Cambridge University Press. Used with permission of Cambridge University Press via the Copyright Clearance Center.
• Macey, W. H., & Schneider, B. (2008b). The meaning of employee engagement. Industrial and Organizational Psychology, 1(1), 3–30.
The meaning of employee engagement by Macey, W.H., & Schneider, B. in Industrial and Organizational Psychology, 1(2008), 76-83. Copyright 2008 by Cambridge University Press. Used with permission of Cambridge University Press via the Copyright Clearance Center.
• Masson, R. C., Royal, M. A., Agnew, T. G., & Fine, S. (2008). Leveraging employee engagement: The practical implications. Industrial and Organizational Psychology, 1(1),56–59.
Leveraging employee engagement: The practical implications by Masson, R.C., Royal, M.A., Agnew, T.G., & Fine, S. in Industrial and Organizational Psychology, 1(2008), 56-59. Copyright 2008 by Cambridge University Press. Used with permission of Cambridge University Press via the Copyright Clearance Center.
• Meyer, J. P., & Gagné, M. (2008). Employee engagement from a self-determination theory perspective. Industrial and Organizational Psychology, 1(1), 60–62.
Employee Engagement from a Self-Determination Theory Perspective by Meyer, J.P., & Gagne, M. in Industrial and Organizational Psychology, 1(2008), 60-62. Copyright 2008 by Cambridge University Press. Used with permission of Cambridge University Press via the Copyright Clearance Center.
• Newman, D. A., & Harrison, D. A. (2008). Been there, bottled that: Are state and behavioral work engagement new and useful construct “wines”? Industrial and Organizational Psychology, 1(1), 31–35.
• Pugh, S. D., & Dietz, J. (2008). Employee engagement at the organizational level of analysis. Industrial and Organizational Psychology, 1(1), 44–47.
• Saks, A. M. (2008). The meaning and bleeding of employee engagement: How muddy is the water? Industrial and Organizational Psychology, 1(1), 40–43.
