This document discusses job involvement and organizational commitment. It defines job involvement as the psychological and emotional extent to which someone participates in their work. High job involvement leads to greater job satisfaction, organizational commitment, and reduces desires to leave. However, excessive workloads can lead to exhaustion over time. Organizational commitment refers to the bond an employee feels toward their organization. Strong commitment is associated with lower turnover and better job performance. There are three main types of organizational commitment: affective, continuance, and normative.

1. JOB INVOLVEMENT AND
ORGANIZATIONAL COMMITMENT.
Prepared by:
MOHAMED HUDAIF T
MSW IInd YEAR (HRM)
PONDICHERRY UNIVERSITY

2. JOB INVOLVEMENT

3. • Job involvement refers to the
psychological and emotional
extent to which some one
participated in hisher work,
profession, and company.

4. • Job involvement has been defined as
internalizing value of goodness and
importance of working among people.
• It is a desirable feature that makes people
spend energy and do their best in their work
and organizational roles.
• It causes workers to enjoy their works and
reduce their fatigue.

5. • It not only increase the worker’s job
satisfaction, organizational commitment,
organizational citizenship behavior, emotional
attachment to the organization, voluntary
actions beyond the job description, and
participation in organizational decisions. but
also reduces the desire to leave the job.

6. • Some times, people who working in jobs with
high work load and necessity for overtime
working may present some job involvement
behavior
• However, they eventually would experience
exhaustion, job dissatisfaction, and desire to
quite their job.

7. • The job involvement is a management and
leadership philosophy about how people
are most enable to contribute continues
improvement and the ongoing success of
their work organization.

8. Employee involvement models:
• Tell
• Sell
• Consult
• Join
• Delegate

9. Tell:
The supervisor makes the decision and
announces to staffs. The supervisor
provides complete directions.

10. Sell:
The supervisor makes the decisions and
then attempts to gain commitment from
staffs by selling the positive aspects of the
division.

11. Consult:
The supervisor invites inputs into a
decision while retaining authority to
make the final decision themselves.

12. Join:
The supervisor invites employees to
make the decision with the supervisor.
The supervisor considers their voice
equal in the decision making process.

13. Delegate:
The supervisor turns the decision
over to another party.

14. ORGANIZATIONAL
COMMITMENT

15. • Organizational commitment is
the bond employees experience
with their organization.

16. • People who are committed to their
organization generally feel a
connection with their organization.
• Feel that they fit in and feel they
understand the goals of the
organization.

17. • Organizational commitment predicts work
variables , such as turnover, organizational
citizenship behaviour, and job performance.
• The factors such as role stress,
empowerment, job insecurity and
employability, and distribution of
leadership are connected with worker’s
commitment.

18. Types of commitment:
• Affective commitment
• Continuance commitment
• Normative commitment

19. Employees who feel a sense of affective
commitment identify with the organization,
accept that organization’s goals and values,
and are more willing to exert extra effort on
behalf of the organization.
Affective Commitment

20. Continuance commitment exists when
there is a profit associated with staying
and a cost associated with leaving.
Tends to create a more passive form of
loyalty.
Continuance Commitment

21. • The sense that people should stay with their
current employers may result from personal
work philosophies or more general codes of
right and wrong developed over the course
of their lives.
• Build a sense of obligation-based
commitment among employees.
Normative Commitment

22. Three Types of Organizational Commitment

24. THANK YOU…