√ Definition of Work Involvement, Characteristics, Dimensions, Aspects and Factors

Definition of Work Involvement, Characteristics, Dimensions, Aspects and Factors – In this discussion we will explain about Work Engagement. Which includes the understanding, characteristics, dimensions, aspects and factors that influence work involvement with a complete and easy-to-understand discussion.

Definition of Work Involvement, Characteristics, Dimensions, Aspects and Factors

For more details, please see the review below carefully.

Definition of Work Involvement

Job involvement or in English Job Involvement is a form of an employee's commitment to taking part in and caring for work both in real terms, knowledge and emotions make the assumption of the work that is carried out very important and has high confidence for finish it.

If an employee is fully involved with work it will lead to the achievement of organizational goals and objectives. Psychologically, it will bring up a sense of success which will increase employee self-esteem so that this condition will affect employee performance improvement.

Definition of Work Involvement According to Experts

The following is the definition of work involvement according to experts.

1. Patchen (in Srivastava: 2005)

The definition of work involvement according to Patchen is someone who has job involvement High will show high feelings of solidarity with the company and have high internal work motivation tall. Individuals will have low work involvement if they have low work motivation and feel sorry for their work.

2. Brown (in Muchinsky, 2003)

The definition of work involvement according to Brown refers to the degree to which a person is psychologically in favor of his organization and the importance of work for his self-image. He emphasized that someone who has high work involvement can be stimulated by his work and immersed in his work.

3. Lodahl and Kejner (2003)

The definition of work involvement according to Lodahl and Kejner is the internalization of values ​​about the goodness of work or the importance of work for one's success.

4. Umam (2010)

The definition of work involvement according to Umam is the degree to which a person psychologically interprets himself with work and considers his level of performance as important for self-esteem.

5. Hiriyappa (2009)

The definition of work involvement according to Hiriyappa is the extent to which an individual identifies himself with his work, actively participates in it and considers the performance he does important for worth himself.

6. Davis and Newstrom (1994)

The definition of work involvement according to Davis and Newstrom is the mental and emotional involvement of people in situations group that encourages them to contribute to group goals and share responsibility for achieving goals That.

7. Robbins (2001)

The definition of work involvement according to Robbins is the degree to which people are known from their work, participate actively in it and consider their achievements important for self-esteem. Job involvement is a measure of the extent to which a person is apsychologically biased towards his work and regards his performance as a measure of his self-worth.

8. Kanungo (1982)

The definition of work involvement according to Kanungo is the extent to which employees assess that the work they are doing is meaningful the potential to satisfy their needs as the basis of the psychological identification process carried out by employees towards tasks that are specific job or the job in general, which process depends on the extent to which both intrinsic and extrinsic needs are felt important.

9. Luthans (2009)

Understanding work involvement according to Luthans work involvement occurs when members of the organization place themselves in physical, cognitive, and emotional roles while working.

10. Prasetyo (2016)

The definition of work involvement according to Prasetyo is one of the variables that can be used to predict conditions within the organization, such as absenteeism and turnover rates.

Characteristics of Work Engagement

Cohen (2003) states that there are two characteristics of work involvement, including:

Characteristics of employees with high work involvement, namely:

• Spend time working
• Have a high concern for work and company
• Satisfied with the job
• Have a high commitment to career, profession and organization.
• Give the best effort for the company
• Absenteeism rates and turnover intentions for companies
• Have great motivation

Characteristics of employees with low work involvement, including:

• Do not want to try hard to advance the company
• Does not have a concern for work and company
• Dissatisfied with work
• No commitment to work or company
• Absence rates and turnover intentions are high
• Have little work motivation
• High resignation rate.
• Feeling dissatisfied or proud of work and company

Dimensions of Work Engagement

Luthans (2006) states that there are three psychological conditions that can increase employee work involvement, namely:

Meaningful Feelings
Psychologically, meaning means a feeling received through physical, cognitive and emotional energy. Feeling means feeling the experience that the task he is doing is valuable, useful and or valuable.

Sense of security
Psychologically a sense of security arises when individuals are able to show or work without fear or have negative consequences for self-image, status or career. Feelings of security and trust are built on planned, consistent, clear situations without threats.

Availability feeling
Psychologically, the feeling of availability means that individuals feel that resources that provide physical, personal, emotional and cognitive sufficiency are available when needed.

According to Cummings and Worley (2005) There are four dimensions of employee engagement, including:

Power
This includes providing sufficient authority to employees to make decisions related to their work covers various issues such as work methods, work assignments, achievement results, customer service and employee selection.

The amount of power varies from simply asking for input to be used by managers in making decisions to employees being able to make their own decisions in dealing with the issue.

Information
Information can be in the form of data on operating results, business plans, competitive conditions, new technologies, work methods and ideas for improving the organization.

Having timely access to relevant information is essential for making effective decisions. Organizations can promote employee engagement by ensuring that important information flows freely to those with decision-making authority.

Knowledge and Skills
Employee engagement can increase organizational effectiveness depending on the degree to which which employees have the necessary knowledge and skills to make decisions with Good.

Organizations can facilitate employee engagement by implementing training and development programs to improve employee knowledge and skills.

The program can cover a wide range of skills related to carrying out tasks, making problem-solving decisions and understanding how a business operates.

Rewards
In general, people do things to get rewards, so rewards can have a strong influence on employee involvement in the organization. Meaningful involvement in the organization can be an internal reward for employees, because they feel valuable and successful.

External rewards such as salary and promotions can strengthen employee engagement if they are directly related to the performance resulting from their participation or involvement in decision making decision.

Aspects of Work Engagement

Luthans (2006) states, there are four aspects of employee work involvement, including:

Work is the main life interest
Work involvement will arise if work is perceived as the main source of individual expectations and a source of satisfaction from individual salient needs.

This visible need will strengthen if the job is perceived to be able to meet his needs, so that it will make the individual spend time, energy and thoughts on his work.

Participate actively in work
Active participation will occur if a person is given the widest possible opportunity at work, such as the opportunity to provide ideas, make decisions that are beneficial to the company's success, opportunities to learn, bring out their skills and abilities in work, making this active participation will affect work results and satisfactory results will affect a sense of worth in himself.

Perceives performance as consistent with self-concept
Someone who is involved in his work will have concentration on performance so that it influences a person's consistency with his self-concept. This can be seen from someone who has principles for his work, for his work is consistent with the abilities he has.

Factors Influencing Work Involvement

Job involvement can be influenced by two variables, namely personal variables and situational variables.

Personal Variables
Personal variables that can influence job involvement include demographic and psychological variables. Demographic variables include age, education, gender, marital status, position, and seniority.

Then psychological variables include intrinsic/extrinsic need strength, work values, locus of control, satisfaction with work characteristics/results, work effort, work performance, absenteeism and intentions turnovers.

Situational Variables
Sitational variables that can affect work involvement include work, organization and socio-cultural environment. Job variables include work characteristics/results, variety, autonomy, task identity, feedback, work level (formal status in the organization), salary level, working conditions, job security, supervision, and climate interpersonal.

Thus has been explained about Definition of Work Involvement, Characteristics, Dimensions, Aspects and Factors. Hopefully it can add to your insight and knowledge. Thank you for visiting and don't forget to read other articles.