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RELATIONSHIP OF JOB INVOLVEMENT WITH JOB SATISFACTION

Article  in  Adalya · July 2020

DOI: 10.37896/aj9.7/029

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ADALYA JOURNAL https://doi.org/10.37896/aj9.7/029 ISSN NO: 1301-2746

RELATIONSHIP OF JOB INVOLVEMENT WITH JOB SATISFACTION

Dr. R. GOPINATH * & Dr. R. KALPANA **

* D.Litt. (Business Administration)-Researcher, Madurai Kamaraj University, Tamil Nadu,
India, Mobile: 9442200888, E-Mail: dr.raju.gopinath@gmail.com

** Assistant Professor, Department of Business Administration, Sri Saradha College for Women,
Perambalur, Tamil Nadu, India. E-Mail: pana.kal7@gmail.com

ABSTRACT
The Job Involvement of the individual seems to be potentially fundamental to the
satisfaction of certain salient psychological needs that could lead to positive organisational
implication. The person who has a positive working attitude, he has a functional satisfaction. So,
the researcher conducted this study using academic leaders in the universities took as a sample.
For this study, 250 respondents selected through Stratified Purposive Random Sampling
method for this study. In SEM, AMOS used in this study. Based on the result, Job Involvement
have significant relationship with Job Satisfaction. The researcher concluded that Job
Involvement gives good opportunity for advancement to fulfill the personal life goals. It creates
Job Satisfaction to academic leaders in the universities.

Keywords: Job Involvement, Job Satisfaction, Academic Leaders

INTRODUCTION

The Job Involvement of the individual seems to be potentially fundamental to the

satisfaction of certain salient psychological needs that could lead to positive organisational
implication. Job Involvement is the degree to which an employee identifies with his job, actively
participates in it, and considers his job performance important to his/her self work. Nowadays,
companies have start to analyze that their human resource. Motivated employees are vital role in
an organisation. Due to motivation, Job Involvement is peremptory for productivity to achieve
the organisational goals. Job Involvement is strongly influenced by the perception towards
work. Job Involvement is more associated with psychological identification of worker’s opinion
on job. While morale in Job Involvement refers to the position of the staff of the organization
which is a collective concept, Job Satisfaction is the sense of individual employee. Job
Satisfaction is a sense of an employee when he gets a job that all his expectations meet. The

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person who has a positive working attitude, he has a functional satisfaction. Job Satisfaction is
defined as the pleasant emotional state that results from the evaluation of personal work to
achieve or facilitate the achievement of the values of their work. Job Satisfaction is not the same
as motivation. It is linked to productivity, motivation, absenteeism, accidents due to waste,
mental health, physical health and general satisfaction with life. Job Satisfaction refers to the
feeling of satisfaction of a person at work, which acts as a motivation to work. It is not self-
satisfaction, happiness or self-satisfaction, but satisfaction at work (Gopinath & Kalpana, 2019).

REVIEW OF LITERATURE

Kalpana (2013) a lesson to enhance the commitment between academics and the
important implications of educational institutions. Therefore, academics are very committed to
making a positive contribution to their institutions that may lead to more effective educational
institutions. Thus, institutions seeking to maintain a college build a strong and moderate
organizational commitment to colleges committed to a better position to reap the benefits of the
most motivated, motivated and reliable faculty members. The study analyzed whether or not
there is a significant relationship between Job Satisfaction and organisational commitment
among with special reference to women faculties of engineering colleges. Highly committed
academicians would make a positive contribution to their respective institutions and may lead to
increase the effectiveness of the educational institutions. Kalpana (2014) studied Job
Involvement factor has a effective influence on organizational commitment. Highly Involvement
faculties would make a positive contribution to their respective institutions and may lead to
increase the effectiveness of the educational institutions. Kalpana (2015) found that Job
Involvement and perceived organizational support have been identified as significant factors that
influence organizational commitment among women faculties of engineering colleges. Gopinath
(2016 g) confirmed that the effect to analysis the impact of Job Satisfaction employee health and
safety system which is highly accepted through Job Satisfaction by using work, supervision, pay,
promotion and co worker in JDI scale. Gopinath (2016 a & b) investigated the impact of Job
Satisfaction on Promotion and Transfer and Industrial Relation of the organization’s good
performance management systems and transparent, quick widely accepted promotion & transfer
policy which makes the employees, were highly satisfied. Gopinath (2016 c) examines the
impact of to Job Satisfaction using JDI Scale. It analyzed Measurement and Path Model

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‘Recruitment & Selection and Job Satisfaction’. Similarly, Job Satisfaction evaluated by using
work, pay, promotion, supervision, and co worker in JDI scale (Gopinath & Shibu, 2015). Study
concluded impact of Job Satisfaction on training and development, which makes the employees,
were highly satisfied (Gopinath, 2016 d). Gopinath (2016 e) studied made an effect to analysis
the impact of Job Satisfaction analysis by JDI scale on appraisal and reward. The Employee
attitudes typically reflect in Industrial Relations, Managing People and Performance
Management Influencing Job Satisfaction. Gopinath (2016 f) Job Satisfaction Employees would
make a positive contribution to their respective organization and may lead to increase the
effectiveness. Gopinath & Kalpana (2019) concluded that Job Satisfaction is the result of Job
Involvement and organizational commitment. Gopinath (2019 a) had investigated factors of Job
Involvement among the engineering college teaching faculties. Based on the results, the
researcher concluded the Job Involvement factors influence to the knowledge management very
positive manner. Gopinath (2019 b) emphasizes that relationship between the Job Involvement
and Organizational Commitment. Job Satisfaction is recognized as an element of organizational
commitment and also that the work environment gives a positive relationship to Job Satisfaction.
Gopinath (2020 a) found significant influence of Self- Actualization on Job Involvement of
Academic Leaders in Tamilnadu Universities. Researcher also suggests by augmenting the level
of self-actualization of academic leaders their Job Involvement can also be amplified, to relish
the paybacks of Job Involvement. Gopinath (2020 c) fined significant relationship between Job
Satisfaction, Job Involvement and Organizational Commitment. Gopinath (2020 b) investigated
the relationship and influence of Job Satisfaction on organizational commitment among the
Academic Leaders of Tamil Nadu Universities and found positive and significant relationship
between Job Satisfaction and organizational commitment. Gopinath & Chitra (2020) found
significant and positive relationship between Emotional Intelligence on Job Satisfaction.

OBJECTIVES

• To know the relationship between Job Involvement with Job Satisfaction.

LIMITATIONS OF THE STUDY

• The study conducted to Tamilnadu universities academic leaders only. Therefore, the
results cannot be generalized.

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PERIOD OF THE STUDY

The study carried out three months from November 2018 to January 2019.

RESEARCH METHODOLOGY

Ex-post-facto research design was used in this study. 250 respondents selected through
stratified purposive random sampling method for this study. Data collected by structured
questionnaire well designed manner. 85% of questionnaire received. 5% of questionnaire invalid.
Totally 80% questionnaire used for further study. In SEM model, AMOS 20 used for this
research.

HYPOTHESIS OF THE STUDY

The Null hypothesis conducted in this study.

H1 : There is no significant relationship between Job Involvement with Job Satisfaction.
H2 : There is no significant difference between Job Involvement with Job Satisfaction.

FINDINGS AND RESULTS

Table No. 1. Reported Values of Model fit for the Measurement Model

Parsimony
Root Mean Incremental
Absolute fit measures fit
Measures fit Measures
Measures
χ2 Df χ2/df GFI RMSEA RMR NFI CFI AGFI

Criteria <5 ≥ 0.90 < 0.08 <0.05 ≥ 0.90 ≥ 0.90 ≥0.90

Obtained 7.822 5 1.564 0.984 0.023 0.044 0.901 0.959 0.952

Note: χ2: Chi-square; Df: degree of freedom; GFI: Goodness of fit index; RMSEA: Root
mean square error of approximation; NFI: Normated fit index; CFI: Comparative fit index;
AGFI: Adjusted goodness of fit index; RMR: Root Mean Square

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Figure No.1 Measurement Model of the Study

Table No. 2. Reported Values of Model fit for the Measurement Model

Parsimony
Root Mean Incremental
Absolute Fit Measures fit
Measures Fit Measures
Measures
χ2 Df χ2/df GFI RMSEA RMR NFI CFI AGFI

Criteria <5 ≥ 0.90 < 0.08 <0.05 ≥ 0.90 ≥ 0.90 ≥0.90

Obtained 13.036 5 2.607 0.975 0.018 0.036 0.882 0.920 0.924

Note: χ2: Chi-square; Df: degree of freedom; GFI: Goodness of fit index; RMSEA: Root
mean square error of approximation; NFI: Normated fit index; CFI: Comparative fit index;
AGFI: Adjusted goodness of fit index; RMR: Root Mean Square

Figure No.2 Measurement Model of the Study

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Table No. 3. Reported Values of Model fit for the Measurement Model

Parsimony
Root Mean Incremental
Absolute fit Measures fit
Measures fit Measures
Measures
χ2 Df χ2/df GFI RMSEA RMR NFI CFI AGFI

Criteria <5 ≥ 0.90 < 0.08 <0.05 ≥ 0.90 ≥ 0.90 ≥0.90

Obtained 32.628 15 2.1752 0.960 0.060 0.046 0.875 0.941 0.924

Note: χ2: Chi-square; Df: degree of freedom; GFI: Goodness of fit index; RMSEA: Root
mean square error of approximation; NFI: Normated fit index; CFI: Comparative fit index;
AGFI: Adjusted goodness of fit index; RMR: Root Mean Square

Figure No.3 Path Model of the Study

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Table No. 4. Reported Values of Regression Weights: (Group number 1 - Default model)

Regression Standard Composite

P
Weight Error Reliability
Job <--- Job .717 .147 4.192 ***
Satisfaction Involvement
JS1 <--- Job Satisfaction 1.000
JS2 <--- Job Satisfaction .591 .186 5.769 ***
JS3 <--- Job Satisfaction .699 .179 5.573 ***
JS4 <--- Job Satisfaction .600 .142 3.170 **

JI1 <--- Job 1.000

Involvement
JI2 <--- Job .628 .138 5.072 ***
Involvement
JI3 <--- Job .513 .169 5.487 ***
Involvement
JI4 <--- Job .589 .141 5.278 ***
Involvement
(* Indicates a parameter fixed at 1.0 in the Measurement Model
*** Significant @ 1% level & ** significant @ 5% level)

Table No 5. Reported values of Correlation between the two variables

Name of the variables Estimate

Job Satisfaction <--> Job Involvement 0.690

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NAME OF THE ITEMS ARE GIVEN BELOW

Items Name
JS1 I feel gives sense of accomplishment, useful and satisfying to my work.
JS2 I am fully tactful, stubborn and intelligent in my supervision.
JS3 My work gives good opportunity for advancement.

JS4 I am integrated to my co-workers with smart, ambitious, intelligent, responsible and

stimulating.
JI1 Most of my interests are centered an around my job.

JI2 Most of my personal life goals are job-oriented.

JI3 I am attached to my work as it gives me a feeling of satisfaction.

JI4 Work is more important than leisure time.

DISCUSSION AND CONCLUSION

The measurement model was analyzed using high probability assessment (ML)
techniques provided by AMOS 20.0. Table 1 and 2 provide summarized results from the initial
CFA. Results of the relevant model (Table 3) indicated that absolute fitness measures were
RMSEA 0.060 and GFI 0.960. Additional efficiencies metrics for CFI and NFI were 0.941 and
0.875, respectively, and parsimony fit measure AGFI compliance scale was 0.924. All of the
above calculated measurements are exceeded by the proposed low values. Beyond that, and most
importantly, the combined reliability and average change obtained for all factors involved in the
model exceeded 0.5. In addition to these indicators, the ratio of χ2 / df was 2.1752, which was
within the recommended threshold level (for example, 1.0 <χ2 / df <5.0). As a result, physical
statistics concluded that the measurement model showed sufficient data adequacy, which
indicates that no modifications to the model are required. Thus, a one-dimensional model was
created (Byrne, 2010; Hair et al., 2013). Based on the measurement model analysis, the result
indicated that Job Involvement is correlated with Job Satisfaction. Based on the path model
analysis, the result indicated that Job Involvement highly influence to Job Satisfaction. From the
findings, null hypothesis rejected and alternative hypothesis accepted. Based on the result, Job
Involvement has significant relationship with Job Satisfaction. The researcher concluded that Job

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Involvement gives good opportunity for advancement to fulfill the personal life goals. It creates
Job Satisfaction to academic leaders in the universities.

REFERENCES

1) Byrne, B.M. (2010). Structure Equation Modeling with AMOS: Basic Concepts,
Applications, and Programming, 2/e, Routledge: New York, NY.
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in BSNL, Three different SSAs, International Journal of Management, 6(1), pp. 171-180.
3) Gopinath, R. (2016 a). A Study on Performance Management in BSNL with special
reference to Job Satisfaction in three different SSAs using Modeling. International
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An Empirical Study at BSNL with special reference in three different SSAs using
modeling. Asian Journal of Management Research, 6(4), pp. 277-285.
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