Difference between revisions of "Job involvement"
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==Definitions== | ==Definitions== | ||
According to [[Organizational Behavior by Robbins and Judge (17th edition)]], | According to [[Organizational Behavior by Robbins and Judge (17th edition)]], | ||
| − | + | :[[Job involvement]]. The degree to which a person identifies with a job, actively participates in it, and considers performance important to self-worth. | |
| + | According to [[Management by Robbins and Coulter (14th edition)]], | ||
| + | :[[Job involvement]]. The degree to which an employee identifies with her or his job, actively participates in it, and considers her or his job performance to be important self-worth. | ||
==Related concepts== | ==Related concepts== | ||
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*[[Workforce Arrangements Quarter]]. | *[[Workforce Arrangements Quarter]]. | ||
| − | [[Category: Septem Artes Administrativi]][[Category: Articles]] | + | [[Category:Management]][[Category: Septem Artes Administrativi]][[Category: Articles]] |
Latest revision as of 09:08, 3 June 2020
Job involvement is the degree to which a person identifies with a job, actively participates in it, and considers performance important to self-worth.
Definitions
According to Organizational Behavior by Robbins and Judge (17th edition),
- Job involvement. The degree to which a person identifies with a job, actively participates in it, and considers performance important to self-worth.
According to Management by Robbins and Coulter (14th edition),
- Job involvement. The degree to which an employee identifies with her or his job, actively participates in it, and considers her or his job performance to be important self-worth.
