“A COMPARATIVE STUDY ON JOB INVOLVEMENT AMONG

GOVERNMENT TEACHERS AND GOVERNMENT BANK

EMPLOYEES”

SUBMITTED BY
L.MAHITHA REDDY
2018-357
B.A.PSYCHOLOGY
Under the supervision of Ms.K.Ashwini
Department of psychology
university college for women koti, Hyderabad-500013,
Academic Year:2019-202
 DECLARATION

I, Ms​. Lakkireddy Mahitha Reddy​, student of B.A. Psychology, final year, of University
College for Women, Koti, bearing Roll No​. 2018-357​, hereby declare that the project entitled “A
Comparative study on Job Involvement among the Government Teachers and Government
Bankemployees” ​is an original work done by myself and not copied from any other sources.

Signature:

Date:

Place: Hyderabad.
 CERTIFICATE
This is to certify that Ms.Lakkireddy Mahitha Reddy, B.A. Final year, roll number 2018-357 has
completed her project work titled “A Comparative Study on Job Involvement among the
Government Teachers and Government Bankemployees” under the guidance of Ms.K.Ashwini,
Faculty, Department of psychology, oucw, koti, Hyderabad.

Certified by:
 ACKNOWLEDGEMENT
I would primarily like to thank my lecturer Ms.K.Ashwini, Department of Psychology,
University College for Women, Hyderabad, whose valuable guidance has been the one that
helped me give a structure to this project ​“A Comparative study on Job Involvement among
Government Teachers and Government Bankemployees” and make it full proof success with
her suggestions and instructions majorly contributing towards the completion of the project.

I am thankful to all the institutions and organisations who gave their consent for me to collect
necessary information from their employees .I am thankful to all the people who were gracious
enough to take their valuable time out and answered the questionnaire.Their patience and support
are valuable and critical to the completion of this project.
 ABSTRACT

The study aims to assess the level of job involvement among the two different professions of
public sector. The sample taken for this study is 60 as the comparative study was done between
[n-30]Government Teachers and [n-30] Government Bank employees. .The bank employees are
from SBI and ANDHRA banks and teachers are from Zilla parishad high schools and Social
welfare school. The sample is selected randomly within the age range of 24-56 years. Data was
collected using the Job Involvement scale booklet designed by Upinder Dhar,Santosh
Dhar,D.K.Srivastav from National Institute of Industrial Engineering. The data analysed using
the descriptive and inferential statistics and the manual of job involvement scale. This study
examines the employees identity with the job and how much she/he focused towards the job in
the form of various dimensions of job involvement . Finally, the results indicate that there is no
significant difference in level of job involvement among government teachers and government
bank employees.
 INDEX

S.No. CONTENT Page No.

1. DECLARATION 01
2. CERTIFICATION 02
3. ACKNOWLEDGEMENT 03
4. ABSTRACT 04
5. CHAPTER I: INTRODUCTION 06-14
6. CHAPTER II: REVIEW OF LITERATURE 15-16
7. CHAPTER III: METHODOLOGY 17-19
Aim 17

Objective of the study 17

Hypotheses 17

Tools used 17

Description of the Test Material 17

Sample 18

Procedure 18

Scoring 18-19

Statistical Analysis Used 18-19

8. CHAPTER IV: RESULTS AND DISCUSSIONS 19-21

9. CHAPTER V: CONCLUSION 22
10. CHAPTER VI: SUMMARY 23
11. REFERENCES 24
12. APPENDIX 25-26

CHAPTER 1

INTRODUCTION
JOB INVOLVEMENT

DEFINITION​ ​:

Job involvement is the psychological and emotional extent to which someone participates in his
or her own work, professional and company (Or) It refers to a state of psychological
identification with work or the degree to which a job is central to a person’s identity.

- From an organizational perspective, it has been regarded as the key to unlocking employee
motivation and increasing productivity.

- From an individual perspective ,job involvement constitutes a key to motivation, performance,

personal growth and satisfaction in the workplace .

According to Whitney Smith ,job involvement is the degree to which one is cognitively
engrossed and engaged in one's job to the point it becomes central to his or her identity .Lawler
and Hall focused on job involvement as referring to “psychological identification with one's
work” as well as a degree to which the job situation is central to the person and his identity.

According to Runyon the person who has internalized traditional values will be involved in the
job regardless of the situational context within which he might be employed.

Lodahl and kejner defined job involvement is the internalization of values about the goodness
of work or the importance of work in the worth of the person and perhaps it thus measures the
ease with which the person can be further socialized by an organization. He hypothesized that the
main determinant of job involvement is a value orientation toward work that is learned early in
the socialization process. Siege initially concurred with this Point of view stating that difference
in job involvement can probably be traced back to value orientations toward work learned early
in the course of socialization and internalized as determinants .

Blau defines job involvement in terms of an individual’s self-worth. He states that job
involvement measures the degree to which a person identifies psychologically with his job and
considers his perceived performance level of self-worth.
OBJECTIVES OF JOB INVOLVEMENT

The objectives of the Job Involvement are:

1. To Make Worker’s Role Important – The basic objective of job involvement is to make
employees’ role important in an organisation. For successfully attaining the objectives and goals
of the organisation, it is essential to make employees’ involved in the achievement of goals
because without them it is not possible to achieve the goals.

2. To Increase Productivity – When employees are involved in the decision making with the
management, this motivates them and their morale increases. This leads to an increase in their
efficiency which brings an increase in the level of productivity.

3. To Satisfy the Needs of the Employees – Every employee wants to be recognized for his
capabilities, so participation in management makes them feel recognized and they will be
motivated to perform hard work. And moreover, employees' social and esteem needs will also be
satisfied.

4. To Develop Human Personality – The employees’ involvement in management gives them

opportunity to express themselves. They express their views freely at various levels and their
hidden talent comes out. Thus they get an opportunity to develop their personality.

5. To Strengthen the Employee Management Cooperation – Coordination and cooperation

between the employees and management improves the relationship between them. Employees
don’t feel neglected and when they participate in decision making they feel recognized. And
their relations with their superiors also improve.

HISTORICAL BACKGROUND OF JOB INVOLVEMENT

Researchers agree upon the importance of defining and studying this job attitude because of the
important individual and organizational motivation and performance (Khan et al. 2011).
Furthermore, job involvement is important to individuals because it can influence their quality of
life, given that work occupies such a large amount of people’s everyday lives (Brown, 1996).
Throughout the literature, job involvement is either defined by, linked with, or a determinant of
job engagement. However, the concepts are distinct from one another. According to Saks
(2006), job engagement reflects how employees utilize themselves throughout performance on
their jobs, and includes two additional elements of emotion and behavior. Therefore, job
involvement is the strict cognitive evaluation of one’s job and how it pertains to whom that
person is as an individual, while engagement additionally reflects one’s affect toward his/her job
and the resulting behaviors they exhibit.

The struggle to differentiate job involvement from other constructs can be seen throughout the
history of its research. Lodahl and Kejner (1965) were among the first to formally define job
involvement, synthesizing various names and definitions from previous research. Initially,
Lodahl and Kejner defined job involvement as how much work
performance affects self-esteem. In other words, it reflects how individuals internalize how well
they do in their work and the importance of that assessment on one self-worth. Lodahl and
Kejner highlight that an individual with high job involvement is someone for whom work is
psychologically important, which consequently means he/she is very affected by anything that
happens at work. Within their initial study, Lodahl and Kejner identified job involvement as a
multidimensional construct.

However, Lawler and Hall (1970) felt the literature was still ambiguous in describing exactly
what job involvement includes, how it is defined and
especially how the construct relates to other job attitudes. The vast majority of research at the
time did not adequately account for the difference between job involvement and many of the
aspects included in measuring job satisfaction (Lawler & Hall, 1970).

Additionally, researchers had not yet distinguished job involvement from motivation,
specifically intrinsic motivation. So Lawler and Hall defined job involvement exclusively as the
psychological importance of work. However, they removed the element of the evaluation of that
importance on an individual's self-esteem.

In an attempt to refine the literature on job involvement, Brooke, Russell and Price (1988)
explored the discriminant validity between job involvement and the two related constructs of job
satisfaction and organizational commitment. They found that individuals recognize a difference
between the three concepts, and identify job involvement as the degree to which one is absorbed
in their job. It is important to note that by Brooke et al. 's definition job involvement does not
include how one’s absorption with work affects one’s self-concept. Therefore, at this point in
the research job involvement was strictly viewed as a cognitive belief of the importance of one’s
work. As such, job involvement is separate from related constructs.

Around the late 1980s somewhat of a consensus within the research appeared by accepting
Lodahl and Kejner’s (1965) original definition of job involvement consisting of both the level of
importance of one’s work, as well as the extent to which one actively participates in work.
However, this research did not eliminate the similarity between job involvement and the similar
constructs previously mentioned (Baotham, 2013). In response, Kanungo (1982) distinguished
general and specific forms of the construct.

This means job involvement pertains only to an individual’s job responsibilities, while work
involvement is one’s overall identification with and active participation in work. The distinction
between these two levels remains today.

Job involvement contributes importantly to organizational effectiveness, productivity and morale

by engaging employees deeply in their work and making it a meaningful and fulfilling
experience. People become involved in their jobs when they perceive in them the potential for
satisfying salient psychological needs.

Job involvement enhances an individual's work performance by motivating them to exert greater
effort and use their creativity to solve problems and work intelligently.

The benefits that flow from it result partly from personality and characteristics of the
individuality and partly from organization context,job design and supervisory behavior.
Individuals who possess certain personality traits are likely to be predisposed to become
employed.

On the other hand ,situational factors such as job design ,organizational and psychological
climate and management style all have important influences on employee job involvement .Job
design factors appear to have a stronger influence on job involvement for individuals who have a
stronger drive to satisfying higher- order psychological need. Job involvement is also known as
employee engagement or work engagement .An engaged employee is a person who is fully
involved in, and enthusiastic about, his or her Job involvement is a desirable feature that makes
people spend energy and do their best in their work and organization roles. It causes workers to
enjoy their work and reduce their fatigue. It not only increases 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. Sometimes, people who work in jobs with
high workload and necessity for overtime work may present some job involvement behavior.
However, they eventually would experience exhaustion, job dissatisfaction, and desire to quit
their job. The job involvement is a management and leadership philosophy about how people are
most enabled to the ongoing success of their work organization.

Employees with high levels of job involvement tend to see their job as central to their personal
character and focus most of their attention on their jobs .Job involvement is highly affected by
the work environment as it makes one believe that one's work is meaningful, offers control over
how work is accomplished, maintains a clear set of behavioural norms ,makes feedback
supportive relations with supervisors and co-workers. Though pointed to the similarity of the
constructs of job involvement and organizational commitment as both are associated with
worker's identification with the job experience; however ,the two constructs differ. Job
involvement is more associated with worker's immediate job activities while organizational
commitment is more associated with worker's attachment to the organization. Individuals willing
to work hard are highly involved, whereas individuals without this willingness are lowly
involved. It makes a person to be involved in the specific tasks that make up one's job and job
involvement in the setting which indicates the degree to which one finds carrying out the tasks of
one's job in the present job environment to be engaging.

An employee is likely to be satisfied and develop a strong attachment to an organization that

possesses a certain level of prestige as part of his or her connection with glory. Strong
identification with one's organization may translate into a high degree of job involvement. On the
other hand, some researchers also argue that job involvement is a personal characteristic.
Therefore, it is less likely to be influenced by organizational factors and more likely to be
influenced by personal characteristics.

Job involvement is a subset of attitudes .Job involvement refers to the extent to which a person is
interested in and committed to assigned tasks. However, this is not to say that a person is happy
or satisfied with the job, only that he or she feels a responsibility toward ensuring that the job is
done correctly and with a high standard of competence.

However there are similarities between job involvement and work involvement. The difference
between job involvement and work involvement has been vividly identified by Kanungo .

Saal and knight treats job involvement as anchored around attachment to the organization as a
whole. Reichers definition of job involvement is centered around organizational commitments
.He views organizational commitment as a collection of multiple commitments to various groups
that constitute the organization.

FACTORS INFLUENCING JOB INVOLVEMENT

1. MOTIVATION

Motivation refers to the process that causes people to act as they do. It occurs ‘when a
need is aroused and the person wishes to satisfy it’, therefore motivation is the core to the
success of the organization is essential when the higher the employee's level of
motivation, the more productive outcome they can give to the organization. Motivation is
an important factor for the achievement of an employee which increases the employees
job involvement. It also keeps the employees to be more productive and improve their job
performance at work.
Van Niekerk [1987] has defined that motivation as the creation of work circumstances
that influence employees to perform certain tasks of their own free will, in order to reach
the goals of the organization and satisfy their needs, and it's shown that the more
employee become motivated the more involvement towards their jobs at the workplace.
However motivation has influence by individual characteristics. It has the set of internal
and external forces which initiate the work related behavior and determines its form and
duration.
It is clearly stated that motivation of a worker carries the behavior of them towards their
job involvement ,and also determines their level of motivation in the workplace.

​ 2. ORGANIZATIONAL CITIZENSHIP BEHAVIOR

It has been defined as an individual behavior that is discretionary which is not directly
recognized by the formal reward system and also promotes effective functioning of the
organization. It refers to employees such as supportive actions to assist other employees
and go beyond the minimum requirement of their task. It makes a constructive
involvement of the organization of minimum required by the individual's immediate job,
sportsmanship refer as the tolerant less than without excessive complaining.

It is inclined to maintain social relationships which could reduce the voice of employees
and also gives suggestions in order to improve existing methods and make employees
more involved. Here there exist factors such as positive and negative ‘extra-role’
behavior which influence the employees productivity and involvement.

​ 3. JOB SATISFACTION

It is an important asset to the managers because the low level of job satisfaction is related
to increased absenteeism and higher job turnover levels towards their job involvement at
the workplace. Job satisfaction is measured as quality of life in an organization which is
important for the managers to understand the components of work life and ensure that
the workplace provides the employee needs. It attributes the positive and negative
feelings and attitudes people hold about their jobs and that depend on many work
characteristics but also on personal characteristics such as gender,age,health and social
relationship which affects job involvement. It is also defined as the individual's subjective
valuation of different aspects of their job involvement.

As there were other factors such as dispositional factors which are internal factors and
situational factors also influence the level of job involvement.
CONSEQUENCES OF JOB INVOLVEMENT
The point of interest in the term job involvement is the final consequence of this phenomenon
that can be explained that if the workers put forth considerable efforts for the achievement of the
personal and organizational objectives, this will lead to more productivity and the employee
ultimately retains with the organization. On the opposite side employees who are having low
degree of involvement are more likely to experience low job satisfaction and inclined to leave
the organization and the productivity decreases. These kinds of employees engage themselves in
different undesirable activities. The job involvement mediate the relationship between turnover
intention and job resources. It has been observed as a vital effect on different work behaviors of
the employees are the consequences of job involvement and it is hypothesized that involvement
ultimately impacts on employees efforts and motivation.

ELEMENTS TO IMPROVE JOB INVOLVEMENT

There were many elements or factors to improve job involvement but they were some of the
key elements to enhance the level of involvement of the employee.

-​EMPOWERMENT

Empowerment refers to the degree of decision making that can be handled by the employee
while working in the organization. These employees feel more confident in their ability and
presume latitude over their work. consequently empowerment heightens employee autonomy in
their work.

-INFORMATION

Information means data about the quality of business operations such as outputs, costs,
revenues, profitability and customer reactions. This includes developing a system in the
organization by which the employees become more informed and different aspects of the
organization. In the case of providing information it is also included that the feedback should be
provided to the employee about his or her work.

-KNOWLEDGE

Knowledge is different from information. Information is the data about the company whose
knowledge refers to the level that the employee can evaluate and generate different inferences on
this information. That can be done by providing the opportunities of training and development.
The complete level of employees should be enhanced and upgraded to perform their duties well.

-REWARDS

Rewards are the financial or non financial benefits provided to the employees against their
services to enhance organizational performance. These rewards are also considered as an
important tool to motivate the employees and consequently the employees involved with their
work.

-WORK ON YOURSELF

Try to plan your days in a way so that you can work on different tasks for learning new skills and
adding more qualifications. Make efforts to learn something about the industry whenever you get
time. Always be confident and optimistic about what you are doing and what you want to
achieve.

-ASSOCIATE WITH RIGHT PEOPLE

Connect with people whom you idolize and feel can help you. Involve yourself in discussions
with these people during lunch and tea breaks. Try to imitate their working style and acquire new
skills in accomplishing tasks, take advice from them to solve problems related to tasks, which
can motivate you to get better in your work.

-TAKE A BREAK

Get away from your workplace even if it’s only for five minutes, that is, try to take a break from
the work. You will feel a rise in your energy level because you have allowed your brain for some
rest which is very necessary. The main thing is to step away from work so that you will feel
relaxed for some time because continuous work pressure can cause stress in your mind, which in
turn can lead to negativity, irritation, lack of focus, sadness,etc.

-CELEBRATE YOUR ACCOMPLISHMENTS

Analyze your day’s work and if you have accomplished more tasks as compared to the previous
day’s work, then enjoy it at the end. Celebrating these small successes and committing yourself
to do better next day will develop your interest and enthusiasm in work

-AVOIDING NEGATIVE WORK

It becomes difficult to focus on the work, hearing all the negativity around you. Surround
yourself with positive thoughts and minimize talking to people who pose negative attitudes.
Learn to enjoy your work and avoid gossiping about others as this will save your mental energy
too. Listen to everyone’s ideas related to work and engage in meaningful discussions to avoid
bad influence.

-PUNCTUALITY

Punctuality at work shows dedication and commitment of an employee due to which they are not
only appreciated or valued by their bosses, but also by their co-workers. By always reaching the
office on time, will inspire other employees to do the same and they will give your example of
punctuality, which in turn, will develop your interest and enthusiasm in work.

-DON'T CONSIDER JOB AS A BURDEN

Considering your job as a burden will make you lose interest in work. Then you will make
excuses to avoid going to work which will lead to more absenteeism. This will further result in
your smaller paycheck, due to that, it will be difficult to meet your daily expenses. You will then
feel more stressed, demotivated and unenthusiastic in doing work.

-SHARE KNOWLEDGE

Sharing knowledge with others can be quite helpful for improvement in your work. This can help
you to grow and stay motivated to become better in your work. Knowledge sharing can also help
you in getting feedback from those who have more skills for the particular work than you and
thus, can generate effective ideas or solutions in successfully achieving your tasks.

-IMPROVE FOCUS

Focus at work is one of the main factors to improve job involvement. Your personal problems
can make you feel stressed and due to which, you lose focus to get involved in your work.
Consider your job as a break from all these worries. Try to improve focus by eating healthy,
meditating, etc. at home, and getting curious to know more things related to work, trying to get
involved in healthy discussions between co-workers,etc.

-TAKE A FEEDBACK

Taking feedback from your boss and co-workers at work is another important factor to get more
involved in the job. Receiving positive feedback can help to boost your motivation to work more
hard. You should also be open to negative feedback, because then you will find that there is a
need to improve your skills; which will eventually result in developing your interest in the job.
Job involvement is necessary for employees at a workplace because it can help them contribute
and accomplish things that are necessary for organization. Employees feel a greater sense of
responsibility, are motivated to do better work and find solutions to problems easily and quickly
that will help the company to grow.
CHAPTER 2

REVIEW OF LITERATURE
The study by Ravindra Pathak and Dr. Manoj Patwardhan (2011) identified the factors of job
involvement, organizational effectiveness and established the relationship between job
involvement and organizational effectiveness. This study revealed that the job involved the
employees directly contributing to organizational effectiveness by way of their working style,
approach towards the attainment of organizational goals, quality improvement, acquisition of
new talent and skills, etc.

Chughtai, Aamir Ali (2008), examined the impact of job involvement on the self-report measures
of in-role job performance and organizational citizenship behavior. The results of this study
revealed that job involvement was positively correlated with both-in-role job performance and
Organizational citizenship behavior. In addition to this, it was found that organizational
commitment partially mediated the job involvement-performance relationship. Furthermore, the
findings of this research uncovered that job involvement exerted a stronger impact on
Organisational citizenship behavior than on in-role performance.

Cheng Chi Keung (2008) examined theoretically the causal relationship between teacher
participation in decision-making and their affective outcome for developing a participatory
decision model, and identified the decision domains that would assist school administrators to
effectively involve teachers in decision-making under the school-based management policy.
Furthermore the study extended their knowledge of the relationships between decision-making
involvement and affective outcomes. It does not support the theory that a school-based
management governance structure automatically enhances teachers’ participation in
decision-making. School administrators should encourage teacher participation in curriculum and
managerial decision domains, as the intent of the SBM policy is to increase job satisfaction and
to enhance greater commitment to the school policies.

An attempt was made by P.C.Mishra and Minum Sharma (2005) to find out the relationship of
social support and job involvement in prison officers. The result shows that social support
(overall) and its dimensions, namely, appraisal support, tangible support and belonging support
have a significant positive relationship with job involvement.

The study suggests that overall social support is a significant predictor of job involvement in
prison officers. The other predictors are belonging support, appraisal support and tangible
support.
Abraham Carmeli (2005) proposes and tests a model that attempts to explain the role of
situational and personal-related factors relating to why top executives become involved in their
jobs. The results indicate that both situational and personal-related factors predict job
involvement. The findings show that the relationship between perceived external prestige and job
involvement is mediated by affective commitment, and that the relationship between protestant
work ethic and job involvement is mediated by normative commitment.

Ishwara P., P.Laxman (2007) evaluated the perceived level job involvement among the
university teachers working at the post graduate departments in Karnataka State. Analysis of the
data indicated that around 60% of the university teachers perceived and were reported to have
been moderately involved in the job. There is no significant difference in the levels of job
involvement among the university teachers, irrespective of their cadre. All the teachers are
perceived to have more or less the same level of job.

Job involvement regards as a superior individual state for organization. And it is more possible to
be about the way that individuals make a relationship with their current job,rather than their
relationship with supervisors. Acquiring employees with high job involvement may cause
benefits to organizations because when people get involved in their jobs their motivation will
increase, and this issue by itself can lead to positive influence on their job performance. In
general, job involvement has influence on both individual and organization with together
.Organizationally, job involvement regards as a key for disclose employee’s motivation and
increasing production, and individually, job involvement regards as a key for motivation,
performance,and self-improvement and satisfaction in workplace.Job involvement helps to
organization effectiveness,productivity and employee’s mentality, through deeply engagement of
staff in their jobs and also through making job a meaningful and perfect experience (Paolin and
lambert, 2012). In a specific definition, job involvement refers to a degree by which individuals
physiologically get attracted, engaged and related to their current job. Another definition of job
involvement refers to a psychological assimilation of job or refers to a degree by which, job
becomes the center of an individual's characteristics (Chen and Chio, 2009). Job involvement is
in close relation with job motivation and satisfaction. Job involvement depends on characteristics
and the essence of job’s responsibilities. The most important characteristics in job involvement
are age, and belief in traditional job ethics. Old employees because of their responsibilities and
more problems and also because of having more opportunity to satisfy their needs of growing are
usually more involved and more interested in their jobs. They also are willing to be loyal to hard
effort values. Social factor of a job can influence job involvement too. Employees who work in
the groups reported higher job involvement in comparison with employees who work alone.
Participation in decision making, in which employees support the organization's objectives,
depends on job involvement. Feeling of success and improvement in job also increase the level
of job involvement. Additionally other occasionally factors such as job designing, psychological
and organizational atmosphere and management style have significant influence on employee’s
job involvement.Job designing factor seems to have a greater influence on individual’s job
involvement that have tendency to satisfying higher level of psychological needs (Mohonian and
Pondy, 2007).For individuals who are involved and interested in job,that job is a central aspect of
their personality and deeply are attracted by it and most of the times are thinking about their jobs
even when they aren’t working. A Job satisfaction of this kind of employees is more and also
their commitment to their job and organization, as well. They rarely think about changing their
employer and generally believe that their personal objectives are the same as organization
objectives. According to personal characteristics, persons with high job involvement are willing
to be great in matters like inner motivation and self-regard and believe that ultimate value is with
job experience. Such persons find jobs significant and full of obstacles and work in complicated
responsibilities which require a variety of skills. Persons with job involvement usually
experience higher job satisfaction and especially with the substance of job which they find
satisfying. This kind of satisfaction is dominant, even when supervisors have no attention to
them or when they are tyranny (Lambert and Owgen, 2012). There are many discussions about
job involvement which mentioned that, the extent in which employees are involved in their jobs
can be affected by situational factors (i.e. experience and physiological response to job). A
proper organizational image or perceived outward reputation (as situational factor) increases
employee’s assimilation with organization. It is possible that an employee be satisfied with an
organization with a certain reputation (good reputation) and also make a powerful relation with
it. This high assimilation with organization can define as high job involvement. On the other
hand, other researchers have discussed that job involvement is a personal characteristic.
Therefore it is less likely that it gets affected by organizational factors and more likely to be
affected by personal factors (Lambert and Paolin, 2010).
CHAPTER 3
METHODOLOGY:

AIM:

To study the level of job involvement among the Government Bank Employees
and Government Teachers.

OBJECTIVES:

- To examine the level of job involvement among Government Bank

employees.
- To examine the level of job involvement among Government Teachers.
- To examine the level of involvement among two different government
professions.
- To compare and study the level of job involvement among the Government
Bank Employees and Government Teachers.

HYPOTHESIS:

There is no significant difference in the level of job involvement among the

Government Bank Employees and Government Teachers.

TOOLS USED​:

Job involvement scale questionnaire (JIS) designed by Santosh Dhar, D.K.

Srivastava and upinder Dhar issued by Ankur Psychological Agency, Indira Nagar,
Lucknow ; Manual .

DESCRIPTION OF THE TEST:

JIS is used to measure the level of job involvement of the employees. It consists of
10 statements with 5 alternatives (Strongly Agree, Agree, Neutral, Disagree,
Strongly Disagree) for each statement. It is used to measure the level of job
involvement of employees in any organization. The subjects should read the
statements clearly and put a tick mark on the appropriate alternative in the
appropriate box. The test consists of 2 dimensions namely Identification with job
and Job centricity.

SAMPLE:

The sample consisted of 60 employees among whom 30 employees are from public
Banks and 30 employees are Government Teachers. The sample is selected
randomly within the age ranging from 30-60 years. The public Bank Employees
from SBI branches of areas Nirmal, pochampad and some are from Andhra Bank.
The Government Teachers are from Zilla parishad High school and Telangana
Residential school for girls of area pochampad.

PROCEDURE:

After selecting the sample ,approach the sample and consent was taken from the
sample to continue with the test and collect the necessary information for the study.
The participants are seated comfortably then given the job involvement scale
questionnaire and the necessary instructions are given “The scale consists of 10
statements with 5 alternatives which are Strongly Agree, Agree, Neutral , Disagree,
Strongly Disagree. Read each and every statement carefully and put a tick mark on
the appropriate option in the appropriate box. Please don’t leave any statement and
your answers would be kept confidential" Though there is no time limit in
answering the questionnaire the participants are asked to finish the test as soon as
possible. After the completion of the test the questionnaires were collected back for
further study and analysis.

SCORING & STATISTICS:

The Scoring of the job involvement scale questionnaire was done according to the
instructions given in the manual. The scores were subjected to factor analysis
where factor 1 Identity with the job is constituted of 6 items(1,3,4,5,6,9) it is the
composition of motivating job , identification with job, interesting job, job
satisfaction, liking for the job and enjoying work.
Factor 2 job centricity consists of 4 items(2,7,8,10) . It is the composition of
importance of job, care for work, work is not a burden, happiness out of job
completion.
The scores of 5,4,3,2,1 respectively are assigned to strongly agree, agree,
Neutral,disagree, Strongly Disagree. The higher the score high job involvement,
lower the score low job involvement.

CHAPTER 4
RESULTS AND DISCUSSION

The results were analysed using the statistics-mean, standard deviation, standard
Error and T-test. Then scoring was done then results were tabulated.

TABLE NO.1​- Shows mean,standard deviation,standard error and t-ratio for

overall the scores of Job Involvement among the government Bank Employees and
government Teachers.

MEAN STANDARD STANDARD t-ratio

DEVIATION ERROR

Government 45.53 3.6 0.65

Teachers
[n-30] 1.05
Government 44.37 5.4 0.97 {not
Bank significant}
employees
[n-30]

From the table No.1 it can be seen that the mean for Government Teachers and
Government Bankemployees was found to be 45.53 and 44.37 respectively.The
standard deviation for Government Teachers and Government Bank employees
was found to be 3.6 and 5.4 respectively.The standard error for Government
Teachers and Government Bankemployees was found to be 0.65 and 0.97
respectively.Therefore it can be seen that the mean and standard deviation of the
scores of both the samples have negligible difference.The t-ratio of the overall
scores of Job Involvement among Government Teachers and Bank employees is
1.05 which is insignificant. Therefore it can be seen that there are no significant
difference in the Job Involvement between two samples.So, it can be seen that
government teachers and government bank employees are equally involved in their
respective jobs as they both belong to government sector we cant see much
difference as facilities and requirements are almost equal and the employees are
equally motivated towards their jobs.

TABLE NO.2​- shows mean,standard deviation,standard error and t-ratio for the
Dimensions of Job Involvement among the Government Bank employees and
Government Teachers.

Government Government
teachers bankemployees

[n-30] [n-30]
t-ratio

factors Mean standard standard Mean standard standard

deviation error deviation error
Identifica
tion with 27.2 2.4 0.43 26.03 3.4 0.61 1.63
job [insigni
ficant]
job
centricity 18.3 1.5 0.27 18.3 0.4 0.072 0
[insigni
ficant]
From table no.2 it can be seen that the mean,standard deviation,standard error and
t-ratio of both the samples for each dimension have negligible
differences.Therefore we interpret that there are no significant differences in job
involvement among government teachers and government bank employees. This
may because both the samples belong to the public sector as public sector have
same benefits and setbacks as guidance are equal,the job identity for some of the
employees is more important as other employees were focused more towards their
work such factors play an important role when compared to the job he or she is
doing.
CHAPTER 5
CONCLUSION

From the overall discussion, we can conclude that there is no significant difference
found in the level of Job Involvement for the samples studied.
CHAPTER 6
SUMMARY

This project is a comparative study on Job Involvement among Government

Teachers and Government Bank employees. This study is conducted on a sample
of 60 employees in which 30 are Government Teachers and 30 are Government
Bank employees. The sample is selected randomly within the age group of 24-56
years as the sample/subjects are given clear instructions on how to answer the job
involvement questionnaire after administering the questionnaire are taken back for
further scoring and interpretation.As the results shown that there is no significance
difference in the level of job involvement among government teachers and
government bank employees as the value obtained in t-test is 1.05 which is not
significant ,therefore the ‘null hypothesis’ there is no significant difference in the
level of job involvement of government teachers and government bank employees.
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​
APPENDIX