Page 1 of 4
Journal for Studies in Management and Planning
Available at
http://edupediapublications.org/journals/index.php/JSMaP/
e-ISSN: 2395-0463
Volume 02 Issue 8
August 2016
Available online: http://edupediapublications.org/journals/index.php/JSMaP/ P a g e | 418
Job Involvement of Non-Managerial level Employees: Evidence
from Ceylon Electricity Board, Sri Lanka
Praveena Thevisuthan
Lecturer, Department of Business and Management Studies, Faculty of Communication and
Business Studies, Trincomalee Campus, Eastern University, Sri Lanka
Abstract
The study aims to identify the level of job
involvement of non- managerial employees
working at the Ceylon Electricity Board in
the Eastern Province of Sri Lanka. A total
of 100 questionnaires were issued to such
employees but only 92 were answered and
made available for analysis. As per
analysis, it was found that there was a
moderate level of job involvement among
non- managerial employees. Thus the
findings provide more insight into the
ways for increasing the job involvement at
the workplace. Future researches may look
in to subject with different constructs and
in various contexts.
Key words: Job Satisfaction, Job
Engagement, Non- Managerial Employees.
1. Introduction
Job involvement is also considered as an
important behavioral aspect since it
directly links to a person’s working life
and is favourably associated with the
aspects of the job (Kanungo, 1982). Job
involvement is considered as the favorable
organizational implications which support
to achieve the organizational goals and
lead to enhance efficiency and productivity
(Brown, 1996). Job involvement is
considered as an important employee
attitude since it enhances the desired
behaviors including job satisfaction and
positive motivation (Schultz & Schultz,
1994). Also Robbins and Judge (2009)
stated that employees with a high level of
job involvement strongly identify with and
really care about the kind of work they do.
Job involvement refers to how people
perceive their jobs in relation to the
working environment, the job itself, and
how their work and life are integrated
(Hirchfeld & Field, 2000). McGregor
(1960) saw that job involvement leads to
enhanced productivity and to create work
situations which lead to better integration
of individual and organizational goals.
Providing more challenging and
demanding jobs to the employees leads to
increased productivity in the organizations.
Moreover job involvement leads to an
individual’s satisfaction while increasing
the organizational productivity (McGregor,
1960).
Even though, the construct of the job
involvement is generally tested in many
previous studies, still there is a research
gap in applying this construct to the
developing nations, especially studying job
involvement among non- managerial
employees. It is against this backdrop that
the present research aims to identify the
level of job involvement among non- managerial employees of Ceylon
Electricity Board, Sri Lanka.
Page 2 of 4
Journal for Studies in Management and Planning
Available at
http://edupediapublications.org/journals/index.php/JSMaP/
e-ISSN: 2395-0463
Volume 02 Issue 8
August 2016
Available online: http://edupediapublications.org/journals/index.php/JSMaP/ P a g e | 419
2. Research Methodology
2.1 Research Approach
The positivist and interpretivist approaches
were adopted for the current study in
addition to deductive approach.
2.2 Sample for the study
For the study, 100 non-managerial
employees of the Ceylon Electricity Board
in the Eastern Province of Sri Lanka were
selected using stratified sampling method.
2.3 Research Instrument and Data
Collection
The researcher adopted standard research
instrument for the Job Involvement,
developed by Kanungo (1982) which
consists of 10 items. These items were
measured on a five-point Likert scale (1=
strongly disagree, 5= strongly agree).
Thus, a structured questionnaire was used
as a data collection method.
2.4 Method of Data Analysis
The study used descriptive analysis where
it used mean and standard deviation to
analyse the research data.
3. Results and Discussion
The data were analysed through SPSS
version 24.0.
As per Table 1, the non-managerial
employees perceived a moderate level of
job involvement with the mean value and
standard deviation 3.39 and 0.716
respectively.
Table 1: Mean values of job
involvement of non-managerial
employees
Items Mean Standard
deviation
1. The most important
things that happen to
me involve my
present job.
3.25 0.645
2. To me, my job is
only a small part of
who I am.
3.45 0.745
3. I am very much
involved personally in
my job.
3.25 0.584
4. I live, eat, and
breathe my job. 3.12 0.612
5. Most of my
interests are centered
upon my job.
3.58 0.675
6. I have very strong
ties with my present
job that would be very
difficult to break.
3.64 0.785
7. Usually, I feel
detached from my job. 3.48 0.594
8. Most of my
personal life goals are
job-oriented.
3.85 0.685
9. I consider my job to
be very central to my
existence.
3.34
0.746
10. I like to be
absorbed in my job
most of the time.
2.98 0.808
Overall mean and
standard deviation
3.39 0.716
Page 3 of 4
Journal for Studies in Management and Planning
Available at
http://edupediapublications.org/journals/index.php/JSMaP/
e-ISSN: 2395-0463
Volume 02 Issue 8
August 2016
Available online: http://edupediapublications.org/journals/index.php/JSMaP/ P a g e | 420
As per analysed data, 03 items of job
involvement were discovered as high level.
Amongst those items, the item of “Most of
my personal life goals are job-oriented”
showed the higher level of involvement
with the mean vale of 3.85. The items of “I
have very strong ties with my present job
that would be very difficult to break” and
“Most of my interests are centered upon
my job” also reached its high level of
mean values (3.64 and 3.58).
However, 07 out of 10 items of job
involvement showed the moderate level of
values. E.g. “Usually, I feel detached from
my job” showed a mean value of 3.48 and
“I like to be absorbed in my job most of
the time” recorded a mean value of 2.98.
One of the researches found that job
involvement of part time employees or
contractual employees showed lower level
of involvement than full time employees at
the workplace (Martin & Hafer, 1995).
This is an encouraging pointer to the
organizations to enhance involvement,
since it has a huge effect on other variables
such as job commitment, organizational
performance etc.
Further, job involvement involves the
internalization of values about the
goodness of work or the importance of
work in the worth of the individual
(Lodahl & Kejner, 1965). As such
individuals who display high involvement
in their jobs consider their work to be a
very important part of their lives and
whether or not they feel good about
themselves is closely related to how they
perform on their jobs
Therefore, job involvement can be
increased through the role of work and job
design (Lawler,1992 and Pfeffer,1994).
4. Conclusion and Recommendations
The study concludes that there was
moderate level of job involvement among
non- managerial level employees of the
Ceylon Electricity Board, Eastern
Province, Sri Lanka.
Since the job involvement is the
cornerstone of all individual and
organizational performance, the job
involvement of non- managerial
employees need to be increased through
proper human resource management
practices, such as providing proper role of
work, effective and acceptable job design,
ensuring autonomy, and flexibility and
empowering at the workplace. Moreover,
the organization can enhance the
dimensions of job satisfaction including
pay and benefit, supervision, the job itself,
working conditions etc.
References:
[1] Brown, S.P. (1996). A meta- analysis and review of organizational
research on job involvement.
Psychological Bulletin, 120, 235-255.
[2] Hirschfeld, R., and Field, H. 2000.
Work Centrality and Work Alienation:
Distinction Aspects of General
Commitment to Work. Journal of
Organizational Behavior 32 (7): 789-800.
[3] Kanungo, R. N. (1982).
Measurement of job and work
involvement. Journal of Applied
Psychology. 67(3), 341-349.
[4] Lawler, E.E. III. (1992.) The
Ultimate Advantage: Creating the High-
