Job Involvement And Organizational Climate



This study was aimed at finding the relationship between job involvement and organizational climate. Data were collected from 600 subjects which include 150 junior workers (120 males and 30 females), 30 supervisors (27 males and 3 females) and 20 managers (18 males and 2 females) totalling 200 subjects from each of the three manufacturing industries in Lagos, Nigeria. Analysing the data with a Pearson's product-moment correlation statistics, estimates between the 9 measures of organizational climate and job involvement were shown. The results indicated that structure and responsibility had significantly positive relations with job involvement. Reward had a positive but non-significant relation with it. Warmth climate had a significantly negative relation while risk, support, standard of performance, conflict and identity all had negative but non-significant relations with job involvement. Analysing the data further, the hierarchical/multiple regression of sex, occupational level, type of industry, personal/demographic and organizational factors indicated that work satisfaction, age, type of industry and organizational climate variables like responsibility and warmth are the significant factors that can influence job involvement. Only felt-responsibility had a significantly positive influence on job involvement at p < .01. Analysing the data with One-way ANOVA showed that there are significant differences in the job involvement among the three categories of workers and the three industries at p<.01, df = 2/597, F = 4.62. However, the analysis of the results with t-statistics did not show any significant difference between male and female workers. The results have implications for determining the climate, which fosters job involvement among sex, occupational and organizational samples.

>IFE Psychologia (2002) 10(1), 44-59

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