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Job Involvement

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Employees involved are the ambassadors of your organization. They deliver added value through their determination, proactive support and quality awareness. In addition, the employees involved report sick less often and are less inclined to leave the organization. Due to the increased individualization, involvement has become less and less obvious. While it's important that employees feel connected to your organization.

What is involvement in a job means?

Someone has a certain involvement with an organization or is involved with a specific person or job position. In the context of retention management, involvement means that someone feels connected to the organization and therefore makes a harder effort than non-involved employees to achieve the goals of the organization. Providing contributions to the success of the organization and personal satisfaction are, in my opinion, the two most important elements of engagement.

Engagement analysis

The engagement analysis is an important part of the employee survey. Your employee population is divided into four groups:

Committed and inspired employees

- Well involved in the organization, not inspired by daily work
- Not involved in the organization, but inspired in daily work
- Not involved, not enthusiastic employees
- Organizations with committed and enthusiastic employees can get the most out of their employees.

Wanting to be involved with the organization. An employee identifies with your organization, has faith in your organization. If an employee is affectively involved in an organization, he feels that he fits in with your organization. He would like to continue working at your organization in the coming period. This is achieved if the employee believes in the vision and mission of your organization and supports the objectives of your organization. In addition, he must also feel that he is appreciated. If the organization gives the employee the feeling that what he is doing is important for your organization and contributes to success, this has a positive influence on affective involvement.

Normative involvement

An employee is involved with the organization because he thinks he should stay with your organization. It's a sense of moral obligation towards your organization. This type of employee feels guilty if he leaves your organization and therefore continues to work there.

Continuing involvement

An employee is involved with your organization due to necessity. Leaving your organization will be disadvantageous for the employee, for example because he has few other good work alternatives, or because his primary and secondary employment conditions are better for you as an employer than for other employers. These employees can be very dissatisfied and not take an extra step, but still remain.

These three forms of involvement play a role in an employee's decision to remain part of your organization. They also have an impact on the performance of your employees. Affective involvement has the strongest positive relationship with performance, followed by normative involvement. Continuing involvement has no or even a slightly negative relationship with performance.

See also: Factors for Employee Involvement

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