Psychology RootsJob Involvement Scale
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About Job Involvement Scale
Scale Name
Job Involvement Scale
Author Details
Lodahl, Thomas M. Kejnar, Mathilde
Translation Availability
Not Sure
Background/Description
Job Involvement Scale (JIS), a popular psychological inventory that is created to measure the degree of involvement and psychological identification of a person with their job, was first developed by Lodahl and Kejner (1965) and is a widely used tool in psychology. Job involvement is defined as the level of emotional attachment an individual has to their work and the degree of significance they assign to their professional role as part of their identity.
The JIS was included in different studies to investigate the relationship among job involvement, job satisfaction, organizational commitment, and employee performance. Besides, studies by Chusmir (1986) and Chadha and Kaur (1987) have also examined the impact of demographic variables, such as gender, age, and work environment, on job involvement.
High involvement in the job was found to be a predictor of the desired work outcomes such as higher productivity, job satisfaction, and organizational commitment, while low involvement in the job may be the cause of absenteeism, burnout, and poor performance.
Administration, Scoring and Interpretation
Job Involvement Scale is a tool for evaluating the workans’ level of job involvement by offering several statements on the work attitude and behaviors. The answers are given by indicating to what extent the respondents agree or disagree with the statement using a 5-point Likert-type scale where the range goes from 1 (Strongly Disagree) to 5 (Strongly Agree).
Reliability and Validity
The JIS has demonstrated solid reliability across various studies and has shown to have high internal consistency. Its validity has been supported through its correlations with job satisfaction, organizational commitment, and turnover intentions. Researchers have also found the scale to be effective in cross-cultural contexts, making it a versatile tool in both academic and organizational settings.
Available Versions
20-Items
Reference
Lodahl, T. M., & Kejnar, M. (1965). The definition and measurement of job involvement. Journal of applied psychology, 49(1), 24.
Chadha, N. K., & Kaur, R. (1987). Correlational study of demographic variables with job involvement and job satisfaction in a public sector organization. Perspectives in Psychological Researches.
Important Link
Scale File:
Frequently Asked Questions
What is the Job Involvement Scale used for?
The JIS is used to assess the degree to which individuals identify with their job and how central their job is to their self-concept.
How is job involvement measured?
Job involvement is measured using a Likert-scale survey where respondents rate statements about their emotional and psychological connection to their job.
Can the Job Involvement Scale predict job performance?
Yes, higher job involvement is often associated with better job performance, commitment, and satisfaction.
Is the JIS applicable across different industries?
Yes, the JIS has been widely used across various sectors and industries to measure job involvement.
What factors influence job involvement?
Factors such as gender, age, job environment, and organizational culture can influence job involvement, as shown in various studies.
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