Correlation Context of Job Involvement and Organizational Culture


  • Irina KHECHOSHVILI PhD Student, Georgian American University, Corporate Banker, JSC “Bank of Georgia”
  • Dina ASLAMAZISHVILI Candidate of Philosophical Sciences (PhD), Professor, Business Research Scientific Center Member, Georgian American University, Georgia


The success of any organization depends on its culture, as it is invisible power governing the managerial processes. Organizational culture is the symbolic system of communication and connection in the organization including intangible linkages as beliefs, values, behavioral norms. It is the indivisible element of the organization in its unconscious set of programs, prescribing how to behave, act, communicate. Organizational culture is the sphere where managers deal with spirituality and leading values, attitudes. Work-related attitudes present an important managerial focus, they usually define work behaviors and actively influence productivity and overall employee performance levels. Managers perform within the “human-to-human†context, achieving effectiveness and efficiency of organization through and with other people. Human context makes human behavior important criteria for the company success. Job involvement in different interpretations can be viewed as psychological state, attitude, behavior. Some experts offer that job involvement is the level of psychological identification within the work or job. In other words, job involvement is the employee attitude on the place of the self in the work, like answering the questions, ‘how much I like myself doing this job’, ‘how much my identity finds comfort in this job’. The paper builds correlation areas of organizational culture and job involvement as important focuses in nowadays management.

KEYWORDS: organizational culture, job involvement, psychological identification with the job, correlation context