(Noe, Hollenbeck and Gerhart) This could become apparent through changes in job involvement and organizational engagement. Job involvement is the degree to which people identify themselves with their jobs. (Noe, Hollenbeck and Gerhart) The job-involved person is satisfied with the job in general. They participate in work-related decisions, desire a job with autonomy and feedback, and are less likely to voluntarily quit the job. (Callanan and Greenhaus) Employees who are dissatisfied with the job itself may display a low level of involvement. (Noe, Hollenbeck and Gerhart) Because they don’t identify with their job, their performance does not affect their own idea of …show more content…
People making the selection decisions should look for evidence of whether employees are predisposed to being satisfied. (Noe, Hollenbeck and Gerhart) They should show bias towards those interviewees with positive attitudes about work. These employees do not dwell too much on one triumph or failure. (Noe, Hollenbeck and Gerhart) They are also more likely to contribute to the job satisfaction of others as they share their knowledge and develop less experienced