JOB INVOLMENT AMONG LIBRARY PROFESSIONALS WORKING IN ACADEMIC INSTITUTIONS IN CHENNAI

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1 International Journal of Library & Information Science (IJLIS) Volume 6, Issue 5, September October 1, pp. 6 8, Article ID: IJLIS_6_5_ Available online at Journal Impact Factor (16): (Calculated by GISI) ISSN Print: -5 and ISSN Online: -58 IAEME Publication JOB INVOLMENT AMONG LIBRARY PROFESSIONALS WORKING IN ACADEMIC INSTITUTIONS IN CHENNAI K. Umasankar Research Scholar, Manonmaniam Sundranar University, Tirunelveli. Library Assistant, University Library, Anna University, Chennai, India S. Babusankar Research Scholar, Manonmaniam Sundranar University, Tirunelveli Library Assistant, University Library, Anna University, Chennai, India Dr. K. Kaliyaperumal Research Guide, University Librarian i/c, University of Madras, Chepauk Campus, Chennai, India ABSTRACT Job involvement acts as a catalyst to satisfy the individual present needs which pave way for job satisfaction. The three concepts such as Intrinsic Motivation, Extrinsic Motivation, and Job Contribution were taken up for this study towards Job Involvement. This study enables to identify the intrinsic extrinsic motivation and the job contribution of LIS professionals ing in academic institutions in Chennai. The questionnaire was adopted in this study. A total of 66 questionnaires were distributed to LIS professionals ing in 1 academic libraries in Chennai of which 5 were responded and response rate is Opportunities to efficiently ; Opportunities for in-service training and Working well contributes to personal growth were identified as intrinsic motivation. Enables to get good benefits ; Enjoy challenging task and Feel more proud when others accept my were the considered as extrinsic motivation by the respondents. In the case of Job contribution the respondents indicated that the job is to be carried out Before time always. It is essential to Plan the in advance and have a principle of time at. This study identifies Plan the in advance ; Before time always and Time at as Primary Job contribution factors. through hierarchical cluster analysis. Further Stay away from ; Involved personally in ; Not accepting additional ; Other things are more important than ; Attraction towards and Prepared to sacrifice for the were identified as Secondary factors. Involved in considered as Need for job contribution. 6 editor@iaeme.com

2 K. Umasankar, S. Babusankar and Dr. K. Kaliyaperumal Key words: Job involvement, Job satisfaction, Motivation, Intrinsic motivation, Extrinsic motivation, Motivation among LIS professionals. Cite this Article: K. Umasankar, S. Babusankar and Dr. K. Kaliyaperumal, Job Involment among Library Professionals Working in Academic Institutions in Chennai. International Journal of Library & Information Science, 6(5), 1, pp INTRODUCTION Job involvement is the individual s belief towards their present job. Job involvement acts as a catalyst to satisfy the individual present needs which pave way for job satisfaction. Hao (6) in his study clarified the difference between job (individual s current ) and ( as in general). Khalid and Rashid Rehman, (11) described job involvement as motivation to carry out and it is highly compatible between personal and organizational goals, which stimulate motivation among the employees to generate positive outcomes. Job involvement is one s cognitive needs fulfilment, which assists him or her to harder and boost up his or her performance. Indeed, a higher degree of job involvement among the members of an organization is essential to enhance the organizational effectiveness. There are four ways to categorize job involvement which consists of active contribution to the job, as the central life of interest, performance compatibility with the self-concepts, and performance as central to self-esteem.(ishfaq et al., 11). NEED FOR THE STUDY Job satisfaction primarily depends on Job Involvement. Job involvement depends on several factors such as motivation both intrinsic and extrinsic, job contribution, human resources factor. In this study attempt has been made to analysis these factors among the library professionals ing in academic institutions in Chennai.. REVIEW OF LITERATURE Babusankar et al., (1) in their study identified Prime factor, Secondary factor ; Least factor and Added factors for job satisfaction. Job satisfaction among library professionals measured in terms of status, service status, promotional policy and interpersonal relations among university library professionals (Mondal et al., 1). Salary, ing conditions, promotion, supervision, job itself and organization were identified as six dimensions of job satisfaction among academic librarians (Togia et al ). Abdul Karim (1) attempted to assess the impact of related variables such as role conflict, role clarity, job autonomy, job performance, feedback on job involvement, organizational commitment and job satisfaction among Malaysian university librarians. Job satisfaction among the private engineering college library professionals (Das, 15; Babusankar et al., 1), university library professionals (Pulla Reddy,199 ; Mallaiah & Yadapadithaya; 9). Hung,( 8) viewed the job involvement as a fixed variable which critically control the employees ing attitude, such as job satisfaction, tendency to resignation, and organizational commitment.people who are highly involved in their job will seriously take care and concern about their because they will have higher self-esteem in their job mostly and they will be individuals who will be highly involved in their job. 6 editor@iaeme.com

3 Job Involment among Library Professionals Working in Academic Institutions in Chennai Govender et al., (1) ascertained job involvement as the degree of identification that employees realized in their jobs and the degree of importance they perceived in their jobs. He also said that employees will be motivated to harder and upgrade their performance once their mental needs are fulfilled. He emphasized that employees physical and mental conditions would change when employees job conflict with their life. As a consequence, these would affect their job involvement and performance. OBJECTIVES The objectives of the study were To elicit the opinion on Job involvement among library professionals ing in academic institutions. To identify the intrinsic motivation LIS professionals ing in academic institutions. To identify the extrinsic motivation on job involvement among the LIS professionals To identify the job contribution towards job involvement among LIS professionals. Similarly to identify the close proximity variables and distinct variables on job involvement. 5. HYPOTHESES Based on the objectives the following hypotheses were framed There exist differences in job involvement among the librarian under survey. There exists unanimous opinion among library and information science professionals towards intrinsic motivation irrespective of domain. There exists unanimous opinion towards extrinsic motivation among library and information science professionals irrespective of domain. There is no significant difference towards job contribution towards among LIS professionals. 6. SAMPLE The questionnaire was administrated among LIS professionals ing in 1 academic libraries in Chennai, Tamil Nadu. A total of 66 questionnaires were distributed. Out of which 5 were responded and response rate is Table 1 Distribution of Questionnaire S.No Description No. of Questionnaire Responses Institutions distributed received Percent 1 Arts and Science 5. Engineering Medical Total editor@iaeme.com

4 K. Umasankar, S. Babusankar and Dr. K. Kaliyaperumal Questionnaire distribution Arts and Science Engineering Medical Total 1 5 No. of Institutions Questionnaire distributed Responses received Figure 1 Questionnaire Distribution Demographic Details The demographic details of the respondents were shown in Table Table Demographic details S.No. Description Arts and Science Engineering Medical Total Gender 1 Male Female Designation 1 Asst. Librarian Librarian Others Age above Qualification 1 BLIS MLIS M.Phil Ph.D Experience 1 < and above Grouped age 1 and Below and Above Grouped experience 1 >15 years <15 years Overall Total editor@iaeme.com

5 Male Female Asst. Librarian Librarian Others above 5 BLIS MLIS M.Phil Ph.D <5 6 and 1 11and and and above and Below and Above >15 years <15 years Total Job Involment among Library Professionals Working in Academic Institutions in Chennai Demographic Details Arts and Science Engineering Medical Figure Out of 5 respondents, 8 (65.) were Male and 186(.8) were female. Among 5 respondents, 6 (.) were BLIS qualification; 6 (5.) were MLIS; 58 (1.9) M.Phil and 5 (9.) were Ph.D degree holders. Similarly there are 156(85.) were librarians. It is followed by 1 (.) were Assistant Librarian and 1(6.6) were others. Among 18, 19 (1.) were below five years of experience; (.) were between 6-1 years; 5(9.) between years; 5(.9) between 16- years and the remaining 18 (9.9) were above 1 years of experience. There are 1 (6.6) belongs to the age group of below years. It is followed by 19 (1.) between 1 and years; 15 (9.) between 1 and 5 years and 6 (.) above 5 years.. DATA ANALYSIS The job satisfaction among library and information science professionals has been identified based on four factors such as Job enrichment; Status; Job involvement and Work environment Figure Among the four factors job involvement has been taken up for study. The Job Involvement has three categories such as Intrinsic Motivation, Extrinsic Motivation, and Job Contribution. Each category has number of variables. The factor, Categories and number of variables considered for each category has been shown in Table. 6 editor@iaeme.com

6 K. Umasankar, S. Babusankar and Dr. K. Kaliyaperumal Table Analysis Factors - Categories- No. of Variables S.No. Factors Categories No. of Variables Intrinsic Motivation 9 1 Job Involvement Extrinsic Motivation 5 Job Contribution 1 Total variables Intrinsic Motivation The Intrinsic motivation has been ascertained on nine variables. The opinion on nine variable in a five point scale such as strongly disagree, disagree, no opinion, agree, and strongly agree from the respondents. The mean and standard deviation were calculated. The ranks were ascertained based on mean and standard deviation. The opinion, mean, standard deviation and rank were shown in Table. Table Intrinsic Motivation S.N Description o 1 Opportunitie s for inservice training. Opportunitie s to efficiently. Opportunitie s to attend conference / shop, etc. Satisfied with promotion criteria 5 Professional position plays library system Doing the 6 job well increases self-esteem. The staff meeting will be helpful for discussing the library problem 8 Stay beyond the ing time 9 Working well contributes to personal growth Strongly disagree Disagree No Opinion Agree Strongly agree Mea n Std Ran k editor@iaeme.com

7 Job Involment among Library Professionals Working in Academic Institutions in Chennai The mean value all the nine intrinsic motivation variables ranges between.6 and. which indicates that they lie between no opinion and agree The standard deviation ranges between.9 and 1.19 which indicates that there has been no deviation on opinion. The first preference was given for Opportunities to efficiently. It is followed by Opportunities for in-service training. ; Working well contributes to personal growth and Stay beyond the ing time. The least preference were indicated to Professional position plays library system and Satisfied with promotion criteria ; whose mean values were.6 each which indicates that the respondents has not given any opinion to the variables. Mean, median, and mode are three kinds of "averages". There are many "averages" in statistics, but these are, the three most common, and are certainly the three you are most likely to encounter in any research. The "mean" is the "average where one adds up all the numbers and then divide by the number of numbers. The "median" is the "middle" value in the list of numbers. The "mode" is the value that occurs most often in the set of values. Standard deviation is a quantity expressing by how much the members of a group differ from the mean value for the group. The mean, median, mode and standard deviation of these nine intrinsic motivation variables in order to ascertain the respondents views and the same has been shown in Table 5 Table 5 Intrinsic Motivation Mean, Median, Mode and Standard deviation S.No Description Mean Median Mode Std. Deviation 1 Opportunities for in-service training Opportunities to efficiently Opportunities to attend conference / shop, etc Satisfied with promotion criteria Professional position plays library system Doing the job well increases selfesteem The staff meeting will be helpful for discussing the library problem Stay beyond the ing time Working well contributes to personal growth...95 Out of nine variables, the median value of three variables alone. which indicates that the respondents were either disagree or agree towards these variables. The remaining six variables s out to., which facilitate to infer that majority of the respondents agreed for these six variables. Similarly the mode value of five variables s out to. which indicates that majority of the respondents were agreed for the variables. The variable Opportunity to efficiently was strongly agreed by the respondents. As like that of median, three variables mode value s out to. which indicates that the respondents either disagree or agree to these variables. The study has been extended to domain. The mean and standard deviation were calculated based on the respondents opinion. The ranks were assigned based on mean and standard deviation. The mean, standard deviation and rank for gender were compared with overall mean value and the same has been shown in Table editor@iaeme.com

8 K. Umasankar, S. Babusankar and Dr. K. Kaliyaperumal Table 6 Intrinsic Motivation Vs Domain S.No. Description 1 Opportunities for in-service training. Opportunities to efficiently. Opportunities to attend conference / shop, etc. Satisfied with promotion criteria 5 Professional position plays library system 6 Doing the job well increases self-esteem. The staff meeting will be helpful for discussing the library problem 8 Stay beyond the ing time 9 Working well contributes to personal growth Arts and Science Engineering Medical Mean Std. Rank Mean Std. Rank Mean Std. Rank In the case of Arts and Science domain, the mean value ranges between. and.9 which indicates that the respondents opinion leans towards agree to the variables. The standard deviation ranges between.868 and 1.6 which indicates that there were no much deviation in respondents opinion. The first three preferences were Opportunities to efficiently ; Opportunities for in-service training and Working well contributes to personal growth. The least preference were given for Professional position plays library system and Satisfied with promotion criteria. The engineering domain respondents mean value ranges between. and. which indicates that the respondents opinion lean towards agree to the variables. The standard deviation ranges between.1 and which indicates that there were no much deviation in respondents opinion. The preferences were identical as like that of Arts and Science domain. However the preferences of medical domain respondents were Opportunities to efficiently ; Opportunities to attend conference / shop, etc. and Opportunities for in-service training. In the case of least preferences, the medical domain respondents were get synchronised with engineering and arts and science domain respondents. Extrinsic Motivation The extrinsic motivation has been ascertained on five variables. The opinions on five variables in a five point scale such as strongly disagree, disagree, no opinion, agree, and strongly agree from the respondents. The mean and standard deviation were calculated. The ranks were ascertained based on mean and standard deviation. The opinion, mean, standard deviation and rank were shown in Table. editor@iaeme.com

9 Job Involment among Library Professionals Working in Academic Institutions in Chennai Table Extrinsic Motivation S.No Description Strongly Disagree No Opinion Agree Strongly Mean Std Rank disagree agree 1 This job enables to get good benefits Like to get the higher grade Enjoy challenging task Appreciation from official increase involvement Feel more proud when others accept my The mean value all the five extrinsic motivation variables ranges between.1 and.51 which indicates that they lie between no opinion and agree The standard deviation ranges between 1.6 and 1.11 which indicates that there has been no deviation on opinion. The first preference was given for This job enables to get good benefits. It is followed by Enjoy challenging task. and Feel more proud when others accept my.. The least preference were indicated to Like to get the higher grade and Appreciation from official increase involvement ; whose mean values were.1 each which indicates that the respondents has not given any opinion to the variables. The mean, median, mode and standard deviation of these nine intrinsic motivation variables in order to ascertain the respondents views and the same has been shown in Table 8 Table 8 Extrinsic Motivation Mean, Median, Mode and Standard deviation S.No Description Mean Median Mode Std. Deviation 1 This job enables to get good benefits Like to get the higher grade Enjoy challenging task Appreciation from official increase involvement Feel more proud when others accept my Out of five variables, the median value of two variables alone. which indicates that the respondents were either disagree or agree towards these variables. The remaining three variables s out to., which facilitate to infer that majority of the respondents agreed for these three variables. Similarly the mode value of three variables s out to. which indicates that majority of the respondents were agreed for the variables. As like that of median, two variables mode value s out to. which indicate that the respondents either disagree or agree to these variables. The study has been extended to domain. The mean and standard deviation were calculated based on the respondents opinion. The ranks were assigned based on mean and standard 1 editor@iaeme.com

10 K. Umasankar, S. Babusankar and Dr. K. Kaliyaperumal deviation. The mean, standard deviation and rank for gender were compared with overall mean value and the same has been shown in Table 9 Sl. No. 1 5 Description This job enables to get good benefits Like to get the higher grade. Enjoy challenging task Appreciation from official increase involvement. Feel more proud when others accept my. Table 9 Extrinsic Motivation Vs Domain Arts and Science Engineering Medical Mean Std. Rank Mean Std. Rank Mean Std. Rank In the case of Arts and Science domain, the mean value ranges between.11 and.59 which indicates that the respondents opinion leans towards agree to the variables. The standard deviation ranges between.9 and 1.69 which indicates that there were no much deviation in respondents opinion. The first three preferences were Feel more proud when others accept my ; Enjoy challenging task and This job enables to get good benefits. The least preference were given for Like to get the higher grade. and Appreciation from official increase involvement. The engineering domain respondents mean value ranges between.1 and. which indicates that the respondents opinion lean towards agree to the variables. The standard deviation ranges between 1.8 and 1.16 which indicates that there were no much deviation in respondents opinion. Their exist difference in the order preferences in first three variables compare to Arts and Science domain. The order of preferences were This job enables to get good benefits ; Enjoy challenging task and Feel more proud when others accept my. However the preferences of medical domain respondents were identical with engineering domain.. In the case of least preferences, the medical domain respondents were get synchronised with arts and science domain respondents. The engineering domain least preferences order get interchanged with medical and arts and science domain. Job Contribution The job contribution has been ascertained on ten variables. The opinions on ten variables in a five point scale such as strongly disagree, disagree, no opinion, agree, and strongly agree from the respondents. The mean and standard deviation were calculated. The ranks were ascertained based on mean and standard deviation. The opinion, mean, standard deviation and rank were shown in Table 1. editor@iaeme.com

11 Job Involment among Library Professionals Working in Academic Institutions in Chennai Table 1 Job Contribution S.No Description Strongly disagree Disagree No Opinion Agree Strongly agree Mean Std Rank 1 Involved in Prepared to sacrifice for the Attraction towards Time at Before time always Plan the in advance Stay away from Involved personally in Not accepting additional Other things are more important than The mean value all the ten job contribution variables ranges between.1 and.88 which indicates that they lie between no opinion and agree The standard deviation ranges between.96 and 1.1 which indicates that there has been no deviation on opinion. The first preference was given for Before time always. It is followed by Plan the in advance. and Time at.. The least preference were indicated to Prepared to sacrifice for the and Stay away from ; whose mean values were.1 each which indicates that the respondents has not given any opinion to the variables. The mean, median, mode and standard deviation of these nine intrinsic motivation variables in order to ascertain the respondents views and the same has been shown in Table 11 Table 11 Job Contribution Mean, Median, Mode and Standard deviation S.No Description Mean Median Mode Std. Deviation 1 Involved in Prepared to sacrifice for the Attraction towards Time at Before time always Plan the in advance Stay away from Involved personally in Not accepting additional Other things are more important than editor@iaeme.com

12 K. Umasankar, S. Babusankar and Dr. K. Kaliyaperumal Out of ten variables, the median value of six variables s out to. which indicates that the respondents were either disagree or agree towards these variables. The remaining four variables s out to., which facilitate to infer that majority of the respondents agreed for these four variables. Similarly the mode value of three variables s out to. which indicates that majority of the respondents were agreed for the variables. As like that of median, six variables mode value s out to. which indicate that the respondents either disagree or agree to these variables where as for the variable Plan the in advance has been strongly agreed by the respondents. The study has been extended to domain. The mean and standard deviation were calculated based on the respondents opinion. The ranks were assigned based on mean and standard deviation. The mean, standard deviation and rank for gender were compared with overall mean value and the same has been shown in Table 1 S.No. Description 1 Involved in Prepared to sacrifice for the Attraction towards Time at 5 Before time always 6 Plan the in advance Stay away from 8 Involved personally in 9 Not accepting additional 1 Other things are more important than Table 1 Job Contribution Vs Domain Arts and Science Engineering Medical Mean Std. Rank Mean Std. Rank Mean Std. Rank In the case of Arts and Science domain, the mean value ranges between.11 and.89 which indicates that the respondents opinion leans towards agree to the variables. The standard deviation ranges between 1. and 1.1 which indicates that there were no much deviation in respondents opinion. The first three preferences were Plan the in advance ; Before time always and Time at. The least preference were given for Prepared to sacrifice for the. and Stay away from. The engineering domain respondents mean value ranges between.6 and.86 which indicate that the respondents opinion lean towards agree to the variables. The standard deviation ranges between.88 and 1.18 which indicates that there were no much deviation editor@iaeme.com

13 Job Involment among Library Professionals Working in Academic Institutions in Chennai in respondents opinion. Their exist difference in the order preferences in the case of third variables compare to Arts and Science domain whereas it get synchronised with first two variables. The mean value of the medical domain ranges between.9 and.1 which indicates that which indicate that the respondents opinion lean towards agree to the variables However the preferences of medical domain respondents were identical with engineering domain.. In the case of least preferences, the medical domain respondents were not get synchronised with arts and science or engineering domain respondents. The least preferences of medical domain respondents were Attraction towards and Prepared to sacrifice for the. Hierarchical Cluster Analysis The hierarchical cluster analysis for job contribution has been carried out and the dendrogram using average linkage has been drawn. The same is shown in figure 1 Figure There exist two clusters and one isolated cluster at level. Cluster one consists of three variables such as Plan the in advance ; Before time always and Time at. The same can be named as Primary factors. The second cluster comprises of Stay away from ; Involved personally in ; Not accepting additional ; Other things are more important than ; Attraction towards and Prepared to sacrifice for the. The same can be named as Secondary factors. Involved in exist as isolated variable and seems to be Third cluster that can be named as Need for job contribution. Proximity Matrix of Job Contribution Variables The proximity matrix analysis will enable to identify the nearest and farthest variables. The proximity matrix has been employed for the job contribution variables and the same is shown in Table editor@iaeme.com

14 K. Umasankar, S. Babusankar and Dr. K. Kaliyaperumal S.N o Table 1 Job Contribution - Proximity Matrix Descriptio n Involved in. Prepared to sacrifice 18. for the. Attraction towards Time at Before time always Plan the in advance Stay away from Involved personally in Not accepting additional Other things are more important than The proximity values of the variables range between and 6. The least value indicates the nearest factors of the variable and highest value indicates farthest factors of the variables. The same has been identified. Nearest factors The nearest factors are Plan the in advance and Before time always Before time always and Time at Other things are more important than and Involved personally in Farthest factors The farthest factors are Stay away from and Plan the in advance Involved personally in and Plan the in advance Before time always and Involved in Job Involvement The first three preferences job involvement factors of Intrinsic and extrinsic motivation and job contribution were shown in Table editor@iaeme.com

15 Job Involment among Library Professionals Working in Academic Institutions in Chennai Table 1 Job involvement S.No Factors First preference Second Preference Third preference 1 Intrinsic motivation Opportunities to efficiently Opportunities for inservice training Working well contributes to personal growth Extrinsic This job enables to Enjoy challenging Feel more proud when motivation get good benefits task Job contribution Before time always Plan the in advance others accept my Time at It can be seen that in the case of intrinsic factors Opportunities to efficiently ; Opportunities for in-service training and Working well contributes to personal growth were the first three preferences. Enables to get good benefits ; Enjoy challenging task and Feel more proud when others accept my were the preferences of extrinsic motivation. In the case of Job contribution the respondents indicated that the job is to be carried out Before time always. It is essential to Plan the in advance and have a principle of time at. 8. CONCLUSIONS This study was carried out with the objective to elicit the opinion on Job involvement among library professionals ing in academic institutions. The Job Involvement has three categories such as Intrinsic Motivation, Extrinsic Motivation, and Job Contribution. A total of dependent variables were taken up for the study. The questionnaire was adopted in this study. A total of 66 questionnaires were distributed to LIS professionals ing in 1 academic libraries in Chennai of which 5 were responded and response rate is Primarily this study enables to identify the intrinsic extrinsic motivation and the job contribution of LIS professionals ing in academic institutions in Chennai. Similarly this study also enables to identify the close proximity variables and distinct variables on job involvement. Opportunities to efficiently ; Opportunities for in-service training and Working well contributes to personal growth were identified as intrinsic motivation. Enables to get good benefits ; Enjoy challenging task and Feel more proud when others accept my were the considered as extrinsic motivation by the respondents. In the case of Job contribution the respondents indicated that the job is to be carried out Before time always. It is essential to Plan the in advance and have a principle of time at. The study identifies Plan the in advance ; Before time always and Time at as Primary factors of job contribution through hierarchical cluster analysis. Similarly, Stay away from ; Involved personally in ; Not accepting additional ; Other things are more important than ; Attraction towards and Prepared to sacrifice for the were identified as Secondary factors. Involved in considered as essential Need for job contribution. REFERENCES [1] Abdul Karim (1) The impact of related variables on librarians organizational commitment and job satisfaction. Malaysian Journal of Library & Information Science, Vol.15, no., Dec 1: [] Babusankar S. et al., (1) Job satisfaction among lis professionals in higher educational institutions of kanchipuram district (tamilnadu) International Journal of Library and Information Science (IJLIS), Volume 6, Issue 5, (Sep-Oct 1). editor@iaeme.com

16 K. Umasankar, S. Babusankar and Dr. K. Kaliyaperumal [] Das, (15) Job Satisfaction among the Library professional in Private Engineering College in Hooghly District of West Bengal, India. Research Journal of Library Sciences Vol. (5), 8-1, June (15). [] Govender, S. and Parumasur, S. B. (1) The Relationship between Employee Motivation and Job Involvement. SAJEMS NS, 1(), -5. [5] Hao, Z., & Seibert, S. E. (6) The Big Five Personality Dimensions and Entrepreneurial Ho, Status:A Meta-Analytical Review. Journal of Applied Psychology, 91 (), [6] Hung, L. M. (8) Research on How Training Influences Administrative Staff Job Involvement and Organizational Commitment. The Journal of Human Resource and Adult Learning, (), [] Ishfaq, A., and Talat, I. (11) Decoding the Relationship between Employee s Jobs Related Behaviors: A Study of Telecom Sector of Pakistan. International Journal of Business and Social Science, (8), -5. [8] Khalid, A., and Rashid Rehman, R. (11). Effect of Organizational Change on Employee Job Involvement: Mediating Role of Communication, Emotions and Psychological Contract. Information Management and Business Review. [9] Mallaiah & Yadapadithaya; 9 Intrinsic Motivation of Librarians in University Libraries in Karnataka. DESIDOC Journal of Library & Information Technology, Vol. 9, No., May 9, pp. 6-. [1] Mondal, A. K., Bandyopadhyay, A. K., & Hasan, A. A. T. (1). Job satisfaction among university library professionals of West Bengal. International Journal of Information Research, () 1, 19- [11] Pulla Reddy,199 Job Satisfaction of Library Professional Staff, Ph.D Thesis, S.V. University. [1] Togia et al Job satisfaction among Greek academic librarians, Library & Information Science Research, Vol. 6, pp. -8. [1] Shivakumar G.T Impact of Digital Era on Academic Libraries: It s Play with Library Professionals. International Journal of Library & Information Science, 6(), 1, pp. 1. [1] Sweety M Antony and Dr. Vijayakumar A, Status of Technological Competencies of Library Professionals in Colleges of Kerala: An Analytical Study. International Journal of Library & Information Science, 5(), 16, pp editor@iaeme.com