Analysis

The Investment Model – Job (IMJ) is based on Rusbult’s Investment Model, originally developed to study interpersonal relationships but later adapted for organizational contexts. The model explores how an individual’s investments in their job (time, effort, resources) influence their commitment to the workplace and intention to stay.

Objective

The IMJ aims to: Assess the level of investment employees make in their jobs, Evaluate job satisfaction and perceived job alternatives, Identify factors that increase or decrease employees’ commitment and likelihood of staying in their organization.

Calibration

The questionnaire evaluates key dimensions using a 5-point Likert scale (1 = Strongly Disagree to 5 = Strongly Agree).
Key dimensions include: Job investments (time, effort, and personal resources spent on work), Job satisfaction (degree of fulfillment in the current job), Perceived job alternatives (availability of other employment options), Commitment to the organization (willingness to stay despite challenges).

References

Rusbult, C. E. (1980). Commitment and Satisfaction in Romantic Associations: A Test of the Investment Model. Journal of Experimental Social Psychology, 16(2), 172-186.
Farrell, D., & Rusbult, C. E. (1981). Exchange Variables as Predictors of Job Satisfaction, Job Commitment, and Turnover: The Impact of Rewards, Costs, Alternatives, and Investments. Organizational Behavior and Human Performance, 28(1), 78-95.
Le, B., & Agnew, C. R. (2003). Commitment and its Theorized Determinants: A Meta-Analysis of the Investment Model. Personal Relationships, 10(1), 37-57.