document/management/Influence of Karma Yoga on Job Involvement Among Business Development Professionals conv.txt

JAC : A Journal Of Composition Theory	ISSN : 0731-6755



INFLUENCE OF KARMA YOGA ON JOB INVOLVEMENT AMONG BUSINESS DEVELOPMENT PROFESSIONALS

Deepak. B V and Dr. Sony Kumari Department of Yoga & Management Studies
Swami Vivekananda Anusandhana Samsthana University Bengaluru, Karnataka India [email protected]
ABSTRACT
A study to explore the impact of Karma Yoga on Job Involvement of business development professionals having hypothesis of influence of Karma yoga, quantitative research design with pre & post intervention approach, about 400 sample respondents from the age group of 25-40,  both  male  & female across various  sectors in  Bengaluru city  were  chosen.  The collected data was analyzed via pre & post questionnaire, KMO test was used to measure the data suitability of data for factor analysis. Bartlett’s test for homogeneity of variances is used to test that variances are equal for all samples. Based on the paired sample test the null hypothesis H0 “there is no influence of Karma yoga on Job Involvement among Business development professionals” was rejected & alternate hypothesis H1 was accepted.

KEYWORDS:  Karma  Yoga,  Job  Involvement,  Business  Development  Professionals, Sectors, Quantitative Research, Inferential Statistics, etc.

INTRODUCTION
Karma-yoga  which  is  one  of  the  means  of  achieving  the  mukti  (liberation)  from  the inescapable cycle of birth, death and rebirth (sanasara) holds answer to several business problems  like  employee  commitment,  involvement  and  turnover.  Although,  these  job attitudes have been the subject of several researches, still our understanding of how karma-yoga  can  influence  them  favorably  has  not  been  studied.  Karma-yoga  which  has  been mentioned in Bhagavad Gita, stresses on how one should perform one’s duty without any desire for the result and how one should maintain a sense of equanimity in the face of crisis or ecstasy. Although it would be insensible to deploy the lessons of karma-yoga in today’s business setting without adjusting it to the needs of the present generation. Still the authors are confident that its merit is as relevant today as it was thousands of years back.

Today  most  of  the  organizations  complain  of  employee  commitment,  involvement  and intention to quit and in a desperate attempt organizations resort to some traditional financial incentives and perquisites. These carrots (incentives) can solve the problem temporarily but can’t provide a long term solution. We strongly believe that when a person look at his/her job from a different and higher perspective, the job takes the shape of a duty (a moral obligation) and then the person is able to relate his/her job with life’s ultimate goal (salvation). Such a motivated person looks at  job as  a  reward and  finds  the  same  mundane  and repetitive activities as meaningful and sacred.

One of the most important areas of study in organizational behavior is job attitudes, or how people feel about what they do at workplace. Employees spend a good part of their daily hours at  workplace hence they seek  meaning  in work and several modes of expressing themselves. Work has different meaning in different societies and these differences in culture, values and ethics govern our attitude at workplace.

In West, people adhere to Protestant work philosophy which guides the values at workplace. It emphasizes on hard work and dignity at workplace which will lead to a comfortable life. So in West the stress is on hard labour which will lead to materialistic growth. The Oriental



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philosophies primarily the Indian philosophy differs from the Protestant one in terms of the definition of work and the role of work in one’s life (Chakraborty, 1987). According to Indian philosophy, work or duty is a sacred responsibility which surpasses our immediate materialistic wants and helps in fulfilling the larger goals of life that is liberation (mukti).

LITERATURE REVIEW
It is essential to note that while literature on Karma Yoga is in a nascent state in the realm of management  research,  yet  the  concept  arguably  remains  the  most  widely  discussed, commented yet misunderstood aspect of the Indian worldview (Mahadevan, 1958). This ought not to be surprising for the said concept is enshrined within the Hindu philosophy [i.e. functionally equivalent to “Indian philosophy” (Fenton, 1988)], which is characterized by an extraordinary degree of plurality (Hodge, 2004) in comprehension and practice. Reat (1990) notes that even familiar concepts such as “Brahman” and “Dharma” can signify a broad range of divergent and distinct concepts among numerous spiritual schools within the religion. However, owing to our stated focus on workplace happiness in the current research, we restricted the scope of this review specifically to conceptualizations and studies on Karma Yoga directed at employees (workplace context).

As stated earlier, with the slow yet increasing popularity of the Bhagavad Gita towards addressing organizational problems in recent years (Sharma, 1999), there has been a growing interest  among  management  researchers  in exploring the concept  of Karma Yoga. Thus Chakraborty (1993) asserts the same to be energy conserving and mind purifying for it urges one to work for a cause higher than one’s ego. Similarly, while affirming that a belief in Indian philosophy (Mulla & Krishnan, 2006) or Indian worldview (Mulla & Krishnan, 2009) is a necessary condition for practicing Karma Yoga, the concept is defined by them as a “technique for intelligently performing actions”, or a “technique for performing actions in a manner that the soul is not bound by the effects of the actions” (Mulla & Krishnan, 2006; Mulla & Krishnan, 2007).

Moving further, the operationalization of the construct differs widely across studies. Hence while  Narayanan  &  Krishnan  (2003)  provide  a  two  factor  conceptualization  of  the construct, i.e. doing one’s duty and not being attached to the outcomes, Menon & Krishnan (2004) conceptualize a four factor model comprising of the dimensions of significance of work, successful work, detachment from work and setting an example. In later years, Mulla & Krishnan (2006) argued for a separate two factor model of Karma Yoga comprising of the dimensions of duty orientation and absence of desire for rewards, however they later revised the same to a three factor model (Mulla & Krishnan, 2009) by including equanimity as a third dimension of Karma Yoga.

Karma Yoga has been found to relate extensively with transformational leadership, emotional intelligence and spirituality (Mulla & Krishnan, 2007, 2008, 2009). Further Srirangarajan et al (2011) assert that the practice of Karma Yoga would lead to a win-win situation for the employee and the business organization. While the employees shall be rewarded with job satisfaction,   personal   growth   and   fulfillment,   the   organization   experiences   higher productivity and quality performance.

A critical review of the above discussion reveals that the operationalization of Karma Yoga lacks consensus, which can render research and findings involving the same a suspect. We noticed that the earlier attempts towards operationalization were sketchy and simplistic with dimensions imposed than theorized. For e.g. Narayanan & Krishnan (2003) cared little to explain the rationale guiding their derivation of the dimensions, i.e. doing one’s duty and not being attached to outcomes. Similarly Menon & Krishnan (2004) provide no basis for their




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four-factor operationalization of Karma Yoga. Mulla & Krishnan (2006), in a seemingly comprehensive attempt,  did present  a more reasoned operationalization of the construct, deriving the dimensions of duty orientation and absence of desire for rewards from a content analysis of Gandhi’s (2001) interpretation of Bhagavad Gita. However basing the same solely on Gandhi’s interpretation resonates an inherent subjectivity that demands a relook. The later attempts are in effect modifications of Mulla & Krishnan’s (2006) study, with frequent inclusion and exclusion of factors sans explanation. Thus, Mulla & Krishnan (2009) added equanimity as a third dimension of Karma Yoga, while in another study (i.e. Mulla & Krishnan,  2008),  they  abandoned  equanimity  and  stuck  to  their  original  two  factor conceptualization (Mulla & Krishnan, 2006). Surprisingly, the same authors re- introduced equanimity as a third dimension of the construct in a subsequent study (Mulla & Krishnan, 2012).

Ravindra  Pathak  and  Dr.  Manoj  Patwardhan  2011  identified  the  factors  of  job involvement,  organizational  effectiveness  and  established  the  relationship  between  job involvement and organizational effectiveness. This study revealed that the job involved that the employees directly contribute in organizational effectiveness by way of their working style,  approach  towards  the  attainment  of  organizational  goals,  quality  improvement, acquisition of new talent and skills. Chughtai, Aamir Ali (2008), examined the impact of job involvement  on  the  self-report  measures  of  in-role  job  performance  and  organizational citizenship behavior. The results of this study revealed that job involvement was positively correlated with both-in-role  job performance and Organizational citizenship  behavior.  In addition to this,  it  was found that  organizational commitment  partially mediated the job involvement-performance relationship. Furthermore, the findings of this research uncovered that job involvement exerted a stronger impact on Organizational citizenship behavior than on in-role performance.

P.C.Mishra and Minum Sharma (2005)  to find out the relationship of social support and job involvement in prison officers. The result shows that social support and its dimensions, namely, appraisal support, tangible support and belonging support have a significant positive relationship  with  job  involvement.  The  study  suggests  that  overall  social  support  is  a significant predictor of job involvement in prison officers. The other predictors are belonging support, appraisal support and tangible support.

Abraham Carmeli (2005) proposes and tests a model that attempts to explain the role of situational and personal-related factors relating to why top executives become involved in their jobs. The results indicate that both situational and personal-related factors predict job involvement. The findings show that the relationship between perceived external prestige and job involvement is mediated by affective commitment, and that the relationship between protestant work ethic and job involvement is mediated by normative commitment.

Ishwara P., P.Laxman (2007) evaluated the perceived level job involvement among the university teachers working at the post graduate departments in Karnataka State. Analysis of the data indicated that around 60% of the university teachers perceived and were reported to have been moderately involved in the job. There is no significant difference in the levels of job involvement among the university teachers, irrespective of their cadre. All the teachers are perceived to have more or less the same level of job involvement.

Miguel Pina e Cunha (2002) in his case study of an integrated information technology services  firm,  examines  how  the  interplay  between  culture,  structure,  and  leadership  is managed in order to build control and employee loyalty. He focuses on the salient features of




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JAC : A Journal Of Composition Theory	ISSN : 0731-6755



the case, namely that a high-profile culture combines with a low-profile leadership and with minimal structuring to create a vibrant and loyalty-generating organizational environment. He proposes that these processes are effective because they reinforce one another. It is their articulation, not their existence that acts both as an unobtrusive control mechanism and as an employee loyalty– generating process, fulfilling the needs of both the organization and its professionals.

Frederick Reichheld (2006) in his study he reported that loyalty, for those who plan to stay with an employer at least two years, can be affected by several factors, including benefits and pay, working environment, job satisfaction and customers. Employee loyalty is critical for organizations as constant turnover or churn can be very expensive. In his report he stated that one of the most effective ways to improve employee loyalty is to make employees feel like they are an important part of the organization. His report found that only 55 percent of the employee’s surveyed  feel like their  organization treats them well.  He suggested that  an employee   feedback  system  can  help  raise  employee   loyalty  by  providing  two-way communications   between   employees   and   management.   If   employees   feel   like   the organization is listening to them, recognizing them for their contributions, they will more likely be loyal to the company.

According to Ongori (2007) job involvement characterizes the degree to which employees are  engaged  in  or  preoccupied  with  their  jobs  and  the  degree  to  which  an  individual recognizes with his job. It is also described as the degree to which a job is recognized to be the significant factor in fulfilling one or another need of an employee. Involvement also shows that importance of work is the self image of a worker. Thus involvement is basically persuaded by the reading of an employee about his personal picture of life. And then by the organizational qualities and job attributes (Moynihan & Pandey, 2007). This implies that job involvement  is  that  organizational  attitude  which  tells  that  how  much  an  employee psychologically identifies with the employer organization and how much one believes that his work is important and enlarges his self-respect (Robbins, 1998: 142; Weidmer, 1998).Job involvement has been divided into two separate approaches. First approach is viewed as an individual  difference  variable  where  job  involvement  is  believed  to  occur  when  the possession of specific needs, values or personal characteristics affect individuals to become more or less involved in their jobs. The second approach considers job involvement as a reaction to particular work situation distinctiveness (Ekmekci, 2011).

According to (Khan et al., 2011) Job involvement, job commitment, and employee job performance  are  amongst  the  most  studied  areas  in organizational  behavior  and  human resource management research. Further they added that job involvement has been one of the most  useful  tools  used  for  increasing  employee  productivity  by  improving  employee involvement and commitment. On the other hand, job involvement is related to employees perception that  how the job takes place  in individual life.  As much as an individual is positively  influenced  by  his  job,  the  readiness  and  accomplishment  will  automatically increase (Ekmekci, 2011). This means that it also creates the meaning of ownership within employees who are involved in decisions concerning their job and it’s related

Activities.  Research  has  proved  the  importance  of  job  involvement  with  employee commitment. This clearly reveals that those organizations that have job involvement culture, their employees are more committed with organization than those organizations who do not involve their employees (Khan et al., 2011).






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OBJECTIVE
To analyze the influence of Karma Yoga on Job Involvement  in Business Development Professionals

HYPOTHESIS
H0: There is no influence of Karma Yoga on Job Involvement among Business Development Professionals
Ha: There is an influence of Karma Yoga on Job Involvement among Business Development Professionals

RESEARCH METHODOLOGY
This is a quantitative research design with pre and post interventional approach. Case studies have been included to bring in empirical insights into the study. Randomized control design, by using random generated table for sample respondent selection. Pre intervention data have been collected by using job Involvement scale in first stage and later after completion of thirty days of Karma Yoga sessions post intervention data was collected. About 400 sample respondent in 25-40 years of age group, both male & female respondents working in various sectors  like  FMCG,  Healthcare,  Consumer  Durables,  Banking  &  Insurance,  retail  and pharmaceutical sectors in Bengaluru city were selected for the study.

DATA ANALYSIS

Having discussed all important aspects of karma yoga on employee’s job Involvement, now the researcher in this section turns to data analysis and interpretation. First part of consists of respondents profile across various demographic factors like Age, Educational Qualification, Annual Income and Marital Status, area. Second part of the analysis is about the influence of Karma  Yoga  on  Job  Involvement  in  Business  Development  Professionals  using  Job Involvement scale survey.


PROFILE OF THE SAMPLE RESPONDENT
Particular	Category	Frequency GENDER                       MALE                          262
FEMALE	122 MARITAL_STATUS   MARRIED	173
UNMARRIED	211 AREA	RURAL	134
URBAN	250 EDUCATION	SSLC	32
PUC	81 DIPLOMA	82 UG	135 PG	54
SALARY	Below 10K	6 10K to 15K	52 15K to 20K	144 20K-25K	154 Above 25k	28


Percent 68
32 45 55 35 65 8 21 22 35 14 2 13 38 40 7






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From above table it  is evident that  68% respondents belong to male category and 32% respondents are female. 55% respondents belong to unmarried category and 45% respondents are married. 65% respondents belong to urban category and 35% respondents are from rural background.   35%   respondents   are   graduates,   14%   have   post-graduate   degree,   22% respondents have diploma educational qualification and 8% respondents have qualification up to SSLC level. 40% respondents have an income in the range of Rs 20,000 to Rs 25,000, 7% respondents have a salary of more than Rs 25,000, 2% respondents have a salary of less than Rs 10,000 and only 13% respondents have income of Rs 10,000 to Rs 15,000.


DESCRIPTIVE STATISTICAL ANALYSIS FOR PRE-SET Sl.
No	Statements	Mean	SD .


95% Confidence Interval
Lower	Upper

1     I find my job motivating                                         4.43         0.80         4.35           4.51 2     My job is important to me                                      4.23         0.83         4.15           4.32 3     I identify with my present job                                 4.16         0.97         4.07           4.26 4     I find my job interesting                                         4.09         0.97         4.00           4.19 5     My job gives me satisfaction                                  4.18         1.00         4.08           4.28 6     I like my job                                                            4.14         0.88         4.05           4.23 7     I care for my job                                                     4.33         0.87         4.24           4.41 8     My work is not burden for me                                4.11         0.93         4.02           4.20 9     I enjoy my work                                                      4.30         0.94         4.21           4.40 10    Whenever I complete some work, I feel happy      4.25         0.91         4.16           4.34

The   above   table   highlights   the   job   involvement   among   the   Business   development professionals. The highest mean value was recorded for, ‘I find my job motivating’ (mean 4.43) with standard deviation (0.80) indicating consistency in the opinion of the respondents. This is followed by; ‘I care for my job’ (mean 4.33) with standard deviation (0.87). The respondents have indicated less mean value for ‘I find my job interesting’ with a mean score of 4.09 with maximum variation for ‘My job gives me satisfaction’ with a SD of 1.

From lower and upper value of 95% confidence interval (CI); it is realized that the outcome will be same as observed in the above table for the whole study population. The agreement of 95% of the respondents in the study population is likely to possess opinion as that of entire respondents in the sample regarding all listed statements.

DESCRIPTIVE STATISTICAL ANALYSIS FOR POST-SET


Sl.
No	Statements .

95% Confidence Mean	SD	Interval
Lower	Upper



1	I find my job motivating 2	My job is important to me
3	I identify with my present job 4	I find my job interesting
5	My job gives me satisfaction 6	I like my job

4.57	0.74	4.49	4.64 4.34	0.79	4.26	4.42 4.36	0.94	4.27	4.46 4.25	0.80	4.17	4.33 4.46	0.78	4.38	4.54
4.34	0.76	4.27	4.42




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7     I care for my job                                                     4.43         0.88         4.34           4.51 8     My work is not burden for me                                4.23         0.89         4.14           4.32 9     I enjoy my work                                                      4.48         0.82         4.40           4.56 10    Whenever I complete some work, I feel happy      4.42         0.76         4.35           4.50

The   above   table   highlights   the   job   involvement   among   the   Business   development professionals. The highest mean value was recorded for, ‘I find my job motivating’ (mean 4.57) with standard deviation (0.74) indicating consistency in the opinion of the respondents. This is followed by; ‘I enjoy my work’ (mean 4.48) with standard deviation (0.82). The respondents have indicated less mean value for ‘My work is not burden for me’ with a mean score of 4.23 with maximum variation for ‘I identify with my present job’ with a SD of 0.94.

From lower and upper value of 95% confidence interval (CI); it is realized that the outcome will be same as observed in the above table for the whole study population. The agreement of 95% of the respondents in the study population is likely to possess opinion as that of entire respondents in the sample regarding all listed statements.

RESULT OF RELIABILITY AND VALIDITY ANALYSIS FOR PRE DATA SET


Overall Cronbach's Alpha for 10 statements
Sl.                                                                                                 Corrected No                                     Statements                                        Item-Total
.	Correlation


0.883 Cronbach's Alpha if Item Deleted



1	I find my job motivating 2	My job is important to me
3	I identify with my present job 4	I find my job interesting
5	My job gives me satisfaction 6	I like my job
7	I care for my job
8	My work is not burden for me 9	I enjoy my work
10	Whenever I complete some work, I feel happy

.621	.872 .559	.876 .571	.875 .676	.867 .600	.873 .632	.871 .609	.872 .641	.870 .664	.868
.572	.875


Significance of Karma Yoga on Job involvement in Business Development Professionals with the help of ten statements and respondents were requested to provide their opinion on the listed statements. In order to assess the reliability and validity of the respondents; Item-Total Correlation and Cronbach's Alpha values were analyzed and it was observed that total Cronbach's Alpha was scored at 0.883 that is statistically very good.

Further,  scale  item  elimination  procedure  was  carried  out  to  achieve  greater  level  of consistency but the results revealed that removal of statement might not improve overall reliability. Therefore the researcher decided to use all the statements for hypothesis testing purpose in the following section.

The validity analysis was done using Item-Total Correlation &all investment avenues have indicated medium to strong correlation as seen in the above table in which all statements have




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recorded correlation value greater than 0.30 which is a standard for validation. The lowest correlation is recorded at 0.571 for I identify with my present job.


RESULT OF RELIABILITY AND VALIDITY ANALYSIS FOR POST DATA SET




Sl. No

Overall Cronbach's Alpha for 10 statements
Corrected Statements	Item-Total
Correlation


0.893 Cronbach's Alpha if Item Deleted



1	I find my job motivating 2	My job is important to me
3	I identify with my present job 4	I find my job interesting
5	My job gives me satisfaction 6	I like my job
7	I care for my job
8	My work is not burden for me 9	I enjoy my work
10	Whenever I complete some work, I feel happy

.631	.883 .567	.887 .562	.889 .662	.881 .656	.882 .640	.883 .668	.881 .645	.882 .717	.877
.628	.884



Significance of Karma Yoga on Job involvement in Business Development Professionals with the help of ten statements and respondents were requested to provide their opinion on the listed statements. In order to assess the reliability and validity of the respondents; Item-Total Correlation and Cronbach's Alpha values were analyzed and it was observed that total Cronbach's Alpha was scored at 0.893 that is statistically very good.

Further,  scale  item  elimination  procedure  was  carried  out  to  achieve  greater  level  of consistency but the results revealed that removal of statement might not improve overall reliability. Therefore the researcher decided to use all the statements for hypothesis testing purpose in the following section.

The validity analysis was done using Item-Total Correlation &all investment avenues have indicated medium to strong correlation as seen in the above table in which all statements have recorded correlation value greater than 0.30 which is a standard for validation. The lowest correlation is recorded at 0.562 for I identify with my present job.

FACTOR ANALYSIS

KMO and Bartlett's Test Kaiser-Meyer-Olkin Measure of Sampling
0.895
Adequacy.
Bartlett's Test of          Approx. Chi-Square     1875.082 Sphericity                              df                         45
p-value	0.001* (Source: SPSS Version 23/KMO and Barlett’s Test)





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“KMO  Test  is  a  measure  of  suitability of data  for  Factor  Analysis.  The  test  measures sampling adequacy for each variable in the model and for the complete model. Bartlett’s test for homogeneity of variances is used to test that variances are equal for all samples. It checks that the assumption of equal variances is true before running certain statistical tests”
The “KMO measure of sampling adequacy is 0.895 and Barlett’s test of Sphericity with approximate chi-square value is 1875.082. These results are statistically significant at 5% level.  Hence  all  the  10  statements  are  distributed  normally  and  are  suitable  for  data reduction”



Sl. No. 10 6 4 8 2 1 3 5 9 7

Rotated Component Matrix

Statements

Whenever I complete some work, I feel happy I like my job
I find my job interesting
My work is not burden for me My job is important to me
I find my job motivating
I identify with my present job My job gives me satisfaction I enjoy my work
I care for my job
Factor


Component 1                 2
.788 .787 .762 .719 .696
.789 .786 .778 .710 .696
F1	F2


Finally, the  “rotated component  matrix shows the factor loadings for each attribute and highlights the factor that each attribute loaded most strongly on respective component as observed in the above table with values greater than 0.50 which was set standard”

Thus Exploratory Factor Analysis by Principal Component Analysis method derived two factors related to Karma Yoga which influence Job involvement in Business Development Professionals viz., F1: job affection and F2: job association






Pair 1

Pair 2

Pair 3





F1PRE F1POST F2PRE F2POST JISPRE JISPOST

Paired Samples Statistics

Mean	N	SD

4.1656	384	.69377 4.3161	384	.63653 4.2807	384	.69886 4.4594	384	.66734 4.2232	384	.63604 4.3878	384	.58594


Std. Error Mean .03540 .03248 .03566 .03406 .03246 .02990


The SD is less than 1, it “indicates that there is consistency in the respondent’s opinion towards the listed Select statements influence Job involvement  in Business Development Professionals as the aggregate mean value in post statements is more than 4 which falls on the positive side of the scale and also falls within the upper and lower confidence intervals”







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Paired Samples Test Paired Differences
95% Confidence
Std. Error	Interval of the	t	df Mean            Difference
Mean	SD
Upper	Lower
Pair	F1PRE -   .15052   .73193	.03735	.22396	.07708	4.030	383
1	F1POST

Pair	F2PRE -   .17865   .72556	.03703	.25145	.10585	4.825	383
2	F2POST

Pair	JISPRE -   .16458   .65221	.03328	.23002	.09914	4.945	383
3	JISPOST

*significant at 5% level
All values in the absolute form. Ignored negative sign for interpretation purpose

ISSN : 0731-6755







p-value



0.001*

0.001*

0.001*


The mean value indicated changes in post statement opinion and higher values are recorded in post survey which is a desired condition.
Based on the results of the test, the null hypothesis H0: “There is no influence of Karma Yoga on  Job  involvement  among  Business  Development  Professionals”  was  rejected  and  the alternate hypothesis Ha: “There is an  influence of Karma Yoga on Job involvement among Business Development  Professionals” was accepted, since test  has revealed a significant statistical reliable difference between the pre & post treatment values with p-value is less than the 5%  significance  level (i.e.  0.001 < 0.05)  in our  study and therefore  it  justifies the acceptance of alternate hypothesis based on the paired sample test procedure.

FINDINGS

   68% of the respondents find their job motivating to them post karma yoga intervention
   49%  sample  respondents  assume  their  job  is  important  to  them  post  karma  yoga intervention
   58% sample respondents believe their identity in the society is due their present job    87% sample respondents find their job interesting post karma yoga intervention
   90% sample respondents agree that the job gives them satisfaction
   90% of the respondents are completely agree that the they like their job
   86% of the respondents says they care for their job post karma yoga intervention    85% of the respondents assume their work is not burden for them
   88% of the respondents said they enjoy their work post karma yoga intervention    91% of the respondents says whenever they complete some work, they feel happy
   The reliability of the survey was done using Cronbach's Alpha test and the value was scored at 0. 893 that is statistically excellent.
   The  validity analysis  was  done  using  Item-Total  Correlation  &  all  statements  have indicated medium to strong correlation in which recorded correlation values are greater than 0.30.
   KMO test measured sampling adequacy at 0.895 which is excellent in terms of standard and Barlett’s test of Sphericity with approximate chi-square value is 1875.082. These results are statistically significant at 5% level. Hence all the 10 statements are normally distributed and are suitable for factor analysis
   Factor  analysis  revealed two  components with a  cumulative  value of 64%  which is adequate for the overall variance analysis for 10 statements



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   Exploratory Factor Analysis using Principal Component Analysis method derived two factors  related   to   Karma   Yoga   which   influenced   job   involvement   in   Business Development Professionals viz., F1: job affection and F2: job association
   Karma Yoga influence on job involvement in Business Development Professionals has an aggregate mean value of more than 4 which falls on the positive side of the scale and also falls within the upper and lower confidence intervals
   Post  karma  yoga  intervention the  job  involvement  survey  indicated  changes  in post statement opinion and higher values were recorded as compared to pre survey
   Based on the results of the paired sample t test on the two factors it is evidenced that post survey respondents have indicated significance of Karma Yoga on the job involvement level.


CONCLUSION
Karma Yoga is the path of action for the attainment of self-realization. In every individual there is a mix of behavior, Skills, Competencies and Ethics on the one hand and on the other its counter motives and carvings for narrow gains. The applications of Karma Yoga is a path to lead a kindly light to mankind to emancipate from the contemporary materialistic mental darkness occupied in human beings across the globe to a great extent. Sadhana must be the way for the evolution of the marketing and sales professionals are no exception for it even though they are tempted by lucrative positions and possessions by industry to make them more pruned towards selfish ends.

Asathoma  Sadgamaya  Tamasoma  and  Mrityorma  Amrutangamaya  will  be  the  path  for salvation.

Om Shanti Shanti Shanti hi.



REFERENCES

1.   Balakrishnan Muniapan & Biswajit Satpathy, The ‘Dharma’ and ‘Karma’ of CSR from the Bhagavad-Gita
2.   Dr  A.  Barai MBBS,  MRCS,  MSc (Critical care)  Registrar, Emergency Medicine Karma Yoga: a perspective of the Bhagavad Gita
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6.   Jyotirmoy Sharma,  ,  the  individual  self  and  the  supreme  self  as  viewed  by the Bhagavad-Gita and Sri Aurobindo, under supervision of Dr. Sukhamoy Ghosh ex-reader, in-charge, Dept. of Philosophy, Tripura university thesis submitted for the award of degree of doctor of philosophy in philosophy, Tripura University (A Central University) Address : Suryamaninagar, Pin-799130 West Tripura.





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7.   Neena. T.S, the doctrine of karma and rebirth in Indian thought with special reference to Swami Vivekananda, under the guidance and supervision of Dr. D. Nirmala Devi School of Gandhian thought and development studies Mahatma Gandhi university Kottayam - 686 560 Kerala , India, September 2001
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a.   Exploring   the   Relationship   between   the   Leader’s   Karma-Yoga   and Transformational Leadership
19. Zubin R. Mulla and Venkat R. Krishnan Followers' Duty-orientation and Indifference to Rewards*Transformational Leadership and Karma-Yoga: Enhancing: Psychology Developing Societies 2012
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24. Prof. Dinesh Kumar Pandiya Pro-Vice Chancellor & Former Dean, M.G. School of Economics and Commerce Assam (Central) University
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References for the scales used in this research:

Job involvement scale: Santosh Dhar & Upinder Dhar

1.   A Study on Government Employees

Dr. Prerna Puri1 , Dr. Nidhi Saxena2 1, 2Department of Psychology, University of Rajasthan, Jaipur (Raj.) India

International Journal of Science and Research (IJSR) ISSN (Online): 2319-7064 Index Copernicus Value (2013): 6.14 | Impact Factor (2013): 4.438 Volume 4 Issue  9,  September  2015  www.ijsr.net  Licensed  Under  Creative  Commons Attribution CC BY

2.   Job   Involvement   in   Relation   to   Organizational   Climate   Organizational commitment, job involvement and work life balance among dual career women in different professions

Arvind K Birdie and Kuldeep Kumar IIMT School of Management (Vedatya), Gurgaon, Haryana International Journal of Education & Management  Studies, 2015, 5(3), 242-245

3.   JOB INVOLVEMENT OF EMPLOYEES OF PRIVATE SECTOR BANKS IN RELATION TO THEIR GENDER AND LOCALITY "

Rajni  Kundu  UGC  NET (Commerce),   Ram Gopal Colony, Rohtak (Haryana), INDIA

An  International  Indexed  Online  Journal  www.darpanonline.org/GIRT  ISSN 2347–8861 Online  Research Journal Volume:  1,  issue:  7 Global International Research Thoughts April-June 2015



























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