Meaningfulness of Work and Employee Engagement: The Role of Affective Commitment

Abstract

Background: Meaningfulness of work leads to positive job-related consequences, such as engaged, satisfied, productive, trustworthy, and devoted employees. Purpose: The main purpose of this research was to study the relationship between meaningfulness of work, employee engagement, and affective commitment. Further, this study is also examined the mediating influence of affective commitment on the relationship between meaningfulness of work and employee engagement. Methods: Researchers used a quantitative approach to collect data for the research by utilizing a cross-sectional survey design. The study included standardized scales and was conducted on 319 employees working in the service sector of Punjab and Chandigarh, India. Results: The findings of the given study confirmed a positive relationship between meaningfulness of work, employee engagement, and affective commitment. Conclusion: Moreover, affective commitment acts as a mediator on the relationship between the meaningfulness of work and employee engagement.

Investigating the Relationship between Work-To-Family Conflict, Job Burnout, Job Outcomes, and Affective Commitment in the Construction Industry

“…Normative commitment and continuous commitment involve the perceived responsibility and the perceived demission cost, respectively. Among the three types of commitment, affective commitment is hypothesized to have the largest effect on personal work attitude [ 12 , 14 ]. This is because the characteristics of affective commitment include attachment to the organization, identification with the organization’s culture, and the willingness to continue to be a member of the organization [ 26 ].…”

“…This is because the characteristics of affective commitment include attachment to the organization, identification with the organization’s culture, and the willingness to continue to be a member of the organization [ 26 ]. Compared with normative commitment and continuous commitment, individuals with affective commitment have more motivation to realize work successes and contribute more to their organizations [ 12 , 25 ]. Past research has indicated that affective commitment positively affects personal outcomes, such as work output [ 13 , 14 ].…”

“…The items applied to measure job burnout were designed according to previous studies (Lingard et al [ 5 ]; Enshassi et al [ 7 ]; Srivastava and Dey [ 23 ]). The items used to measure affective commitment were designed with reference to the relevant literature (Kaur and Mittal [ 12 ]; Ribeiro et al [ 26 ]; Odoardi et al [ 27 ]). The items applied to measure job satisfaction were designed according to previous studies (Cao et al [ 1 ]; Witt and Wilson [ 34 ]; An et al [ 48 ]).…”

“…However, those practitioners with affective commitment may reframe their attribution's levels [1,27]. In addition, they tend to reduce the impulse to protect personal resources, ultimately reducing job burnout [12,13]. This led to the following hypothesis: Hypothesis 6 (H6).…”

“…Therefore, construction professionals need to also take the initiative to adjust their own emotions and states towards the organization and work [ 11 ]. This includes their affective commitment, which is the emotional bond between individuals and their organizations, and which include identification, emotional attachment, and employee participation [ 12 ]. Individuals with affective commitment tend to have greater enthusiasm and loyalty to their organizations, and may invest more effort into completing organizational tasks and goals, even when the work falls outside their core role [ 13 ].…”