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Enhancing Engagement through Job Resources: The Moderating Role of Affective Commitment

Published online by Cambridge University Press:  19 June 2020

Daniel Dominguez Open the ORCID record for Daniel Dominguez [Opens in a new window] ,
María José Chambel Open the ORCID record for María José Chambel [Opens in a new window]  and
Vânia Sofia Carvalho Open the ORCID record for Vânia Sofia Carvalho [Opens in a new window]
Daniel Dominguez*
Affiliation:
Universidade de Lisboa (Portugal)
María José Chambel
Affiliation:
Universidade de Lisboa (Portugal)
Vânia Sofia Carvalho
Affiliation:
Universidade de Lisboa (Portugal)
*
Correspondence concerning this article should be addressed to Daniel Dominguez. Universidade de Lisboa. Faculdade de Psicologia e de Ciências da Educação. 1649–013 Lisboa. E-mail: danieldominguez@campus.ul.pt
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Abstract

Research has shown that affective commitment, one of three components of organizational commitment defined by Meyer and Allen (1991), can act as a moderator in relationships between job stressors and worker´s psychological tension. However, due to the scarcity of studies that investigate the moderating effect of this commitment component on relationships between positive variables, the purpose of this study is to examine the moderating role of affective commitment in the relationship between autonomy, peer support, supervisory support and perceived organizational support (POS), as job resources, on engagement. In this sense, we analyzed the data provided by a sample of Portuguese employees (N = 554), from an organization belonging to the consultancy sector. Firstly, we aimed to examine the direct effects of those job resources on engagement, and, then, examine the impact of affective commitment as a moderator on these relationships. The results partially support the hypotheses formulated. Indeed, there was a positive relationship between the job resources studied - work autonomy, peer support, supervisory support and POS - and engagement. Furthermore, according to our hypothesis, the interaction established between affective commitment and autonomy, significantly exacerbates the positive effect of this job resource on workers well-being, that is, on their engagement (b = .08, p < .05). However, contrary to our hypothesis, the affective commitment does not moderate the relationship between the other job resources and engagement. This study contributes to a deepest knowledge about the potentialities of affective commitment, reinforcing the importance of consider it as a contextual resource.

Keywords

affective commitmentengagementjob resourcespositive psychology
Type
Research Article
Information
The Spanish Journal of Psychology , Volume 23 , 2020 , e17
Copyright
© Universidad Complutense de Madrid and Colegio Oficial de Psicólogos de Madrid 2020

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