Commitment and Wellbeing: The Relationship Dilemma in a Two-Wave Study

Abstract

There has been little consensus around the sequential relationship between organizational affective commitment and workers’ wellbeing. In line with the Conservation of Resources Theory, results of this two-wave study with a contact center employee sample (N = 483) showed that organizational affective commitment decreases work ill-being (i.e., burnout) and increases work wellbeing (i.e., work-engagement). Furthermore, in keeping with the loss spiral assumption of this theory, the mediating role of burnout in the affective commitment-health relationship was supported in this study. However, in accordance with the Job Demand-Resources, work engagement was found not to prevent effects on health. The findings have implications for the organizational affective commitment theory, as well as for organizational occupational health policies and interventions.

Organizational support for work-family life balance as an antecedent to the well-being of tourism employees in Spain

“…Therefore, according to the results of our study and consistent with the previous literature, well-being at work depends on WFP being accessible (Medina-Garrido et al, 2017) and effectively resolving problems with WFC (Nordenmark & Alm, 2020). Additionally, wellbeing also depends on organizational support (Roemer & Harris, 2018) and the organizational commitment that this support generates in workers (Chambel & Carvalho, 2022;Stevan E. Hobfoll et al, 2018).…”

“…More specifically, previous work has shown a positive correlation between psychological well-being and organizational commitment (Mebarki et al, 2019;Moser & Galais, 2009;Yalçın et al, 2021). In this sense, organizational commitment decreases employees' exhaustion and increases their well-being at work, improving their commitment to their organization (Chambel & Carvalho, 2022). Moreover, there is evidence that employees' commitment to the organization in which they work not only has a direct effect on their well-being, but also on the well-being of their partners (Rodriguez-Muñoz et al, 2014).…”

“…Moreover, there is evidence that employees' commitment to the organization in which they work not only has a direct effect on their well-being, but also on the well-being of their partners (Rodriguez-Muñoz et al, 2014). The above reasons show that organizational commitment seems to be crucial to ensure employee well-being (Chambel & Carvalho, 2022). Conversely, there is evidence that individuals with low levels of organizational commitment may exhibit negative behaviors related to their lack of well-being at work, such as not showing up for work or being late (Ari & Çağlayan, 2017).…”

Analyzing the Influence of High Commitment Human Resource Management Practices on the Performance of University Non-academic Staff in Pakistan: A Two-Stage Mediation and Moderation Study

“…Affective commitment is considered a psychological bond to an organisation and is delineated as positive feelings, affection or emotion towards an organization, bringing back the wish to see the success of organisational goals with pride feelings as related to the organisation (Chambel & Carvalho, 2022;Cohen, 2003). It is also defined as the employees' emotional attachment to identify what is relevant to the organization.…”

Work Stress of Online Motorcycle Taxi Drivers: The Role of Coworker Support, Autonomy and Affective Occupational Commitment

“…Individuals committed to the organization will be more accepting of stressful situations and therefore reduce their responses to the added stress (Park & Searcy, 2012). Empirically, affective commitment to the organization has a negative effect on burnout (Chambel & Carvalho, 2022) and negatively affects work stress (Abdelmoteleb, 2019). Setti et al (2016) found that coworker support is positively related to affective commitment, and affective commitment is negatively related to emotional exhaustion.…”