Supervisor support, religiosity, work engagement, and affective commitment: evidence from a Middle Eastern emerging market

Abstract

Purpose Drawing on job demands-resources (JD-R) theory, this study aims to develop a model of how work engagement mediates the relationship between supervisor support and affective commitment, with religiosity moderating the relationship between supervisor support and work engagement. This study further tests a moderated-mediation model exploring the relationships between supervisor support, religiosity, work engagement and affective commitment within a unique institutional context where religious values and beliefs significantly influence and shape people management practices. Design/methodology/approach Using a survey-based approach, data were collected from 367 employees from the telecommunication sector in the context of Jordan. Findings Supervisor support was positively related to work engagement, which positively impacts affective commitment. Work engagement mediated the relationship between supervisor support and affective commitment. In addition, religiosity amplified the relationship between supervisor support and work engagement, and the mediating effect of work engagement on the relationship between supervisor support and affective commitment. Originality/value This study contributes to JD-R theory and pertinent literature by examining the moderating role of religiosity, an important yet neglected personal resource. To the best of the authors’ knowledge, this study is the first to examine the interaction effect between religiosity and supervisor support in predicting work engagement. It is also the first to examine a moderated mediation model exploring the relationships between supervisor support, religiosity, work engagement and affective commitment.

Analysis of Religiosity, Trust in Leader, and Team Cohesion on Green Organizational Citizenship Behavior Mediated by Green Employee Engagement

“…Other research shows a strong and positive relationship between religiosity and employee engagement (Tennakoon & Lasanthika, 2018), especially in employees who are environmentally friendly and become a green team (Renwick et al, 2013). Religiosity strengthens the relationship between supervisor support and employee engagement, particularly among environmentally conscious employees who are part of a green team (Abualigah et al, 2024;Iddagoda & Opatha, 2017;Renwick et al, 2013).…”