Meaningful Work Linking High-Quality Relationships and Commitment: A Conditional Process Study with Career Orientation

Abstract

This study aimed to examine the relations between high-quality relationships, meaningful work, and affective commitment, and evaluate whether protean career orientation moderates the relationship between meaningful work and affective commitment. We collected survey data from a sample of working adults to test the research hypotheses. The findings provide support for the proposed model. Consistent with the tenets of the work-as-meaning model, high-quality relationships were positively related to meaningful work, which, in turn, predicted affective commitment. Furthermore, the relationship between meaningful work and affective commitment was stronger for those high in protean career orientation. This study extends the literature on meaningful work and relational coordination. It offers practical insight for managers and others who can help foster high-quality relationships and meaningful work.

Keywords

meaningful work commitment high-quality relationships protean career orientation

Get full access to this article

View all access options for this article.

References

Allan

B. A.

Batz-BarbarichSterling

C. H. M.

Tay

(2019). Outcomes of meaningful work: A meta-analysis. Journal of Management Studies, 56(3), 500–528. https://doi.org/10.1111/joms.12406

Allan

B. A.

Rolniak

J. R.

Bouchard

(2020). Underemployment and well-being: Exploring the dark side of meaningful work. Journal of Career Development, 47(1), 111–125. https://doi.org/10.1177/0894845318819861

Allen

N. J.

Meyer

J. P.

(1990). The measurement and antecedents of affective, continuance and normative commitment to the organization. Journal of Occupational Psychology, 63(1), 1–18. https://doi.org/10.1111/j.2044-8325.1990.tb00506.x

Arnold

K. A.

Turner

Barling

Kelloway

E. K.

McKee

M. C.

(2007). Transformational leadership and psychological well-being: The mediating role of meaningful work. Journal of Occupational Health Psychology, 12(3), 193–203. https://doi.org/10.1037/1076-8998.12.3.193

Babin

B. J.

Griffin

Hair

J. F.

Jr (2016). Heresies and sacred cows in scholarly marketing publications. Journal of Business Research, 69(8), 3133–3138. https://doi.org/10.1016/j.jbusres.2015.12.001

Briscoe

J. P.

Hall

D. T.

(2006). The interplay of boundaryless and protean careers: Combinations and implications. Journal of Vocational Behavior, 69(1), 4–18. https://doi.org/10.1016/j.jvb.2005.09.002

Briscoe

J. P.

Henagan

S. C.

Burton

J. P.

Murphy

W. M.

(2012). Coping with an insecure employment environment: The differing roles of protean and boundaryless career orientations. Journal of Vocational Behavior, 80(2), 308–316. https://doi.org/10.1016/j.jvb.2011.12.008

Brueller

Carmeli

(2011). Linking capacities of high‐quality relationships to team learning and performance in service organizations. Human Resource Management, 50(4), 455–477. https://doi.org/10.1002/hrm.20435

Buhrmester

Kwang

Gosling

S. D.

(2011). Amazon’s mechanical Turk: A new source of inexpensive, yet high-quality, data? Perspectives on Psychological Science, 6(1), 3–5. https://doi.org/10.1177/1745691610393980

10.

Byrne

B. M.

(2016). Structural equation modeling with AMOS: Basic concepts, applications, and programming. Routledge. https://doi.org/10.4324/9781315757421

11.

Cai

Lysova

E. I.

Khapova

S. N.

Bossink

B. A.

(2018). Servant leadership and innovative work behavior in Chinese high-tech firms: A moderated mediation model of meaningful work and job autonomy. Frontiers in Psychology, 9(1767), 1–13. https://doi.org/10.3389/fpsyg.2018.01767

12.

Carmeli

Gittell

J. H.

(2009). High-quality relationships, psychological safety, and learning from failures in work organizations. Journal of Organizational Behavior, 30(6), 709–729. https://doi.org/10.1002/job.565

13.

Chui

Ngo

H. Y.

(2022). Linking protean career orientation with career optimism: Career adaptability and career decision self-efficacy as mediators. Journal of Career Development, 49(1), 161–173. https://doi.org/10.1177/0894845320912526

14.

Demirtas

Akdogan

A. A.

(2015). The effect of ethical leadership behavior on ethical climate, turnover intention, and affective commitment. Journal of Business Ethics, 130(1), 59–67. https://doi.org/10.1007/s10551-014-2196-6

15.

De Vos

Soens

(2008). Protean attitude and career success: The mediating role of self-management. Journal of Vocational Behavior, 73(3), 449–456. https://doi.org/10.1016/j.jvb.2008.08.007

16.

Dik

B. J.

Duffy

R. D.

Allan

B. A.

O’Donnell

M. B.

Shim

Steger

M. F.

(2015). Purpose and meaning in career development applications. The Counseling Psychologist, 43(4), 558–585. https://doi.org/10.1093/oso/9780190907785.003.0011

17.

Direnzo

M. S.

Greenhaus

J. H.

Weer

C. H.

(2015). Relationship between protean career orientation and work–life balance: A resource perspective. Journal of Organizational Behavior, 36(4), 538–560. https://doi.org/10.1002/job.1996

18.

Dutton

J. E.

Heaphy

E. D.

(2003). The power of high-quality connections. In Cameron

Dutton

(Eds), Positive organizational scholarship: Foundations of a new discipline (pp. 263–278). Berrett-Koehler Publishers.

19.

Fields

(2002). Taking the measure of work: A guide to validated scales for organizational research and diagnosis. Sage.

20.

Fletcher

Bailey

Gilman

M. W.

(2018). Fluctuating levels of personal role engagement within the working day: A multilevel study. Human Resource Management Journal, 28(1), 128–147. https://doi.org/10.1111/1748-8583.12168

21.

Fontinha

Chambel

M. J.

Cuyper

N. D.

(2014). Training and the commitment of outsourced information technologies’ workers: Psychological contract fulfillment as a mediator. Journal of Career Development, 41(4), 321–340. https://doi.org/10.1177/0894845313495587

22.

Fornell

Larcker

D. F.

(1981). Evaluating structural equation models with unobservable variables and measurement error. Journal of Marketing Research, 18(1), 39–50. https://doi.org/10.2307/3151312

23.

Fuller

C. M.

Simmering

M. J.

Atinc

Babin

B. J.

(2016). Common methods variance detection in business research. Journal of Business Research, 69(8), 3192–3198. https://doi.org/10.1016/j.jbusres.2015.12.008

24.

Gittell

J. H.

(2002). Coordinating mechanisms in care provider groups: Relational coordination as a mediator and input uncertainty as a moderator of performance effects. Management Science, 48(11), 1408–1426. https://doi.org/10.1287/mnsc.48.11.1408.268

25.

Gittell

J. H.

(2006). Relational coordination: Coordinating work through relationships of shared goals, shared knowledge and mutual respect. In Kyriakidou

Özbilgin

M. F.

(Eds.), Relational perspectives in organizational studies: A research companion (pp. 74–94). https://doi.org/10.4337/9781781950548.00011

26.

Gubler

Arnold

Coombs

(2014). Reassessing the protean career concept: Empirical findings, conceptual components, and measurement. Journal of Organizational Behavior, 35(S1), S23–S40. https://doi.org/10.1002/job.1908

27.

Hall

D. T.

(1996). Protean careers of the 21st century. Academy of Management Perspectives, 10(4), 8–16. https://doi.org/10.5465/ame.1996.3145315

28.

Hall

D. T.

(2004). The protean career: A quarter-century journey. Journal of Vocational Behavior, 65(1), 1–13. https://doi.org/10.1016/j.jvb.2003.10.006

29.

Havens

D. S.

Gittell

J. H.

Vasey

(2018). Impact of relational coordination on nurse job satisfaction, work engagement and burnout: Achieving the quadruple aim. JONA: The Journal of Nursing Administration, 48(3), 132–140. https://doi.org/10.1097/nna.0000000000000587

30.

Hayes

A. F.

(2013). Introduction to mediation, moderation, and conditional process analysis: A regression-based approach. Guilford Press. https://doi.org/10.1111/jedm.12050

31.

Heaphy

E. D.

Dutton

J. E.

(2008). Positive social interactions and the human body at work: Linking organizations and physiology. Academy of Management Review, 33(1), 137–162. https://doi.org/10.2139/ssrn.940079

32.

Holtschlag

Masuda

A. D.

Reiche

B. S.

Morales

(2020). Why do millennials stay in their jobs? The roles of protean career orientation, goal progress and organizational career management. Journal of Vocational Behavior, 118(103366), 1–14. https://doi.org/10.1016/j.jvb.2019.103366

33.

Jung

Takeuchi

(2011). Relationships among protean career, organizational support, and subjective career success in early and mid-career stages. EGOS Colloquium. [paper presentation].

34.

Kekana

Koekemoer

O’Neil

(2022). Unpacking the concept of decent work in the psychology of working theory for blue-collar workers. Journal of Career Development, 50(2), 273–294. https://doi.org/10.1177/08948453221086980

35.

Kenny

D. A.

(2020). June 5) Measuring model fit. http://www.davidakenny.net/cm/fit.htm

36.

Kline

R. B.

(2005). Principles and practice of structural equation modeling (2nd Edition ed.). The Guilford Press.

37.

Krosnick

J. A.

(1999). Survey research. Annual Review of Psychology, 50(1), 537–567. https://doi.org/10.1146/annurev.psych.50.1.537

38.

Langsett

(2021). Elevating the workforce experience: The work relationship. Deloitte. https://www2.deloitte.com/us/en/blog/human-capital-blog/2021/the-value-of-meaningful-work-to-workers.html

39.

Lease

S. H.

Ingram

C. L.

Brown

E. L.

(2019). Stress and health outcomes: Do meaningful work and physical activity help? Journal of Career Development, 46(3), 251–264. https://doi.org/10.1177/0894845317741370

40.

(2018). Linking protean career orientation to well-being: The role of psychological capital. Career Development International, 23(2), 178–196. https://doi.org/10.1108/CDI-07-2017-0132

41.

Lips-Wiersma

Wright

Dik

(2016). Meaningful work: Differences among blue-, pink-, and white-collar occupations. Career Development International, 21(5), 534–551. https://doi.org/10.1108/cdi-04-2016-0052

42.

Marique

Stinglhamber

Desmette

Caesens

De Zanet

(2012). The relationship between perceived organizational support and affective commitment: A social identity perspective. Group & Organization Management, 38(1), 68–100. https://doi.org/10.1177/1059601112457200

43.

Mason

Suri

(2012). Conducting behavioral research on Amazon’s Mechanical Turk. Behavior Research Methods, 44(1), 1–23. https://doi.org/10.3758/s13428-011-0124-6

44.

May

D. R.

Gilson

R. L.

Harter

L. M.

(2004). The psychological conditions of meaningfulness, safety and availability and the engagement of the human spirit at work. Journal of Occupational and Organizational Psychology, 77(1), 11–37. https://doi.org/10.1348/096317904322915892

45.

Meyer

J. P.

Allen

N. J.

(1997). Commitment in the workplace: Theory, research, and application. Sage.

46.

Meyer

J. P.

Allen

N. J.

Smith

C. A.

(1993). Commitment to organizations and occupations: Extension and test of a three-component conceptualization. Journal of Applied Psychology, 78(4), 538–551. https://doi.org/10.1037/0021-9010.78.4.538

47.

Meyer

J. P.

Becker

T. E.

Van Dick

(2006). Social identities and commitments at work: Toward an integrative model. Journal of Organizational Behavior, 27(5), 665–683. https://doi.org/10.1002/job.383

48.

Meyer

J. P.

Stanley

D. J.

Jackson

T. A.

McInnis

K. J.

Maltin

E. R.

Sheppard

(2012). Affective, normative, and continuance commitment levels across cultures: A meta-analysis. Journal of Vocational Behavior, 80(2), 225–245. http://dx.doi.org/10.1016/j.jvb.2011.09.005

49.

Montani

Boudrias

J.-S.

Pigeon

(2017). Employee recognition, meaningfulness and behavioural involvement: Test of a moderated mediation model. The International Journal of Human Resource Management, 31(3), 1–29. https://doi.org/10.1080/09585192.2017.1288153

50.

Nelson

(2022). The employee journey: A hands-on guide. Gallup. https://www.gallup.com/workplace/389408/employee-journey-hands-guide.aspx

51.

Nylund

K. L.

Asparouhov

Muthén

B. O.

(2007). Deciding on the number of classes in latent class analysis and growth mixture modeling: A Monte Carlo simulation study. Structural Equation Modeling: A Multidisciplinary Journal, 14(4), 535–569. https://doi.org/10.1080/10705510701575396

52.

Oprea

Păduraru

Iliescu

(2022). Job crafting and intent to leave: The mediating role of meaningful work and engagement. Journal of Career Development, 49(1), 188–201. https://doi.org/10.1177/0894845320918666

53.

Podsakoff

P. M.

MacKenzie

S. B.

Lee

J. Y.

Podsakoff

N. P.

(2003). Common method biases in behavioral research: A critical review of the literature and recommended remedies. Journal of Applied Psychology, 88(5), 879–903. https://doi.org/10.1037/0021-9010.88.5.879

54.

Podsakoff

P. M.

MacKenzie

S. B.

Podsakoff

N. P.

(2012). Sources of method bias in social science research and recommendations on how to control it. Annual Review of Psychology, 63, 539–569. https://doi.org/10.1146/annurev-psych-120710-100452

55.

Pratt

M. G.

(2000). The good, the bad, and the ambivalent: Managing identification among Amway distributors. Administrative Science Quarterly, 45(3), 456–493. https://doi.org/10.2307/2667106

56.

Pratt

M. G.

Ashforth

B. E.

(2003). Fostering meaningfulness in working and at work. In Cameron

K. S.

Dutton

J. E.

Quinn

R. E.

(Eds), Positive organizational scholarship: Foundations of a new discipline (pp. 309–327). Berrett-Koehler.

57.

Preacher

K. J.

Hayes

A. F.

(2004). SPSS and SAS procedures for estimating indirect effects in simple mediation models. Behavior Research Methods, Instruments, & Computers, 36(4), 717–731. https://doi.org/10.3758/bf03206553

58.

Rhoades

Eisenberger

Armeli

(2001). Affective commitment to the organization: The contribution of perceived organizational support. Journal of Applied Psychology, 86(5), 825–836. http://doi.org/10.1037/0021-9010.86.5.825

59.

Romero

J. A. V.

Señarís

J. D. L.

Heredero

C. D. P.

Nuijten

(2014). Relational coordination and healthcare management in lung cancer. World Journal of Clinical Cases, 2(12), 757–768. https://doi.org/10.12998%2Fwjcc.v2.i12.757

60.

Rousseau

D. M.

(1998). Why workers still identify with organizations. Journal of Organizational Behavior, 19(3), 217–233. https://doi.org/10.1002/(sici)1099-1379

61.

Singh

Selvarajan

T. T.

Chapa

(2019). High-quality relationships as antecedents of OCB: Roles of identity freedom and gender. Equality, Diversity and Inclusion: An International Journal, 38(8), 793–813. https://doi.org/10.1108/edi-08-2018-0148

62.

Sparks

J. R.

Schenk

J. A.

(2001). Explaining the effects of transformational leadership: An investigation of the effects of higher-order motives in multilevel marketing organizations. Journal of Organizational Behavior, 22(8), 849–869. https://doi.org/10.1002/job.116

63.

Steger

M. F.

Dik

B. J.

(2009). Work as meaning: Individual and organizational benefits of engaging in meaningful work. In Garcea

Harrington

Linley

P. A.

(Eds), Oxford handbook of positive psychology and work (pp. 131–142). Oxford Library. https://doi.org/10.1093/oxfordhb/9780195335446.013.0011

64.

Steger

M. F.

Dik

B. J.

Duffy

R. D.

(2012). Measuring meaningful work: The work and meaning inventory (WAMI). Journal of Career Assessment, 20(3), 322–337. https://doi.org/10.1177/1069072711436160

65.

Stephens

J. P.

Heaphy

Dutton

(2011). High quality connections. Center for Positive Organizations https://positiveorgs.bus.umich.edu/wp-content/uploads/HighQualityConnections.pdf

66.

Supeli

Creed

P. A.

(2016). The longitudinal relationship between protean career orientation and job satisfaction, organizational commitment, and intention-to-quit. Journal of Career Development, 43(1), 66–80. https://doi.org/10.1177/0894845315581686

67.

Swaab

Postmes

Van Beest

Spears

(2007). Shared cognition as a product of, and precursor to, shared identity in negotiations. Personality and Social Psychology Bulletin, 33(2), 187–199. https://doi.org/10.2139/ssrn.399600

68.

Tajfel

Turner

J. C.

(1985). The social identity theory of intergroup behavior. In Worchel

Austin

W. G.

(Eds), Psychology of intergroup relations (2 ed., pp. 7–24). Nelson-Hall.

69.

Tims

Derks

Bakker

A. B.

(2016). Job crafting and its relationships with person–job fit and meaningfulness: A three-wave study. Journal of Vocational Behavior, 92(2), 44–53. https://doi.org/10.1016/j.jvb.2015.11.007

70.

Tummers

L. G.

Knies

(2013). Leadership and meaningful work in the public sector. Public Administration Review, 73(6), 859–868. https://doi.org/10.1111/puar.12138

71.

Wang

Weng

Jiang

(2018). When does affective organizational commitment lead to job performance?: Integration of resource perspective. Journal of Career Development, 47(4), 380–393. https://doi.org/10.1177/0894845318807581

72.

Weick

K. E.

(1995). Sensemaking in organizations. Sage.

73.

Weng

McElroy

J. C.

Morrow

P. C.

Liu

(2010). The relationship between career growth and organizational commitment. Journal of Vocational Behavior, 77(3), 391–400. http://dx.doi.org/10.1016/j.jvb.2010.05.003