Job engagement, psychological well-being and organisational commitment: an empirical test of direct and indirect effects

This paper aims to investigate the direct effects of various components of job engagement with three dimensions of organisational commitment and indirect effects through the psychological well-being. This study empirically tested the relationships between the predictor and criterion variables of 431 IT employees working in India. Linear regression, multiple regression analysis and mediation analysis were employed to find out the strength of the relationship between the dimensions of engagement and commitment as well as to reveal to what extent psychological well-being influences to predict the commitment of employees. The results revealed that psychological well-being mediated the relationship between all the three dimensions of engagement and normative as well as continuance commitment. All the components of engagement have no indirect effect on affective commitment. The findings provide insights to implement the well-being programs in the organisation and vary the HR practices to obtain maximum effort from employees through engagement.