Original Research

Does meaningful work affect affective commitment to change? Work engagement contribution

Faisaluddin Faisaluddin, Efi Fitriana, Yus Nugraha, Zahrotur R. Hinduan
SA Journal of Industrial Psychology | Vol 50 | a2143 | DOI: https://doi.org/10.4102/sajip.v50i0.2143 | © 2024 Faisaluddin Faisaluddin, Efi Fitriana, Yus Nugraha, Zahrotur Rusyda Hinduan | This work is licensed under CC Attribution 4.0
Submitted: 12 September 2023 | Published: 05 February 2024

About the author(s)

Faisaluddin Faisaluddin, Department of Industrial and Organizational Psychology, Faculty of Psychology, Universitas Padjadjaran, Bandung, Indonesia; and Department of Nursing, Faculty of Health, Universitas Bhamada Slawi, Tegal Regency, Indonesia
Efi Fitriana, Department of Industrial and Organizational Psychology, Faculty of Psychology, Universitas Padjadjaran, Bandung, Indonesia
Yus Nugraha, Department of Industrial and Organizational Psychology, Faculty of Psychology, Universitas Padjadjaran, Bandung, Indonesia
Zahrotur R. Hinduan, Department of Industrial and Organizational Psychology, Faculty of Psychology, Universitas Padjadjaran, Bandung, Indonesia

Abstract

Orientation: Affective commitment to change plays an important role in facilitating change to adapt to changing needs, one of which is in the education sector. Therefore, it is necessary to examine what factors are thought to increase affective commitment to change.

Research purpose: The study aims to examine the direct and indirect effect (with work engagement as a mediator) between meaningful work and affective commitment to change, especially in the education sector.

Motivation for the study: The education sector contributes greatly to the development of a country to deal with rapid changes and increasing affective commitment to change has an important role in dealing with continuous change.

Research approach/design and method: This study involved the use of structural equation modelling to analyse data collected from 501 faculty members from 16 higher education institutions in Indonesia.

Main findings: The main findings of the study indicate that the structural equation model revealed that work engagement functions as a partial mediator in the relationship between meaningful work and affective commitment to change.

Practical/managerial implications: Organisations need to create an atmosphere that creates meaningful work experiences and increase work engagement to foster affective commitment to change to drive successful organisational transformation.

Contribution/value-add: This study has presented the advantageous impact of meaningful work and work engagement on affective commitment to change.


Keywords

commitment to change; faculty members; Indonesia; meaningful work; work engagement; higher education

JEL Codes

D89: Other; I23: Higher Education • Research Institutions; O15: Human Resources • Human Development • Income Distribution • Migration

Sustainable Development Goal

Goal 4: Quality education

Metrics

Total abstract views: 1441
Total article views: 892

 

Crossref Citations

1. The Effect of Workplace Spirituality and HRM Practices on Job Performancethe Mediating and Moderating Approach
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