Direct and mediating effects of work engagement on organisational commitment: a conceptual framework

Work engagement is multi-faceted and this study unfurls the entirely diverse outlook of work engagement. Nowadays, employee engagement is considered as one of the important challenges in front of management. In addition to attracting and retaining the best talent, keeping them committed and engaged has also become imperative in the interest of organisations. Employee engagement appears as a mantra to success in the time of hard-hitting competition and slow growth panoramas. Employees are expected to be affianced, when they find their work meaningful, receive positive response and support from the organisation. Engaged employees have the innate aspiration to contribute to the achievement of organisational objectives rather than their personal goals. The term 'employee engagement' has gained huge attention from academicians and researchers since inception. The present study aims at examining the structural relationship among four significant concepts which are: meaningful work, perceived organisational support, work engagement and organisational commitment. To study the relationship, it proposes a conceptual framework, revealing direct as well as the mediating effect of engagement on commitment. The role of antecedents of engagement, namely meaningful work and perceived organisational support (POS) in influencing organisational commitment is also highlighted by the model.