How high-commitment HRM relates to engagement and commitment: The moderating role of task proficiency

Corine Boon, Karianne Kalshoven

Research output: Contribution to journalArticleScientificpeer-review

58 Citations (Scopus)

Abstract

In a multisource field study, we examine the relationship between employee perceptions of high-commitment human resource management (HRM), task proficiency, work engagement, and organizational commitment. Based on conservation of resources (COR) theory, we first propose that work engagement mediates the relationship between high-commitment HRM and organizational commitment. Second, we propose a mediated moderation model in which employees’ task proficiency moderates the relationship between high-commitment HRM and work engagement, which in turn affects organizational commitment. Results indicate that the relationship between high-commitment HRM and organizational commitment was fully mediated by work engagement. Results also supported the mediated moderation model. A significant indirect effect was found from high-commitment HRM to commitment via engagement for low task proficiency, but not for high task proficiency. Implications and directions for future research are discussed.
Original languageEnglish
Pages (from-to)403-420
JournalHuman Resource Management
Volume53
Issue number3
DOIs
Publication statusPublished - 2014

Keywords

  • high-commitment HRM
  • work engagement
  • commitment
  • task proficiency

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