Research has shown that affective commitment, one of three components of organizational commitment defined by Meyer and Allen (1991), can act as a moderator in relationships between job stressors and worker´s psychological tension. However, due to the scarcity of studies that investigate the moderating effect of this commitment component on relationships between positive variables, the purpose of this study is to examine the moderating role of affective commitment in the relationship between autonomy, peer support, supervisory support and perceived organizational support (POS), as job resources, on engagement. In this sense, we analyzed the data provided by a sample of Portuguese employees (N = 554), from an organization belonging to the consultancy sector. Firstly, we aimed to examine the direct effects of those job resources on engagement, and, then, examine the impact of affective commitment as a moderator on these relationships. The results partially support the hypotheses formulated. Indeed, there was a positive relationship between the job resources studied - work autonomy, peer support, supervisory support and POS - and engagement. Furthermore, according to our hypothesis, the interaction established between affective commitment and autonomy, significantly exacerbates the positive effect of this job resource on workers well-being, that is, on their engagement (b = .08, p < .05). However, contrary to our hypothesis, the affective commitment does not moderate the relationship between the other job resources and engagement. This study contributes to a deepest knowledge about the potentialities of affective commitment, reinforcing the importance of consider it as a contextual resource.

中文翻译：

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通过工作资源提高敬业度：情感承诺的调节作用

研究表明，情感承诺是 Meyer 和 Allen (1991) 定义的组织承诺的三个组成部分之一，可以在工作压力源和员工心理紧张之间的关系中起到调节作用。然而，由于缺乏研究这种承诺成分对积极变量之间关系的调节作用的研究，本研究的目的是检验情感承诺在自主、同伴支持、监督支持和感知之间的关系中的调节作用。组织支持（POS），作为工作资源，参与。从这个意义上说，我们分析了葡萄牙员工样本提供的数据（ñ= 554)，来自咨询部门的组织。首先，我们旨在检验这些工作资源对敬业度的直接影响，然后检验情感承诺作为调节因素对这些关系的影响。结果部分支持了所提出的假设。事实上，所研究的工作资源（工作自主权、同伴支持、监督支持和 POS）与敬业度之间存在正相关关系。此外，根据我们的假设，情感承诺和自主性之间建立的相互作用显着加剧了这种工作资源对员工幸福感的积极影响，即对他们的敬业度。b= .08,p< .05)。然而，与我们的假设相反，情感承诺不会调节其他工作资源与敬业度之间的关系。这项研究有助于深入了解情感承诺的潜力，加强将其视为背景资源的重要性。