This study aimed to explore the moderating effect of role ambiguity and role conflict on the relationship between work engagement and affective organisational commitment. Using convenience sampling, a final sample of 179 IT-specialists of services companies in southern Spain was obtained. Moderation analyses were performed using the hierarchical regressions and bootstrapping method (Bias-Corrected confidence intervals). Results showed that work engagement was positively related to affective commitment while role ambiguity and role conflict were negatively related to it. However, only role conflict moderated the relationship between work engagement and affective commitment. That is, at high levels of role conflict, IT-specialists perceiving higher levels of work engagement reported lower levels of affective commitment. This study highlights the hindrance effect of role conflict on one of the most important consequences of work engagement: affective commitment with the organisation. An adequate definition of role and positions could help to reduce the levels of role conflict, increasing the emotional bond to the organisation.

中文翻译：

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理解工作投入与情感组织承诺之间的联系：角色压力的调节作用

本研究旨在探讨角色模糊和角色冲突对工作投入和情感组织承诺之间关系的调节作用。使用便利抽样，获得了西班牙南部 179 名服务公司 IT 专家的最终样本。使用分层回归和引导法（偏差校正置信区间）进行调节分析。结果表明，工作投入与情感承诺呈正相关，而角色模糊和角色冲突与情感承诺呈负相关。然而，只有角色冲突才能调节工作投入和情感承诺之间的关系。也就是说，在高水平的角色冲突中，认为工作投入水平较高的 IT 专家报告的情感承诺水平较低。这项研究强调了角色冲突对工作投入的最重要后果之一的阻碍作用：对组织的情感承诺。对角色和职位的充分定义有助于减少角色冲突的程度，增加与组织的情感纽带。