Fostering employee commitment through work engagement: The moderating effect of job satisfaction in a developing-country setting

This study examined the extent to which job satisfaction moderates the relationship between work engagement and perceptions of organisational commitment. The study sample comprised of 839 employees (women = 38%) from a railway organisation in the Democratic Republic of Congo (DRC). The employees completed the Job Satisfaction Questionnaire, the Utrecht Work Engagement Scale, and the Organisational Commitment Scale. Data were analysed by using hierarchical moderator regression analysis to predict employee commitment towards work engagement together with job satisfaction by employee demographics. The findings indicate that the job satisfaction dimensions (Pay, Promotion, Supervisor, Co-workers, and Work-itself) moderated the relationship between work engagement and organisational commitment. Male employees and senior level employees reported higher work engagement and organisational commitment. Job satisfaction and a positive work environment would enhance employees’ levels of energy, dedication, loyalty, and psychological attachment to the organisation.