Purpose of the Study 

The study examines the relationship between high-quality workplace relationships, meaningful work, and affective commitment. It also explores how protean career orientation (PCO) moderates the connection between meaningful work and commitment. 

Key Findings 

High quality relationships lead to meaningful work. 

High-quality relationships, characterized by shared goals, shared knowledge, and mutual respect, positively influence meaningful work. 

 

Meaningful work leads to effective commitment. 

Employees who find their work meaningful are more likely to be emotionally committed to their organizations. 

 

The Mediating Role of Meaningful Work 

Meaningful work acts as a bridge between high-quality relationships and affective commitment. 

 

The Moderating Role of Protean Career Orientation 

Individuals with a strong protean career orientation (i.e., those who prioritize personal values over organizational loyalty) experience a stronger link between meaningful work and affective commitment. 

Theoretical Contributions 

• Uses relational coordination theory and the work-as-meaning model to explain how workplace relationships contribute to meaningful work. 

• Adds to research on social identity theory, emphasizing that meaningful work strengthens an employee’s identification with the organization. 

• Responds to calls for research on how individual differences (e.g., career orientation) affect work experiences. 

 

Practical Implications 

For managers: 

• Foster high-quality relationships through collaboration, shared goals, and mutual respect. 

• Promote meaningful work by clarifying roles, recognizing contributions, and reinforcing employees' purpose. 

For career counselors: 

• Help individuals assess the quality of their work relationships and find ways to enhance workplace meaning. 

• Guide employees in identifying alignment between their personal values and work experiences. 

Limitations and Future Research Directions 

• Data was self-reported and collected at a single point in time (cross-sectional study). 

• The sample consisted of U.S. full-time employees, limiting generalizability to other cultures or part-time workers. 

• Future research could explore:  

• Longitudinal studies to confirm causality. 

• Non-Western cultural contexts. 

• The role of other individual differences in shaping work meaning and commitment. 

Conclusion 

The study reinforces the importance of workplace relationships in fostering meaningful work, which in turn strengthens employee commitment. It also highlights how career orientation influences this dynamic, offering insights for managers and career counselors to enhance workplace engagement. 

 

Full article: https://journals.sagepub.com/doi/abs/10.1177/08948453231182101  

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