The research study, Meaningful Work Linking High-Quality Relationships and Commitment: A Conditional Process Study with Career Orientation, conducted by Dr. Kelly Hall, Dr. Baiyun Gong, and Dr. Maureen Andrade, explores the relationship between high-quality workplace relationships, meaningful work, and affective commitment. It also investigated how protean career orientation (PCO) moderates the link between meaningful work and organizational commitment. 

Key Findings 

High-Quality Relationships and Meaningful Work 

High-quality relationships, characterized by shared goals, shared knowledge, and mutual respect, positively have a profoundly positive influence on meaningful work. They help fulfill individuals’ needs for understanding, purpose, and the ability to contribute to and engage with challenging tasks, all of which are positively associated with meaningful work. Additionally, having a clear sense of self and understanding how they fit withing their organizations further enhances the experience of meaningful work. 

 

Meaningful Work and Commitment 

Employees who find their work meaningful tend to develop a stronger sense of social identity and belonging within their organization. Moreover, based on Tajfel and Turner’s (1985) social identity theory, individuals who strongly identify their organization are more likely to perceive their work as meaningful. As a result, they tend to experience higher levels of affective commitment. 

 

The Mediating Role of Meaningful Work 

Meaningful work serves as a bridge between high-quality relationships and affective commitment. These relationships help individuals build a stronger sense of identity and connection, leading them to perceive their work as purposeful and impactful. As a result, employees are likely to remainwith their organizations —not out of obligation, but out of self-motivation. This enables them to continue engaging in meaningful work and positively influence others to do the same. 

 

The Moderating Role of Protean Career Orientation (PCO) 

Individuals with a strong PCO (i.e., those who prioritize personal values over organizational loyalty) experience a stronger link between meaningful work and affective commitment(Briscoe & Hall, 2006; Chui et al., 2022; Direnzo et al., 2015).They are more attuned to whether their work aligns with their personal values; as a result, meaningful work has a greater influence on their engagement and retention decisions. 

Practical Implications 

How to Enhance Relationships in the Workplace: 

• Show awareness of colleagues’ strengths, contributions, and daily efforts. 
• Demonstrating compassion, empathy, and genuine concerns.
• Express gratitude regulary.
• Affirm and respect one another.
• Offer support by sharing helpful information and resources.

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. 

Conclusion 

The study reinforces the critical role that high-quality workplace relationships play in fostering meaningful work, which, in turn, strengthens employee commitment. It also highlights how career orientation influences this relationship, offering valuable insights for employees, managers, and career counselors seekingto enhance engagement and promote more meaningful, purpose-driven work environments. 

 

Full article and additional references:

Hall, K. R., Gong, B., & Andrade, M. S. (2023). Meaningful work linking high-quality relationships and commitment: A conditional process study with career orientation. Journal of Career Development, 50(6), 1247–1262. 

 

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