Does meaningful work affect affective commitment to change? Work engagement contribution

\r\nOrientation\r\nAffective commitment to change plays an important role in facilitating change to adapt to changing needs, one of which is in the education sector. Therefore, it is necessary to examine what factors are thought to increase affective commitment to change.\r\n\r\n\r\nResearch purpose\r\nThe study aims to examine the direct and indirect effect (with work engagement as a mediator) between meaningful work and affective commitment to change, especially in the education sector.\r\n\r\n\r\nMotivation for the study\r\nThe education sector contributes greatly to the development of a country to deal with rapid changes and increasing affective commitment to change has an important role in dealing with continuous change.\r\n\r\n\r\nResearch approach/design and method\r\nThis study involved the use of structural equation modelling to analyse data collected from 501 faculty members from 16 higher education institutions in Indonesia.\r\n\r\n\r\nMain findings\r\nThe main findings of the study indicate that the structural equation model revealed that work engagement functions as a partial mediator in the relationship between meaningful work and affective commitment to change.\r\n\r\n\r\nPractical/managerial implications\r\nOrganisations need to create an atmosphere that creates meaningful work experiences and increase work engagement to foster affective commitment to change to drive successful organisational transformation.\r\n\r\n\r\nContribution/value-add\r\nThis study has presented the advantageous impact of meaningful work and work engagement on affective commitment to change.\r\n