Mapping the Work Stressors and Organisational Commitment: An Empirical Study Using Structural Equation Modeling

Objective: The ecosystem of a competitive organizational culture serves as an instrumental aspect in gaining an edge over the competition. The sense of attachment and commitment for an organization is an equation of how employee well-being is taken care of (Kossek et al., 2011). Based on the domain of organizational behaviour and human resource management, the study aims to empirically test the construct of organizational commitment as dynamic construct. Authors emphasized the mediating and moderating roles of extended working hours, empowered work engagement, leadership support, and career enhancement as job-specific determinants and their relationship with organisational commitment.

Research Design and Methods: Self-administered questionnaire using an e-survey approach was used to collect data from academicians of selected universities in Rajasthan. Further, the analysis is focused on SEM and is designed and examined using SMART-PLS.

Findings & Implications: The findings reveal a significant and positive relationship between job-specific constructs and organizational commitment. Organizations seeking to build a committed workforce must adopt a holistic approach that focuses on creating meaningful jobs, promoting work-life balance, empowering employees, providing strong leadership support, and offering robust career enhancement opportunities. This integrated strategy is essential for cultivating a dedicated, engaged, and committed workforce that drives organizational success.