How high-commitment HRM relates to engagement and commitment: the moderating role of task proficiency

In a multisource field study, we examine the relationship between employee perceptions of high-commitment human resource management (HRM), task proficiency, work engagement, and organizational commitment. Based on conservation of resources (COR) theory, we first propose that work engagement mediates the relationship between high-commitment HRM and organizational commitment. Second, we propose a mediated moderation model in which employees’ task proficiency moderates the relationship between high-commitment HRM and work engagement, which in turn affects organizational commitment. Results indicate that the relationship between high-commitment HRM and organizational commitment was fully mediated by work engagement. Results also supported the mediated moderation model. A significant indirect effect was found from high-commitment HRM to commitment via engagement for low task proficiency, but not for high task proficiency. Implications and directions for future research are discussed.