Strengthening work engagement and continuance commitment among chronically ill employees: the role of human resource development practices and intrinsic motivation

Purpose Drawing on the Job Demands–Resources framework, this study examines whether and when human resource development (HRD) practices enhance chronically ill employees’ (CIEs’) work engagement and continuance commitment. It compares CIEs and employees without chronic illness in a large Italian company, investigating intrinsic motivation as a moderator. Design/methodology/approach This study employs multigroup structural equation modelling (SEM) on a sample of 259 CIEs and a referent group of 1,558 employees. Findings HRD practices are positively associated with work engagement in both groups, but their relationship with continuance commitment is positive yet not significant. Intrinsic motivation strengthens the relationship between HRD practices and work engagement among CIEs, whereas no moderating effect emerges for employees without chronic illness. A similar pattern is observed for continuance commitment: intrinsic motivation marginally strengthens the relationship among CIEs but shows no moderating effect in the referent group. Research limitations/implications This study has limitations that also suggest directions for future research. Practical implications Organizations should complement accommodative HR practices with tailored development opportunities to foster CIE’s work engagement and support their retention. Originality/value This study highlights the positive role of HRD practices for a growing group of vulnerable employees who face an increased risk of marginalization at work.