The effect of job satisfaction and moonlighting intentions with mediating and moderating effects of commitment and HR practices an empirical study

Moonlighting as a practice gained limelight during the COVID-19 pandemic due to remote work and flexible schedules, becoming a potential income source for individuals. This study examines moonlighting by assessing relationships between job satisfaction, organizational commitment, and moonlighting intentions, including the mediating effects of organizational commitment and economic intentions, and the moderating role of human resource (HR) practices. Data for five reflective constructs (job satisfaction, organizational commitment, HR practices, economic intentions, and moonlighting intentions) were collected from IT-enabled industry employees in Hyderabad (N=311) and analyzed using structural equation modeling (SEM) in IBM AMOS 28. Model fit indices indicate excellent fit. The structural model shows that 50% of the variance in moonlighting intentions is explained by job satisfaction and organizational commitment. Job satisfaction significantly influences moonlighting intentions and positively affects organizational commitment; higher organizational commitment reduces moonlighting intentions. Organizational commitment partially mediates the job satisfaction–moonlighting intentions relationship. HR practices significantly and positively moderate the relationship between job satisfaction and moonlighting intentions, strengthening it at higher levels of employee-friendly HR practices. Economic intentions did not mediate the relationship.