A person-centered approach to the study of commitment
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Theories of workplace commitment have become increasingly complex with propositions regarding its multiple-component structure (e.g., affective, normative, continuance) and multiple foci (e.g., organization, supervisor, team). To date, most research has taken a variable-centered approach (e.g., regression, SEM) to address the additive and interactive effects of commitment components and foci on behavior and well-being. This assumes that research samples are homogeneous and that the same theoretical framework and empirical findings apply uniformly to employees in general. More recently, it has been proposed that a sample can contain subgroups and that the variables of interest (e.g., commitment components or foci) might combine and relate differently to other variables within these subgroups. Consequently, there has been an increase in the use of person-centered strategies (e.g., cluster analysis, latent profile analysis) to identify and compare these subgroups. We provide an overview of commitment theory and research to demonstrate how use of a person-centered research strategy can provide new insights into the nature and implications of commitment. We also provide a critical evaluation of person-centered strategies with the objective of encouraging greater use of more advanced analytic procedures in future research. Finally, we discuss the benefits of person-centered research for theory and practice.
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Meyer, John; Morin, A.; Vandenberghe, C. (2015)A recent trend in commitment research has been to use person-centered analytic strategies to identify homogeneous subgroups with varying configurations of commitment mindsets (affective, normative, continuance) or targets ...
Meyer, John; Morin, A. (2016)There has been a recent increase in the application of person-centered research strategies in the investigation of workplace commitments. To date, research has focused primarily on the identification, within a population, ...
Profiles of dual commitment to the occupation and organization: Relations to well-being and turnover intentionsMorin, A.; Meyer, John; McInerney, D.; Marsh, H.; Ganotice, F. (2015)Work-relevant commitments have important implications for employee behavior and well-being, but the connections are complicated by the fact that commitments can be characterized by different mindsets and be directed at ...