A person-centered approach to commitment research: Theory, research, and methodology
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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, of subgroups presenting different cross-sectional or longitudinal configurations of commitment mindsets (affective, normative, and continuance) and/or targets (e.g., organization, occupation, and supervisor), but other applications are possible. In an effort to promote a substantive methodological synergy, we begin by explaining why some aspects of commitment theory are best tested using a person-centered approach. We then summarize the results of existing research and suggest applications to other research questions. Next, we turn our attention to methodological issues, including strategies for identifying the best profile structure, testing for consistency across samples, time, culture, and so on, and incorporating other variables in the models to test theory regarding profile development, consequences, and change trajectories. We conclude with a discussion of the practical implications of taking a person-centered approach to the study of commitment as a complement to the more traditional variable-centered approach.
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Meyer, John; Stanley, L.; Vandenberg, R. (2013)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, ...
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 ...
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 ...