Employee commitment in context: The nature and implication of commitment profiles
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It is well established that employee commitment can take different forms (e.g., affective, normative, and continuance), yet it is only recently that theory has been advanced to explain how these different forms combine to influence behavior (Meyer & Herscovitch, 2001). We tested this theory with data from employees in three human services organizations (N = 403). Using latent profile analyses, we identified six distinct profile groups and found that they differed on measures of need satisfaction, regulation, affect, engagement, organizational citizenship behavior, and well-being. The observed differences are consistent with the notion that a commitment profile provides a context that determines how the individual components are experienced (Gellatly, Meyer, & Luchak, 2006). We discuss the theoretical and practical implications of this context effect.
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Kam, C.; Morin, A.; Meyer, John; Topolnytsky, L. (2016)Recent efforts have been made to identify and compare employees with profiles reflecting different combinations of affective (AC), normative (NC), and continuance (CC) organizational commitment. To date, the optimal ...
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 ...
Meyer, John; Morin, A.; Wasti, S. (2018)© The Author(s) 2017. Researchers have recently begun to take a person-centered (profile) approach to investigate how the affective, normative and continuance commitment mindsets combine within the three-component model ...