Employee commitment in context: The nature and implication of commitment profiles

By John P. Meyer, L. Stanley, Natalya M. Parfyonova. 2012

383 citations recorded by the source corpus.

Subfields: Organizational Behavior and Human Resource Management, Social Psychology

View Paper: https://www.semanticscholar.org/paper/0f91bce8480b6c8772c785935e650775ffb16542

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In Organizational Behavior and Human Resource Management

In Social Psychology

Citations in the corpus

Longitudinal associations between employees’ beliefs about the quality of the change management process, affective commitment to change and psychological empowerment (2016, background): “It has been shown that employees with a strong affective commitment tend to feel more autonomous than those with more controlled forms of motivation as they perform their job (Gagné et al., 2008, 2010; Meyer et al., 2012).”
Profiles of dual commitment to the occupation and organization: Relations to well-being and turnover intentions (2015, methodology): “Finally, our findings demonstrate that the implications of CC might also depend on the strength of the other mindsets (Meyer et al., 2012b).”
Latent profile analysis: A review and “how to” guide of its application within vocational behavior research (2020, background): “(2015) RIASEC interests VI Meyer et al. (2015) Organizational and supervisor commitment: organizational affective commitment, organizational normative commitment, organizational commitment lack of alternatives, organizational commitment high sacrifice, supervisor affective commitment, supervisor nor”
Organizational Commitment in the Military: Application of a Profile Approach (2013, background): “Finally, Meyer et al. (2012) found the highest levels of work engagement and positive affect and the lowest levels of health complaints and negative affect, in the fully committed and AC/ NC-dominant groups.”
Commitment Profiles and Employee Turnover (2013, background): “…can lack motivation altogether (i.e., amotivation), therefore we would thus expect to find a profile characterized by low levels of the four forms of commitment (Not Committed profile), as found in other studies (e.g., Gellatly et al., 2006; Meyer et al., 2012; Somers, 2010; Wasti, 2005).”
Latent Profile Analysis (2017, background): “Last, LPA not only identifies homogenous groups of family firms in a sample but over time provides an opportunity to determine if similar classification patterns emerge across samples and geographic regions, as is the case in the commitment literature (e.g., Meyer et al., 2012; Meyer et al., 2013).”
Dual commitment to organization and supervisor: A person-centered approach (2015, background): “Some studies (e.g., Kam et al., in press; Meyer, Kam et al., 2013; Meyer et al., 2012) measured CC as a unidimensional construct as it was initially conceptualized (Allen & Meyer, 1990; Meyer, Allen, & Smith, 1993).”
A person‐centered approach to commitment research: Theory, research, and methodology (2016, result): “Raw versus standard score plots Previous studies have typically reported results using either raw scores on the commitment components (e.g., Meyer et al., 2012) or standardized scores (e.g., Morin, Morizot, et al., 2011).”