A person-centered approach to the study of commitment

By John P. Meyer, L. Stanley, Robert J. Vandenberg. 2013

245 citations recorded by the source corpus.

Subfields: Management Information Systems, Organizational Behavior and Human Resource Management, Strategy and Management

View Paper: https://www.semanticscholar.org/paper/10dc740de9de317d355e1196894b4ab58754dadb

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In Management Information Systems

In Organizational Behavior and Human Resource Management

In Strategy and Management

Citations in the corpus

Latent Profile Analysis (2017, methodology): “Indeed, researchers have questioned the use of these less objective approaches (e.g., Meyer et al., 2013).”
Are Commitment Profiles Stable and Predictable? A Latent Transition Analysis (2016, background): “Therefore, for the sake of parsimony, and because the added value of personcentered analyses is greater in the presence of qualitative (shape) differences across profiles (see Marsh et al., 2009; Meyer et al., 2013), we retained the five-profile model as our final solution.”
Profiles of dual commitment to the occupation and organization: Relations to well-being and turnover intentions (2015, result): “Although our sample was from Hong Kong, this finding is not unique—it has been observed in other organizational commitment studies, including studies conducted in North America (e.g., Meyer et al., 2012b, 2013a, 2013b; Somers, 2009).”
Multiple-Group Analysis of Similarity in Latent Profile Solutions (2016, background): “Because previous research has generally yielded five to seven commitment mindset profiles (see Meyer et al., 2013), we examined solutions with up to eight profiles separately in both countries.”
Psychological Capital: An Evidence-Based Positive Approach (2017, background): “…(versus commonly used variable-centered) latent profile analysis (LAP) of multidimensional constructs such as organizational commitment (see Meyer et al. 2013), it may be interesting to see if different combinations or profiles of the PsyCap components differentially affect outcomes.”
Organizational Commitment in the Military: Application of a Profile Approach (2013, background): “Different employee populations defined by profession or industry might differ with regard to the number and nature of subpopulations (see Meyer et al., 2013).”