Commitment Profiles and Employee Turnover

By L. Stanley, Robert J. Vandenberg, Christian Vandenberghe, Kathleen Bentein. 2013

146 citations recorded by the source corpus.

View Paper: https://www.semanticscholar.org/paper/2cc2057e9a9f30e8b5a4d8789d267c593ae3a26b

How researchers see this paper

The researchers whose trusted networks rank it highest, strongest advocate first. Every researcher gets a different order.

1. A. Hirschi
2. Daniel Spurk
3. Domingo Valero
4. C. Kam
5. Simone Kauffeld
6. Mo Wang
7. John P. Meyer
8. Sean Kelly

Citations in the corpus

• Latent Profile Analysis (2017, unknown): “…in other analyses (e.g., analysis of variance [ANOVA]) to determine if the profiles of firms are associated with different levels of a dependent variable like performance (see Meyer et al., 2012; Stanley et al., 2013, e.g., using profiles of organizational commitment predicting turnover intention).”
• A person‐centered approach to commitment research: Theory, research, and methodology (2016, methodology): “analysis (LPA) to identify naturally occurring profiles (e.g., Gellatly et al. 2014; Meyer, Stanley et al., 2012; Somers et al., 2009; Stanley et al., 2013).”
• Dual commitment to organization and supervisor: A person-centered approach (2015, background): “The midpoint split approach has limitations, including the fact that the groups it identifies may not correspond to those existing naturally (Meyer, Stanley et al., 2013; Morin, Morizot et al., 2011).”
• Revisiting talent management, work-life balance and retention strategies (2015, background): “Stanley et al (2013) delve deeper into the levels and types of commitment while Hancock et al’s (2013) meta-analysis of the turnover literature examines further, the role that employee turnover has on organizational performance.”
• Organizational Commitment in the Military: Application of a Profile Approach (2013, background): “For example, it has been found that turnover intentions and turnover (Somers, 2009, 2010; Stanley et al., 2013; Wasti, 2005) are significantly lower, whereas job performance, OCB, and well-being are significantly greater (Meyer et al., 2012; Wasti, 2005), for employees with an AC/NC-dominant and…”
• Early Career Outcomes for the “Best and the Brightest” (2015, methodology): “This hypothesis is consistent with a conceptualization of job satisfaction as a psychological construct, influenced not only by objective work conditions but by the personal characteristics of the individual (Meyer & Allen, 1991; Mitchell et al., 2001; Stanley et al., 2013).”
• Latent profile analysis: A review and “how to” guide of its application within vocational behavior research (2020, background): “…four targets of commitment (affective, normative, high sacrifice, and lack of alternatives), and how these qualitative and quantitative combinations differentially relate to outcomes, such as turnover intentions and performance (Hom et al., 2012; Stanley, Vandenberghe, Vandenberg, & Bentein, 2013).”