Organizational Commitment in the Military: Application of a Profile Approach

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A person‐centered approach to commitment research: Theory, research, and methodology (2016, methodology): “Growth mixture models (GMM) extract subgroups of participants presenting distinct longitudinal trajectories on one – or many – commitment component(s) over multiple time points (three or more; Meyer et al., 2013; Vandenberg & Stanley, 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.”
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).”
Organizational commitment and job performance: Examining the moderating roles of occupational commitment and transformational leadership (2019, background): “…our findings showed that affective organizational commitment in general positively re‐ lates to job performance (e.g., Allen & Meyer, 2000; Meyer et al., 2013), but the relationship varies with both the levels of employee occupational commitment and supervisor transformational leader‐…”