Commitment profiles: Combinations of organizational commitment forms and job outcomes

By S. Wasti. 2005

300 citations recorded by the source corpus.

Subfields: Organizational Behavior and Human Resource Management, Social Psychology

View Paper: https://www.semanticscholar.org/paper/47d1fc4bb29aa110ea9600ab36eb2fe9d132b7b4

How researchers see this paper

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

In Organizational Behavior and Human Resource Management

In Social Psychology

Citations in the corpus

Profiles of dual commitment to the occupation and organization: Relations to well-being and turnover intentions (2015, background): “culture and commitment, Wasti and Önder (2009) argued that AC is likely to be experienced”
Dual commitment to organization and supervisor: A person-centered approach (2015, methodology): “…(fully committed; AC/NC-dominant; AC-dominant) tend to be associated with more positive organizational (retention, performance, citizenship behaviors) and personal (need satisfaction; well-being) outcomes than others (uncommitted; CC-dominant) (Meyer et al., 2012; Somers, 2009, 2010; Wasti, 2005).”
Employee commitment and well-being: A critical review, theoretical framework and research agenda (2010, background): “Finally, Wasti (2005) reported a small, albeit significant, negative correlation between CC and job stress in one sample of Turkish employees (the correlation was positive in a second sample).”
Organizational commitment—A missing link between leadership behavior and organizational performance? (2008, background): “, 1982), pro-social behavior (O’Reilly & Chatman, 1986), and turnover intentions or likelihood (Poznanski & Bline, 1997), as well as on absenteeism (Angle & Perry, 1986), altruism towards colleagues and job stress (Wasti, 2005).”
A Temporal Analysis of the Relation between Organisational Commitment and Work Motivation (2008, background): “Finally, similar to how Meyer and Herscovitch (2001) have proposed looking at commitment profiles, which consists of examining how clusters of forms of commitment can influence outcomes (e.g., Wasti, 2005, Gellatly, Meyer, & Luchak, 2006).”
HRM practices and organizational commitment profiles (2008, background): “We are encouraged by the findings of recent studies that different component configurations can be distinguished in terms of employee behaviours (Gellatly et al. 2006; Sinclair, Tucker, Cullen and Wright 2005; Wasti 2005).”
Commitment Profiles and Employee Turnover (2013, methodology): “…which commitment profiles have been the focal issue (e.g., Gellatly, Meyer, & Luchak, 2006; Herscovitch & Meyer, 2002; Meyer et al., 2012; Sinclair, Tucker, Cullen, & Wright, 2005; Somers, 2009, 2010; Wasti, 2005) and has begun to examine the combined influence of commitment forms on work behavior.”
A Multifoci Person-Centered Perspective on Workplace Affective Commitment: A Latent Profile/Factor Mixture Analysis (2011, background): “The few studies that attempted to study workplace commitment through person-centered analyses found that meaningful profiles, distinct from those created on the basis of midpoints splits, could be identified (Becker & Billings, 1993; Sinclair et al., 2005; Swailes, 2004; Wasti, 2005).”
Organizational commitment, organization-based self-esteem, emotional exhaustion and turnover: A conservation of resources perspective (2011, result): “Third, it is difficult to compare our results regarding the role of CC in emotional exhaustion with previous research on this issue, because past studies generally used a unidimensional CC scale that merged the HS and LA dimensions (e.g. Somers, 2009; Wasti, 2005).”
A person‐centered approach to commitment research: Theory, research, and methodology (2016, methodology): “To date, the person-centered approach has been used most often to examine how the commitment mindsets identified in Meyer and Allen’s (1991) three-component model (TCM) – affective, normative, and continuance – combine to form profiles (e.g., Gellatly, Cummings & Cowden, 2014; Meyer, Stanley & Parfy”