Are Commitment Profiles Stable and Predictable? A Latent Transition Analysis

By C. Kam, Alexandre J. S. Morin, John P. Meyer, Laryssa Topolnytsky. 2016

215 citations recorded by the source corpus.

Subfields: Organizational Behavior and Human Resource Management

View Paper: https://www.semanticscholar.org/paper/5dbbfe11ab9df32e8cfb4580b55a9511696f77c8

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

Citations in the corpus

Multiple-Group Analysis of Similarity in Latent Profile Solutions (2016, methodology): “Although it focuses on the similarity of latent profile solutions across distinct groups of participants, the approach can easily be adapted to test the similarity of profiles over time (i.e., within latent transition analyses, e.g., Kam et al., 2016).”
Stability, change, and implications of students’ motivation profiles: A latent transition analysis (2017, methodology): “The current study also provides an incremental contribution to the literature by adopting a longitudinal design and addressing the joint issues of within-person stability and within-sample profile stability (Kam et al., 2016).”
Complementary Variable- and Person-Centered Approaches to the Dimensionality of Psychometric Constructs: Application to Psychological Wellbeing at Work (2016, methodology): “An alternative is to rely on factor scores saved from preliminary measurement models (Kam et al. 2016; Morin and Marsh 2015).”
Mixture Modeling for Lifespan Developmental Research (2019, background): “Kam et al. (2016) also mention that longitudinal data also makes it possible to assess a second form of profile stability related to the assessment of whether individual membership in specific profiles remains stable over time.”
A person‐centered approach to commitment research: Theory, research, and methodology (2016, methodology): “For example, Kam et al. (2016) investigated whether profile membership, and shifts in profile membership during organizational change, could be predicted from perceptions of management trustworthiness.”
Motivation profiles at work: A self-determination theory approach (2016, background): “Still, future research is needed to clarify this issue, and particularly to investigate possible reciprocal relations among these constructs (e.g., Morin et al., 2016).”