Patterns of attachment to organizations: Commitment profiles and work outcomes

By Mark John Somers. 2010

97 citations recorded by the source corpus.

Subfields: Organizational Behavior and Human Resource Management, Social Psychology, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/9b2ba1a516b1f87297de667dd46f4eb06f8feb6b

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In Organizational Behavior and Human Resource Management

In Social Psychology

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Citations in the corpus

Commitment Profiles and Employee Turnover (2013, methodology): “Fourth, as a methodological aside, we use latent profile analysis instead of cluster analysis (Somers, 2009, 2010; Wasti, 2005) to identify commitment profiles because this approach allows comparing the viability of alternative profile models that make sense on theoretical grounds (Meyer, Stanley,…”
Are Commitment Profiles Stable and Predictable? A Latent Transition Analysis (2016, background): “Overall, the pattern of means is largely consistent with that from previous research (e.g., Somers, 2009, 2010).”
Organizational Commitment in the Military: Application of a Profile Approach (2013, background): “Most noteworthy, for present purposes, is research pertaining to configurations, or profiles, of the three components of commitment (e.g., Gellatly, Meyer, & Luchak, 2006; Meyer, Stanley, & Parfyonova, 2012; Somers, 2009, 2010; Wasti, 2005).”
A person‐centered approach to commitment research: Theory, research, and methodology (2016, background): “Somers (2009, 2010) found similar results, but Wasti (2005) found no differences between the two profiles.”
A dialectical theory of the decision to go to work: Bringing together absenteeism and presenteeism (2014, background): “Attendance while ill could be a way employees show their commitment to a supervisor, so presenteeism may be particularly likely early in one's tenure in a company as he or she seeks to demonstrate commitment to the organization (Ng & Feldman, 2011; Simpson, 1998; Somers, 2010).”
Latent Profile Analysis (2017, methodology): “…used several configural approaches other than LPA to capture patterns of variables, including median splits (e.g., Gellatly, Hunter, Curriea, & Irving, 2009), cluster analysis (Sinclair, Tucker, Wright, & Cullen, 2005; Somers, 2009, 2010) and qualitative comparative analysis (QCA; Ragin, 1987).”
Dual commitment to organization and supervisor: A person-centered approach (2015, background): “…commitment (e.g., Gellatly, Meyer, & Luchak, 2006; Kam, Morin, Meyer, & Topolnytsky, in press; Meyer, Kam, Goldenberg, & Bremner, 2013; Meyer, Stanley, & Parfyonova, 2012; Sinclair, Tucker, Wright, & Cullen, 2005; Somers, 2009, 2010; Stanley, Vandenberghe, Vandenberg, & Bentein, 2013; Wasti, 2005).”
Profiles of dual commitment to the occupation and organization: Relations to well-being and turnover intentions (2015, result): “Therefore, our findings regarding profiles of organizational commitment mindsets serve as a test of the generalizability of previous research conducted in Western countries (e.g., Meyer, Kam, Bremner, & Goldenberg, 2013a; Meyer, Stanley, & Parfyonova, 2012b; Somers, 2009, 2010).”