Dual commitment to organization and supervisor: A person-centered approach

By John P. Meyer, Alexandre J. S. Morin, Christian Vandenberghe. 2015

123 citations recorded by the source corpus.

Subfields: Organizational Behavior and Human Resource Management, Social Psychology

View Paper: https://www.semanticscholar.org/paper/c5a09e3fa3fbe0bb293e2cc61b3ab649111bd57c

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

1. Alexandre J. S. Morin
2. Marylène Gagné
3. J. Wombacher
4. Joerg Felfe
5. A. Hirschi
6. Joshua L. Howard
7. A. van den Broeck
8. John P. Meyer

In Social Psychology

1. Alexandre J. S. Morin
2. Marylène Gagné
3. A. van den Broeck
4. Joshua L. Howard
5. John P. Meyer
6. Joerg Felfe
7. J. Wombacher
8. Domingo Valero

Citations in the corpus

• Dual commitment in the organization: Effects of the interplay of team and organizational commitment on employee citizenship behavior, efficacy beliefs, and turnover intentions (2017, methodology): “Similarly, simultaneous commitment to the supervisor and the organization is seen as a form of dual commitment (Meyer et al., 2015), as is expatriates' commitment to their parent company and a foreign subsidiary (Nguyen et al., 2015).”
• A person‐centered approach to commitment research: Theory, research, and methodology (2016, background): “…as the number of targets increases (e.g., Morin, Morizot, et al., 2011), or multiple mindsets pertaining to each target are considered (e.g., Meyer et al., 2015; Morin, Meyer et al., 2015; Tsoumbris & Xenikou, 2010), a person-centered approach is well suited to detecting heterogeneity in…”
• Motivation profiles at work: A self-determination theory approach (2016, background): “Meyer, Morin, and Vandenberghe (2015) recently noted that the value of person-centered analyses in the work domain depends not only on their ability to identify subgroups of employees differing from one another meaningfully on a set of variables, but also on the ability to demonstrate that these…”
• Latent profile analysis: A review and “how to” guide of its application within vocational behavior research (2020, background): “Research using LPA could, for example, investigate if there are different ways in which people are committed to the work role and other life roles, and thereby extend current research to different profiles of work-related commitment types (Meyer et al., 2015; Wombacher & Felfe, 2017).”