Abstract

Orientation: An emerging stream of research employs a configural or profile approach to the study of organisational commitment, by focusing on and placing individuals at the centre of data analysis. This approach signals the importance of taking a holistic view of individuals’commitment mind-set, unlike the variable-centred approach.Research purpose: To test the theory on profiles of commitment in an African context (Ghana).Motivation for the study: Although the three-component model of organisational commitment has been extended to several regions of Africa, there is a paucity of research on profiles of commitment on the continent.Research approach, design and method: Cross-sectional data from two studies, with samples of 187 and 218, were analysed using k-means clusters. Multivariate analysis of variance (MANOVA) was then used to test the differences amongst profiles in their association with contextual variables, such as pay satisfaction, job security, strike propensity and two demographic factors.Main findings: In the k-means cluster analysis, a six-cluster solution emerged in both studies;the profiles include the highly committed and the uncommitted groups, as well as the profiles based on normative commitment and continuance commitment. Overall, the MANOVA post hoc outcome shows that the highly committed group reports higher mean scores on the positive outcome variables (e.g. job security) than the uncommitted group. Conversely, the uncommitted group scored relatively higher on the negative organisational outcome (propensity to strike). Other mean differences were found in the respective studies on pay satisfaction, collectivism and the demographic factors.Practical/managerial implications: Employing the configural approach to the study of commitment in this region should increase our understanding of the patterns of attachment and their influence on behaviour. Different patterns of attachment exist within the organisation that may be beneficial or detrimental to behaviour on the job. It is, therefore, important for managers to identify these patterns and target organisational policy and resources appropriately.Contribution/value-add: This study applies the concept of commitment profiles to an untested region: an African context. It, therefore, adds to the literature on the generalisability of the typology of commitment profiles.

Highlights

  • Organisational commitment, an attachment to one’s employing organisation, continues to interest researchers and managers and remains a vibrant research topic because of its central role in understanding and predicting workplace behaviour

  • Commitment research has mostly focused on the variable-centred approach, which identifies the differences in relationships between variables involving the three-component model of organisational commitment

  • The limitations notwithstanding, the findings of this study provide preliminary evidence of the applicability of commitment profiles to Ghana

Read more

Summary

Introduction

Organisational commitment, an attachment to one’s employing organisation, continues to interest researchers and managers and remains a vibrant research topic because of its central role in understanding and predicting workplace behaviour. Commitment research has mostly focused on the variable-centred approach (see Meyer et al, 2002), which identifies the differences in relationships between variables involving the three-component model of organisational commitment (discussed later). The configural approach involves identifying homogenous subgroups of individuals within a population, groups that share similarities on the components of commitment (Kam, Morin, Meyer & Topolnytsky, 2013; Sinclair, Tucker, Cullen & Wright, 2005). The defining feature of the configural approach is internal cohesion amongst profile members: the reliable occurrence of others. This concept assumes that research populations are not homogeneous and that the same theoretical framework and empirical findings may not apply uniformly to all sampled respondents (Meyer, Stanley & Vandenberg, 2013)

Objectives
Methods
Results
Conclusion
Full Text
Published version (Free)

Talk to us

Join us for a 30 min session where you can share your feedback and ask us any queries you have

Schedule a call