Commitment Profiles Research Articles

Commitment profiles: Combinations of organizational commitment forms and job outcomes

Although the three-component model of organizational commitment by Meyer and Allen (1991) posits that an employee can experience the three components concurrently, previous research has been largely variable-centered, looking at the antecedents and outcomes of each component separately. Two studies explored how the three components combine to create distinct “profiles” of commitment and the implications of different profiles. In Study 1, six clusters were identified using k-means cluster analysis. These were labeled as the Highly committed, Non-committed, Neutral, Affective dominant, Continuance dominant and the Affective–Normative dominant profiles. Analysis of variance results indicated that the Highly committed, Affective–Normative dominant and the Affective dominant profiles demonstrated the most desirable job behaviors. The Non-committed profile showed the least desirable outcomes, followed by the Continuance dominant profile. Study 2 largely replicated these findings. The results suggest that affective commitment is the primary driver of positive outcomes, especially when combined with low levels of continuance commitment.

Coach Commitment and Burnout: A One-Year Follow-Up

This study is a one-year follow-up to Raedeke, Granzyk, and Warren's (2000) study on coach burnout from a commitment perspective and was designed to examine whether changes in the theoretical determinants of commitment related to changes in the exhaustion dimension of burnout and commitment level. For this study, 141 swim coaches completed a mail survey two-times one year apart that assessed commitment determinants (i.e., satisfaction, benefits, costs, investments, alternative options, and social constraints), feelings of exhaustion, and commitment. Based on static scores, results revealed that a majority (64%) of coaches were assigned to the same commitment profile at Time 1 and Time 2. From a longitudinal perspective, cluster analysis revealed three coach profiles reflecting increasing attraction to coaching, increasing signs of entrapment, and decreasing coaching interest based on commitment model variables. Subsequent MANOVA results revealed a cluster by time interaction for both exhaustion and commitment. Coaches with characteristics suggesting increased entrapment showed the largest increase in exhaustion whereas those with decreased coaching interest had the lowest commitment.

Commitment to change

Organisational commitment is a desired outcome of human resource management (HRM) strategies given its links to positive attitudes and behaviour in the pursuit of change. The organisation, however, is just one of several foci for employee commitment and this paper explores the links between multiple commitments and employee behaviour. Cluster analysis of data from public accountants identified four main commitment profiles. Private sector accountants also showed profiles 1 and 4 together with a cluster showing commitment to the work group only and a cluster showing commitment to the supervisor only. Profiles explained variation in behaviour aimed at task achievement and innovation for public but not private accountants. Behaviour was highest for profile 1. HRM strategies need to look beyond organisational commitment and engender commitment to other foci in order to win the behaviour required to support successful change programmes.

Attraction- and Entrapment-Based Commitment among Competitive Female Gymnasts

The purpose of this study was to examine correlates of attraction- and entrapment-based commitment among young competitive female gymnasts. Participants were 124 gymnasts (Levels 9, 10, and Elite) ranging in age from 10 to 18 years. Based on theory and research (Raedeke, 1997; Schmidt & Stein, 1991), commitment profiles were determined based on benefits, costs, enjoyment, personal investments, and attractive alternatives. Three profiles emerged when using cluster analysis. Attracted gymnasts were higher in enjoyment and benefits but lower in costs and attractive alternatives. Entrapped gymnasts were lower in enjoyment and benefits but higher in costs and attractive alternatives. Vulnerable gymnasts were moderately lower in enjoyment and benefits, average in costs, and moderately higher in attractive alternatives. These groups were significantly different on social support, social constraints, motivational orientation, and training behaviors. The three profiles were similar but not identical to Schmidt and Stein’s predicted types of commitment, with each type being further differentiated by social, motivational, and behavioral variables.

Modelling distributor performance in network marketing organisations

This study develops a model that predicts distributor performance in network marketing organisations. Distributor performance is conceptually linked through formal hypotheses to perceptions of marketing mix, organisational commitment, job satisfaction and customer profile. Data was gathered from 500 network marketing distributors to test two nested models, one with job satisfaction as a determinant of performance, and the other with performance as a determinant of job satisfaction. The findings revealed that there was greater model parsimony when the causal direction of the performance/job satisfaction relationship was such that performance causes job satisfaction. The results support several of the a priori hypotheses and suggest that the perceptions of the marketing mix variable are not directly linked to performance, but that the relationship between the variables is mediated by the organisational commitment variable. Implications of the study to network marketing practitioners and avenues for further research are provided.

Exploring the Relationship between Commitment Profiles and Work Attitudes, Employee Withdrawal, and Job Performance

Four commitment profiles, based on levels of commitment to the organization and the career, were used to explore the relationship between distinct patterns of commitment and work-related outcomes with a sample of professional hospital employees. As two distinct forms of organizational commitment have been identified affective and continuance commitment separate profiles were constructed for each type of organizational commitment in conjunction with career commitment. Results for profiles based on affective commitment were consistent with prior research findings, in that employees committed to both their organization and their career exhibited the most positive work attitudes and the strongest intention to remain with the organization. Unexpectedly, the dually committed also had the strongest intensity of job search behavior, but these efforts did not translate into higher incidences of turnover. No differences were observed across commitment profiles with respect to job performance. The synergistic effect between affective and career commitment was not observed for profiles based on continuance commitment to the organization. Employees committed only to their careers exhibited more positive work outcomes than did those committed only to their organizations. The implications of these findings for management practice were discussed.

Four Commitment Profiles and Their Relationships to Empowerment, Service Recovery, and Work Attitudes

Medical librarians were surveyed to determine the independent and interactive influence of career and organizational commitments on work-related outcomes. Employees dually committed to their organizations and careers reported the highest empowerment, willingness to engage in service recovery, and work satisfaction. This group was also more aware of the supervisory use of legitimate, reward, expert, and referent powers. All four commitment groups—dually committed, careerists, organizationists, and uncommitted—reported comparable avoidance of coercive power. As predicted, the ordering of reported job withdrawal intentions (ranging from highest to lowest) was uncommitted, careerists, organizationists, and dually committed; for career withdrawal intentions the ordering was uncommitted, organizationists, careerists, and dually committed.

Profiles of commitment: An empirical test

AbstractPrior research has demonstrated the importance of distinguishing among foci and bases of commitment. Foci of commitment are the individuals and groups to whom an employee is attached, and bases of commitment are the motives engendering attachment. This study uses distinctions among foci and bases of commitment to develop four profiles of commitment, and examines the extent to which differences in these patterns predict other variables. Cluster analysis of 440 employees suggests the following profiles: (1) The Locally Committed (employees who are attached to their supervisor and work group), (2) the Globally Committed (who are attached to top management and the organization), (3) the Committed (who are attached to both local and global foci), and (4) the Uncommitted (who are attached to neither local nor global foci). The profiles are differentially related to intent to quit, job satisfaction, prosocial organizational behaviors, and certain demographic and contextual variables. Implications of these findings for theory and practice are discussed.

High commitment workplaces

Preface The Importance of Commitment How to Think About Commitment Historical Roots How to Measure and Study Commitment What the Study Showed What Was Learned from the Research Commitment and Organizational Development Commitment Profiles Building Commitment in Individual Employees Building Co-Worker Commitment Building a High Commitment System Some Current Issues for Managers Appendix A: Means and Distributions of CDI Scores for the Research Samples Appendix B: Some Basic Statistical Concepts References Index

What keeps them running? The ‘circle of commitment’ of long distance runners

Analysis of commitment in long distance running has developed rapidly over the past decade. No attention has been devoted, however, to different commitment patterns of runners. This paper identifies the commitments of ‘professional level’, ‘semi-professional level’ and ‘amateur level’ long distance runners. Discriminant analysis reveals that those of amateur level have relatively weaker personal and structural commitment in comparison with the professional level runners. Semi-professional level runners are in a marginal position: while they have the same personal commitment as the more serious runners, they do not have the parallel structural commitment. The implications of this position are analysed. The preliminary formulation of a theoretical model of sport and leisure commitment is presented, in terms of ‘a circle of commitment’. This involves commitment profile, self-concept, activity levels and achievements.

Demographic, satisfaction, and commitment profiles of day care users, nursery school users, and babysitter users in a medium-sized Canadian city

To determine demographic and need profiles for day care users (subsidized and full-fee paying), nursery school users, and babysitter users (both inhome and outside-of-the-home), and to better understand the relationships between facility satisfaction, facility commitment, and perceived facility alternatives for these users, 1253 questionnaire instruments were distributed in the region of Sudbury, Ontario, Canada to such users. A total of 375 completed forms were analyzed: 110 from the day cares, 67 from nursery schools, and 198 from home babysitters. After a series of univariate and multivariate statistical analyses, the results showed that the demographic and need profiles for the three user groups were unique. Moreover, the subsidized-fee day care user was in many respects different from the nonsubsidized-fee day care user. The utilization, satisfaction, commitment, and alternatives levels for all these user groups are described in detail and discussed.

Commitment to Particiation in Musical Activities: An Extension and Application of the Investment Model1

Recently, an investment model integrating several interdependence‐type variables has been proposed to explain commitment in social and organizational settings. The model includes the components of costs, rewards, investments, and alternatives, and has served well in predicting specific outcomes such as job turnover and romantic commitment. The purpose of the present study was to determine the degree to which the investment model can be extended to a new area—commitment to musical activities—and to assess the extent to which commitment profiles generated by the model vary across musical preference groups. Results from a sample of 87 musical devotees demonstrated that the investment model is a valid means of accounting for commitment to participation in musical activities. In addition, distinctive profiles for each group—classical and nonclassical—were identified.

Profiles of Commitment: A Review of Politicians for the People: Six Who Stand for Change

Profiles of Commitment: A Review of Politicians for the People: Six Who Stand for Change