The majority of empirical commitment research has adopted a variable-centered approach, manifested by the few studies that have examined the predictors of commitment profiles. Responding to calls for a person-centered approach to the study of commitment, this study combined latent profile analysis (LPA) with meta-analysis to examine the antecedents and bases of commitment profiles, utilizing a large archival data set (K = 40; N = 16,052). LPA results revealed five commitment profiles (weak, moderate, AC-dominant, AC/NC-dominant, and high). Meta-analytic results revealed that high levels of bases of commitment (e.g., organizational identification, allocentrism, psychological contract fulfillment) resulted in value-based profiles, and low levels resulted in weak commitment profiles. Additionally, value-based profiles were also associated with older, married, and less educated participants than the weak commitment profiles. And finally, the value-based profiles were associated with high coworker and leader satisfaction compared to the weak commitment profiles. Implications for the commitment and profile literature are discussed.
The majority of empirical commitment research has adopted a variable-centered approach, manifested by the few studies that have examined the predictors of commitment profiles. Responding to calls for a person-centered approach to the study of commitment, this study combined latent profile analysis (LPA) with meta-analysis to examine the antecedents and bases of commitment profiles, utilizing a large archival data set (K = 40; N = 16,052).
LPA results revealed five commitment profiles (weak, moderate, AC-dominant, AC/NC-dominant, and high). Meta-analytic results revealed that high levels of bases of commitment (e.g., organizational identification, allocentrism, psychological contract fulfillment) resulted in value-based profiles, and low levels resulted in weak commitment profiles. Additionally, value-based profiles were also associated with older, married, and less educated participants than the weak commitment profiles. And finally, the value-based profiles were associated with high coworker and leader satisfaction compared to the weak commitment profiles. Implications for the commitment and profile literature are discussed.
