Publication Date

2016

Abstract

There has been a recent increase in the application of person-centered research strategies in the investigation of workplace commitments. To date, research has focused primarily on the identification, within a population, of subgroups presenting different cross-sectional or longitudinal configurations of commitment mindsets (affective, normative, and continuance) and/or targets (e.g., organization, occupation, and supervisor), but other applications are possible. In an effort to promote a substantive methodological synergy, we begin by explaining why some aspects of commitment theory are best tested using a person-centered approach. We then summarize the results of existing research and suggest applications to other research questions. Next, we turn our attention to methodological issues, including strategies for identifying the best profile structure, testing for consistency across samples, time, culture, and so on, and incorporating other variables in the models to test theory regarding profile development, consequences, and change trajectories. We conclude with a discussion of the practical implications of taking a person-centered approach to the study of commitment as a complement to the more traditional variable-centered approach.

School/Institute

Institute for Positive Psychology and Education

Document Type

Open Access Journal Article

Access Rights

Open Access

Notes

This is the peer reviewed version of the following article: A person-centered approach to commitment research: Theory, research, and methodology, which has been published in final form at 10.1002/job.2085. This article may be used for non-commercial purposes in accordance with Wiley Terms and Conditions for Self-Archiving.

Included in

Psychology Commons

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