Performance differences among four organizational commitment profiles.
The authors drew from prior research on organizational commitment and from configural organizational theory to propose a framework of affective and continuance commitment profiles. Using cluster analyses, the authors obtained evidence for 4 of these profiles in an energy industry sample (N=970) and a sample of 345 employed college students. The authors labeled the clusters: allied (i.e., moderate affective and continuance commitment), free agents (moderate continuance commitment and low affective commitment), devoted (high affective and continuance commitment), and complacent (moderate affective and low continuance commitment). Using a subset of the employed student sample (n=148), the authors also found that the free agents received significantly poorer supervisor ratings of performance, organizational citizenship behavior, and antisocial behavior than any other group.
Sinclair
Robert R
RR
Department of Psychology.
Tucker
Jennifer S
JS
Department of Psychology.
Cullen
Jennifer C
JC
Department of Psychology.
Wright
Chris
C
CorporateSurvey.com.
D000328:Adult; D000339:Affect; D016000:Cluster Analysis; D005260:Female; D006801:Humans; D007588:Job Satisfaction; D008297:Male; D017146:Models, Organizational; D009769:Object Attachment; D015279:Organizational Culture; D009936:Organizational Innovation; D010558:Personnel Loyalty; D010563:Personnel Turnover; D015203:Reproducibility of Results; D013334:Students / Q000523:psychology; D013647:Task Performance and Analysis