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Patterns of attachment to organizations: Commitment profiles and work outcomes
Author(s) -
Somers Mark John
Publication year - 2010
Publication title -
journal of occupational and organizational psychology
Language(s) - English
Resource type - Journals
SCImago Journal Rank - 2.257
H-Index - 114
eISSN - 2044-8325
pISSN - 0963-1798
DOI - 10.1348/096317909x424060
Subject(s) - organizational commitment , psychology , continuance , social psychology , normative , typology , absenteeism , affective events theory , turnover , job satisfaction , job performance , management , job attitude , political science , sociology , economics , law , anthropology
Commitment profiles were studied with a sample of 572 hospital workers. Seven of the eight commitment profiles in Meyer and Herscovitch's (2001) typology emerged using K ‐means clustering including: highly committed, affective dominant, continuance dominant, affective‐continuance dominant, affective‐normative dominant, continuance‐normative dominant, and uncommitted. Outcome variables included: turnover intentions, turnover, absenteeism, and person–organization value congruence. Results were consistent with prior findings in that normative commitment alone and in conjunction with continuance commitment enhanced the benefits of affective commitment. Turnover rates were much higher for poorly socialized employees suggesting that there is a self‐corrective effect in which uncommitted employees are more likely to leave their organizations.