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<p>Employee commitment has long been recognized as a key to retaining employees within organizations and occupations. In some occupations, like teaching, commitment to both the organization and occupation are important. However, employees can develop several other work-related commitments that will also have implications for their career decisions and personal adjustment. The nature of the outcomes can depend on the ways in which these commitments are configured. In this cross-sectional study we conducted latent profile analyses (LPA) to identify distinct configurations of commitments to six targets (organization, occupation, supervisor, coworkers, students, career). Moreover, these LPA were estimated while differentiating between employees’ global and target-specific commitments in accordance with Perreira et al.’s (<CitationRef CitationID="CR50">2018</CitationRef>) hierarchical model of commitment. We identified five profiles, which demonstrated differential relations with organizational and occupational turnover intentions and personal adjustment (job satisfaction and well-being) as outcomes, and motivational orientations (task and interpersonal) as antecedents. The optimal profile from both a retention and adjustment perspective was characterized by a strong global commitment along with balanced commitments to the six specific targets. Employees reflecting this profile also reported high levels of both task and interpersonal orientation. The remaining profiles with lower global commitment and differentiated commitments to specific targets demonstrated more varied relations with the outcomes and antecedents. Implications for multiple commitment theory and research are discussed along with implications for management.</p>

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Multi-target commitment profiles and their links to motivational orientation, turnover intentions, and personal adjustment: An investigation with Hong Kong teachers

  • 期刊论文

  • 发表日期：

    2025年1月17日

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  • John P. Meyer,
  • Alexandre J. S. Morin,
  • Dennis M. McInerney

摘要

Employee commitment has long been recognized as a key to retaining employees within organizations and occupations. In some occupations, like teaching, commitment to both the organization and occupation are important. However, employees can develop several other work-related commitments that will also have implications for their career decisions and personal adjustment. The nature of the outcomes can depend on the ways in which these commitments are configured. In this cross-sectional study we conducted latent profile analyses (LPA) to identify distinct configurations of commitments to six targets (organization, occupation, supervisor, coworkers, students, career). Moreover, these LPA were estimated while differentiating between employees’ global and target-specific commitments in accordance with Perreira et al.’s (2018) hierarchical model of commitment. We identified five profiles, which demonstrated differential relations with organizational and occupational turnover intentions and personal adjustment (job satisfaction and well-being) as outcomes, and motivational orientations (task and interpersonal) as antecedents. The optimal profile from both a retention and adjustment perspective was characterized by a strong global commitment along with balanced commitments to the six specific targets. Employees reflecting this profile also reported high levels of both task and interpersonal orientation. The remaining profiles with lower global commitment and differentiated commitments to specific targets demonstrated more varied relations with the outcomes and antecedents. Implications for multiple commitment theory and research are discussed along with implications for management.