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Performance differences among four organizational commitment profiles.

Robert R Sinclair1, Jennifer S Tucker1, Jennifer C Cullen1

  • 1Department of Psychology.

The Journal of Applied Psychology
|December 1, 2005
PubMed
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This study identified four organizational commitment profiles: devoted, allied, free agents, and complacent. Free agents showed lower performance and citizenship behaviors, highlighting commitment

Area of Science:

  • Organizational Psychology
  • Management Science

Background:

  • Organizational commitment is crucial for employee behavior and organizational outcomes.
  • Configural organizational theory provides a framework for understanding complex employee profiles.

Purpose of the Study:

  • To propose and validate a framework of affective and continuance commitment profiles.
  • To examine the relationship between commitment profiles and employee performance outcomes.

Main Methods:

  • Cluster analysis was used to identify commitment profiles in two distinct samples (energy industry and employed college students).
  • Supervisor ratings were used to assess performance, organizational citizenship behavior, and antisocial behavior for a subset of participants.

Main Results:

Related Experiment Videos

  • Four commitment profiles were identified: devoted (high affective/continuance), allied (moderate affective/continuance), free agents (moderate continuance/low affective), and complacent (moderate affective/low continuance).
  • The 'free agents' profile was associated with significantly poorer supervisor ratings in performance, organizational citizenship behavior, and antisocial behavior compared to other profiles.

Conclusions:

  • Commitment profiles are distinct and have implications for employee behavior.
  • The 'free agents' profile, characterized by low affective commitment, is linked to negative performance and behavioral outcomes, suggesting a need for targeted management strategies.