Commitment profiles: Combinations of organizational commitment forms and job outcomes
In: Journal of vocational behavior, Band 67, Heft 2, S. 290-308
ISSN: 1095-9084
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In: Journal of vocational behavior, Band 67, Heft 2, S. 290-308
ISSN: 1095-9084
In: Journal of vocational behavior, Band 73, Heft 3, S. 404-413
ISSN: 1095-9084
In: Human relations: towards the integration of the social sciences, Band 71, Heft 9, S. 1204-1233
ISSN: 1573-9716, 1741-282X
Researchers have recently begun to take a person-centered (profile) approach to investigate how the affective, normative and continuance commitment mindsets combine within the three-component model of organizational commitment. The meaningfulness of the profiles identified in this research depends, in part, on evidence that similar profiles emerge across samples, particularly those drawn from a common population. We conducted a particularly stringent test of similarity by comparing profiles for samples of employees drawn from a large Turkish conglomerate prior to ( N = 346) and following ( N = 797) a major economic crisis. Using procedures recently introduced by Morin et al., (2016) we found similarity in the number (seven) and structure of the profiles before and after the crisis; only the distribution of individuals across profiles (i.e. the relative size of the profiles) differed. We also found similarity in the patterns of relations with theoretical antecedent, correlate, and outcome variables, suggesting that a common set of principles might be operating regardless of major differences in the work environment. In addition to providing strong evidence for the meaningfulness of commitment profiles, this study is one of the first to investigate the impact of an economic crisis on employee commitment.
In: International journal of human resource management, Band 19, Heft 12, S. 2155-2170
ISSN: 1466-4399
In: The leadership quarterly: an international journal of political, social and behavioral science, Band 18, Heft 5, S. 477-489
In: International journal of cross cultural management, Band 1, Heft 1, S. 73-90
ISSN: 1741-2838
This article investigates the relationship between culture, personality, and deception in a simulated international management negotiation at multiple levels of analysis. `Deception' was operationalized here as the propensity to lie and bribe. As predicted, at the cultural level the results from a scenario study with 1583 participants from eight cultures suggested that cultural collectivism was positively related to reported use of deception in negotiations, and to greater emotional reactions (i.e. guilt, shame, and disgust) after the use of deception. At the individual level, however, the personality variable of allocentrism (consisting of behaviors found in collectivist cultures) was negatively related to the use of deception. Theoretical implications are discussed.