The Differing Impacts of Commitment Profiles on Employee Turnover Intentions and Discretionary Effort: Implications for Practice and Theory

• 영문명: The Differing Impacts of Commitment Profiles on Employee Turnover Intentions and Discretionary Effort: Implications for Practice and Theory
• 발행기관: 한국무역연구원
• 저자명: Hyun Sung Oh
• 간행물 정보: 『무역연구』제10권 제6호, 165~178쪽, 전체 14쪽
• 주제분류: 경제경영 > 무역학
• 파일형태: PDF
• 발행일자: 2014.12.31

영문 초록

The purpose of this study was to extend research on organizational commitment by examining organizational commitment profiles. This research advanced the commitment literature by investigating the relationship between commitment profiles and employee performance and retention. Commitment profiles were investigated using Allen and Meyers (1990) measures of affective and continuance commitment. Commitment profiles were generated using k-mean cluster analysis. Results of cluster analysis showed that there were four distinct commitment profiles. These were labelled as highly committed (i.e., high affective and continuance commitment), non-committed (i.e., low levels of affective and low continuance commitment), affective dominant(i.e., high affective and low continuance commitment) and continuance dominant(i.e., high continuance and low affective commitment). The results of the analysis of variance found that the highly committed and affective dominant profiles were the most desirable with lower turnover intentions and higher levels of self-reported discretionary effort compared to the non-committed and continuance dominant profiles. Unexpectedly, there was no difference in levels of discretionary effort between the non-committed profile and the affective dominant and highly committed profile. The implications of these results for commitment research and practice are discussed.

목차

Abstract

Ⅰ. Introduction

Ⅱ. Theoretical Background

Ⅲ. Method

Ⅳ. Empirical Results

Ⅴ. Conclusion

References

키워드

Organizational Commitment Commitment Profiles Cluster Analysis