Newcomers’ profiles of workplace affective commitment.

IF 1.3 4区 心理学 Q3 PSYCHOLOGY, MULTIDISCIPLINARY Canadian Journal of Behavioural Science-Revue Canadienne Des Sciences Du Comportement Pub Date : 2023-08-03 DOI:10.1037/cbs0000386
Simon A. Houle, Arya Shafei, István Tóth‐Király, C. Vandenberghe, A. Morin
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Abstract

This study studied profiles of workplace affective commitment (WAC) among organizational newcomers (N=443). We estimated these profiles from newcomers’ specific levels of WAC directed at eight targets (i.e., organization, supervisor, coworkers, career planning, career advancement, customers, profession, and tasks) and their global levels of commitment to their work life. This approach allowed us to detect whether these profiles would evidence congruence vs. incompatibility among targets, and whether WAC to the organization would emerge as a primary vs. one of many targets. This study also investigated whether employee socialization (i.e., organization, coworkers, and role) predicted membership into desirable profiles. Finally, to investigate the complementary, synergistic, and/or competing effects of WAC profiles, we tested their associations with job performance, turnover intentions, and life satisfaction. Latent profile analyses revealed five profiles displaying compatibility and conflict amongst targets and positioning the organization as one of many targets: (1) Globally committed to the work life with a professional career orientation; (2) Globally committed to the work life with a social orientation; (3) Globally uncommitted to the work life with a professional orientation; (4) Globally uncommitted to the work life with a career planning and customer orientation; (5) Globally committed to the work life with an upward drive. With exceptions involving role socialization, all forms of socialization predicted membership into more desirable WAC profiles. Profiles characterized by higher global levels of WAC were also associated with more desirable outcomes. We finally found evidence for complementarity, synergy, and competition among WAC targets in terms of outcomes.
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新人对工作场所情感承诺的描述。
本研究研究了组织新人(N=443)的职场情感承诺特征。我们根据新员工针对八个目标(即组织、主管、同事、职业规划、职业发展、客户、专业和任务)的具体WAC水平,以及他们对工作生活的整体承诺水平,估算了这些概况。这种方法允许我们检测这些概要文件是否会证明目标之间的一致性或不兼容性,以及组织的WAC是否会作为主要目标而不是许多目标之一出现。本研究还调查了员工社会化(即组织、同事和角色)是否能预测员工是否会成为理想的员工。最后,为了研究WAC档案的互补、协同和/或竞争效应,我们测试了它们与工作绩效、离职意向和生活满意度的关系。潜在特征分析揭示了目标之间的兼容性和冲突性,并将组织定位为众多目标之一:(1)全球致力于工作生活,具有专业的职业取向;(2)在全球范围内致力于以社会为导向的工作生活;(3)在全球范围内不致力于以专业为导向的工作生活;(4)在全球范围内不专注于工作生活,以职业规划和客户为导向;(5)在全球范围内致力于工作生活,并有向上的动力。除了角色社会化之外,所有形式的社会化都预示着更理想的WAC概况的成员。以较高的全球WAC水平为特征的概况也与更理想的结果相关。我们最终发现了WAC目标在结果方面的互补性、协同性和竞争性的证据。
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来源期刊
CiteScore
5.10
自引率
0.00%
发文量
77
期刊介绍: The Canadian Journal of Behavioural Science publishes original, empirical contributions in the following areas of psychology: - abnormal - behavioural - community - counselling - educational - environmental - developmental - health - industrial–organizational - clinical - neuropsychological - personality - psychometrics - social
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