Psychology Commons^™

A Longitudinal Person-Centred Investigation Of Commitment In Newcomers To The Military, Brittney K. Anderson

Electronic Thesis and Dissertation Repository

Organizational commitment is a force that binds individuals to their company through their desire, obligation, and need to stay. Employees who are committed to the organization are more likely to demonstrate higher engagement, greater satisfaction, and fewer intentions to leave their company. Research has also demonstrated that investigating how each of the three forms of commitment – affective, normative, and continuance – interact allows for better prediction of employee outcomes. Using person-centred approaches, previous research has shown that there are typically five to seven profiles of commitment, and that membership in these profiles has implications for employee behaviours. However, little …

Goal Alignment: Construct Development And Measurement Of A Moderator Of Commitment, Jose A. Espinoza

Electronic Thesis and Dissertation Repository

Previous research has provided evidence that commitment to one target can have implications for outcomes of relevance to another. In this research, I propose a construct, goal alignment, to help explain these crossover effects. I also develop a scale to assess goal alignment, the target-free Goal Alignment Measure (GAM), and investigate its moderating effects as they pertain to organizational and occupational commitment. Two studies were conducted in this research, an experimental vignette design with a student population and a survey study with full-time employees. Results provide support for the psychometric quality of the GAM but mixed support for goal alignment …

An Investigation Of The Role Of Corporate Social Responsibility Features In Attracting And Retaining Employees, Nicholas L. Bremner

Electronic Thesis and Dissertation Repository

Research on corporate social responsibility (CSR) has grown in parallel to organizations’ adoption of the triple bottom line (economic, environmental, social) approach to performance, and stakeholders’ expectations for organizations to contribute to a greater social good (Aguinis & Glavas, 2012). As a burgeoning area of research, the CSR literature has mostly been conducted from a macro-level (organization-level) perspective aiming to answer questions about the implications of CSR for organizations and society. Micro-level (individual-level) research is comparatively less common, but is beginning to grow as well (Rupp & Mallory, 2015).

While micro-level research has made significant progress toward answering …

Psychological Contracts In The Workplace: A Mixed Methods Design Project, Kate J. Mcinnis

Electronic Thesis and Dissertation Repository

Employee perceptions of psychological contracts were explored in a mixed methods design project. Although psychological contract research has been popular since its inception over 50 years ago, the field makes a number of assumptions about how employees truly experience psychological contracts (Conway & Briner, 2009). The primary goal of the present research was to identify how psychological contracts should be measured and theorized to reflect the natural experiences and language of employees. In Study 1, I examined a number of the theory’s assumptions by asking employees in interviews about their psychological contract experiences. A descriptive phenomenological approach allowed me to …

Workplace Commitment And Employee Well-Being: A Meta-Analysis And Study Of Commitment Profiles, Elyse R. Maltin

Electronic Thesis and Dissertation Repository

Employee commitments have been connected to a multitude of organizationally- relevant variables, including turnover, absenteeism, job performance, and organizational citizenship behaviours (e.g., Meyer, Stanley, Herscovtich, & Topolnytsky, 2002). Research has repeatedly demonstrated that the form these commitments take matters; that is, research has shown that commitment based on a mindset of affective attachment has the strongest positive relations with desired outcomes, while commitment based on mindsets of social or economic costs has much weaker and sometimes even negative relations with these same outcomes.

Far less research exists on the connection between workplace commitments and their implications for employees themselves, although …