Social and Behavioral Sciences 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 …

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 …

Resiliency And Well-Being: Trajectories Of Change Over Time, Matthew Mclarnon

Electronic Thesis and Dissertation Repository

Resiliency is often considered an attribute that can assist an individual in overcoming adversity. The predominant theme in the literature is that resiliency is positively related to achieving positive outcomes after a challenging experience. For example, stemming from Luthans and colleagues’ work on Psychological Capital (Luthans, Youssef, & Avolio, 2007), resiliency has been positively linked to psychological well-being, job satisfaction, and job performance. However, scant research is available on the processes behind resiliency and the mechanisms that promote well-being in the face of adversity. Therefore, the two studies comprising this dissertation aimed to address focal research questions around a) why …

The Impact Of The Operational Environment On The Commitment Profiles Of Canadian Armed Forces Soldiers, Christina L. Eastwood

Electronic Thesis and Dissertation Repository

The aim of this study was to use latent profile analysis to determine whether commitment profiles found in previous studies could be replicated in a deployed Canadian military sample. This study examined antecedents contributing to the development of the profiles, outcomes associated with profile membership and stability of profiles solutions. A total of 4254 (pre-deployment) and 2365 (post-deployment) military personnel completed surveys related to affective (AC), normative (NC) and continuance (CC) organizational commitment, unit climate, operational preparedness, psychological distress, and intention to stay. Four commitment profiles (e.g., high AC- dominant, low CC/NC-dominant, Moderately and Weakly committed) emerged across both samples. …

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 …