Although it has long been recognized that employees' workplace affective commitment can be directed at a variety of foci, theory and research on this multifocal perspective remain underdeveloped, possibly due to the lack of a short, yet comprehensive measure. The purpose of the present study was to assess the psychometric properties of a newly developed short (24-item) version of the Workplace Affective Commitment Multidimensional Questionnaire (WACMQ-S), covering affective commitment directed at the organization, supervisor, coworkers, customers, tasks, profession, work, and career. Using two independent samples of English-(N = 676, including 648 females) and French-(N = 733, including 593 females) speaking healthcare professionals and the newly developed bifactor-ESEM framework, the present study supported the factor validity, composite reliability, test-retest reliability, linguistic invariance, and criterion-related validity (in relation to turnover intentions, in-role performance, and organizational citizenship behaviors) of the WACMQ-S ratings. The results also demonstrated the superiority of a bifactor-ESEM representation of WACMQ-S ratings, confirming the importance of taking into account employees' global levels of commitment to their work life. Finally, the results also proved to be fully generalizable to subsamples of hospital and community healthcare professionals, as well as of nurses and beneficiary attendants.
The present series of three independent studies examines how workaholism and work engagement combine relying on a variety of distinct methodologies: interaction effects (Study 1, n = 160), a person-centered approach (Study 2, including two samples of n = 321 and 332), and a hybrid mixture regression approach (Study 3, n = 283). This research also documents the relations between workaholism, work engagement, and work outcomes (i.e., work-family conflicts, work performance, sleeping difficulties, and burnout). Furthermore, this research investigates the role of workload (Studies 2 and 3) and perceived social support (Study 2) in the prediction of profile membership. Studies 1 and 2 showed that that the combination of high levels of work engagement with high levels of workaholism was associated with a variety of negative outcomes. In Study 3, the highest levels of sleeping difficulties and work-family conflicts were associated with the workaholic profile, followed by the engaged-workaholic profile, and finally the engaged profile. Finally, in Studies 2 and 3, workload showed strong associations with an increased likelihood of membership into the profiles characterized by higher levels of workaholism.
This research seeks to identify employees’ profiles characterised by distinct perceptions of three sources of social support at work (i.e., organisation, supervisor, and colleagues), and the extent to which these profiles generalise across two samples of workers (N = 185 and 387). This research also investigates the associations between the profiles and a series of outcomes. Latent profile analysis revealed five identical profiles in both samples: (1) moderately supported; (2) isolated; (3) supervisor supported; (4) weakly supported; and (5) highly supported. The most desirable outcomes (job satisfaction, performance, and affective commitment) were associated with Profile 5 (highly supported), while the highest levels of emotional exhaustion were observed in Profile 2 (isolated).
Considerable progress in commitment theory has been made possible by the adoption of a person-centered perspective. Such a perspective has made it possible for researchers to identify the most common combinations of Affective (AC), Normative (NC), and Continuance (CC) commitment to the organization. These combinations, or profiles, describe the various types of psychological processes depicting the ties linking employees with their organizations. However, limited research has consider commitment profiles as they relate to distinct targets of commitment, and even fewer studies have done so while adopting a longitudinal perspective.
AKNOWLEDGEMENTSAbove all, I extend my gratitude to Dr. Alexandre Morin for his guidance and support, without which this thesis would not have been possible. It is worth recognizing that I have learnt more in the last two years, under his supervision, than in the rest of my academic career combined, which speaks to his exceptional mentoring abilities. I am also grateful to all members of the Substantive Methodological Synergy lab for providing insights when needed, and fostering a productive work environment in which to exchange ideas.Thank you also to Claude Fernet for kindly agreeing to share the data that he and his team collected, and to Bill Bukowski and Christian Vandenberghe for taking the time to serve on my committee and provide feedback for my educational benefit.A special thanks to Karine Elalouf, who is always looking out for my well-being and making sure that I stay on track. Finally, thank you to all my friends and family for their love and support over the last two years, as they are the reason I am able to maintain a healthy work-life balance. v
Contribution of AuthorsThis thesis was written in collaboration with Dr. Alexandre Morin, who provided continuous support and feedback, as well as guiding necessary revisions to produce a research article that is coherent and socially relevant. Dr. Claude Fernet also contributed significantly by providing a rich data set that was years in the making, allowing for research on a largely neglected population of high-level managers in the public sector.
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