Please use this identifier to cite or link to this item:https://hdl.handle.net/20.500.12259/38343
Type of publication: Tezės kituose recenzuojamuose leidiniuose / Theses in other peer-reviewed publications (T1e)
Field of Science: Psichologija / Psychology (S006)
Author(s): Genevičiūtė-Janonienė, Giedrė;Endriulaitienė, Auksė
Title: Person-centered approach vs. Variable-centered approach in determining relationship between organizational commitment and work-family conflict
Is part of: Looking at the past - planning for the future: Capitalizing on OHP multidisciplinarity : Proceedings of the 11th European Academy of Occupational Health Psychology conference, 14-16 April, 2014, London. Nottingham : EAOHP, 2014
Extent: p. 329-330
Date: 2014
Note: ISBN (Online version): 978-0-9928786-1-0
Keywords: Organizacinis įsipareigojimas;Darbo ir šeimos konfliktas;Organizational commitment;Work-family conflict
ISBN: 9780992878603
Abstract: For more than a decade researchers have explored organizational commitment and tried to determine its influence on work behaviour based using a person-centered approach instead of variable-centered approach (Meyer & Hercovitch, 2001; Meyer et al., 2012). Most studies investigating relations between commitment and work-family conflict apply a variable-centered approach and emphasize negative relationships between these two variables (Casper et al., 2011; Namasivayam & Zhao, 2007). As organizational commitment is a comprehensive psychological state characterized by different levels on all components (affective, normative and continuance) of commitment, the usage of profiles of different components of commitment may assist in determining the relationships between commitment and work - family conflict. Therefore, the purpose of this study was to compare person-centered and variable-centered approaches investigating relationships between organizational commitment and work-family conflict. A cross-sectional survey was employed to gather data from 1,098 employees (747 women and 361 men) from different organizations in Lithuania using the Organizational commitment questionnaire (Meyer, Allen, 2004) and Work-family conflict scale (Carlson et al., 2000). Correlational analysis showed that all three components of commitment were negatively related to different forms of work-family conflict on various levels. K-means clustering analysis was used to identify four commitment profiles (fully committed, affective-dominant, continuance-dominant and uncommitted). Multivariate analysis of covariance (MANOVA) revealed statistically significant differences between four clusters (profiles) of commitment with regard to work-family conflict. [...]
Internet: http://www.eaohp.org/uploads/1/1/0/2/11022736/eaohp2014_book_of_proceedings.pdf
http://www.eaohp.org/uploads/1/1/0/2/11022736/eaohp2014_book_of_proceedings.pdf
Affiliation(s): Vytauto Didžiojo universitetas
Appears in Collections:Universiteto mokslo publikacijos / University Research Publications

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