Please use this identifier to cite or link to this item:https://hdl.handle.net/20.500.12259/38343
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dc.contributor.authorGenevičiūtė-Janonienė, Giedrė-
dc.contributor.authorEndriulaitienė, Auksė-
dc.coverage.spatialGB-
dc.date.accessioned2018-10-06T14:52:18Z-
dc.date.available2018-10-06T14:52:18Z-
dc.date.issued2014-
dc.identifier.isbn9780992878603-
dc.identifier.otherVDU02-000015325-
dc.identifier.urihttp://www.eaohp.org/uploads/1/1/0/2/11022736/eaohp2014_book_of_proceedings.pdf-
dc.descriptionISBN (Online version): 978-0-9928786-1-0-
dc.description.abstractFor 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. [...]en
dc.description.sponsorshipVytauto Didžiojo universitetas-
dc.format.extentp. 329-330-
dc.language.isoen-
dc.relation.ispartofLooking 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-
dc.subjectOrganizacinis įsipareigojimaslt
dc.subjectDarbo ir šeimos konfliktaslt
dc.subjectOrganizational commitmenten
dc.subjectWork-family conflicten
dc.subject.otherPsichologija / Psychology (S006)-
dc.titlePerson-centered approach vs. Variable-centered approach in determining relationship between organizational commitment and work-family conflicten
dc.typeTezės kituose recenzuojamuose leidiniuose / Theses in other peer-reviewed publications (T1e)-
dcterms.bibliographicCitation0-
dc.date.updated2014-05-16T10:00Z-
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local.typeT-
item.grantfulltextopen-
item.fulltextWith Fulltext-
crisitem.author.deptPsichologijos katedra-
crisitem.author.deptPsichologijos katedra-
Appears in Collections:Universiteto mokslo publikacijos / University Research Publications
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