John P Meyer
Biographic Data
| ID | 3771998 |
|---|---|
| NAME | John P Meyer |
| GIVEN NAMES | John P |
| FAMILY NAME | Meyer |
| SIGNATURE | MEYER J P |
| AFFILIATIONS | Western University |
| ORCID | 0000-0002-6759-7476 |
| VERIFIED | Yes |
| TOTAL WORKS | 31 |
| TOTAL CITATIONS | 619 |
| AUTHOR COUNT | 31 |
| EDITOR COUNT | 0 |
| FIRST PUBLICATION YEAR | 1977 |
| LATEST PUBLICATION YEAR | 2026 |
| H-INDEX | 5 |
Purpose as a Psychological Need: Evaluation Against Established Criteria, Development of a Measure, and Empirical Evidence for a Link to Well-being
Enriching management learning with differentiated instruction
Purpose The purpose of this study is to utilize an exploratory multiple-case design research method using three undergraduate management courses at a medium-sized private comprehensive college near a large metropolitan area in the USA. Design/methodology/approach This paper explores differentiated instruction in relation to experiential learning in management education by examining three teaching applications from different management courses to …
Profiles of global and target-specific work commitments: Why compatibility is better and how to achieve it
Investigating the Dimensionality and Stability of Union Commitment Profiles over a 10-Year Period: A Latent Transition Analysis
The authors adopt a person-centered approach to the investigation of the dimensionality of the union commitment construct by capitalizing on a 10-year longitudinal study (from 1992 to 2002) of 637 union members in their first year of employment measured again 1 and 10 years later. Results reveal four distinct profiles of union commitment, presenting a stable structure over time. These profiles demonstrate consistency in commitment level across th…
Employee commitment before and after an economic crisis: A stringent test of profile similarity
Researchers have recently begun to take a person-centered (profile) approach to investigate how the affective, normative and continuance commitment mindsets combine within the three-component model of organizational commitment. The meaningfulness of the profiles identified in this research depends, in part, on evidence that similar profiles emerge across samples, particularly those drawn from a common population. We conducted a particularly strin…
Taking a person-centered approach to personality: A latent-profile analysis of the Hexaco model of personality
Multiple-Group Analysis of Similarity in Latent Profile Solutions
Despite the increased popularity of person-centered analyses, no comprehensive approach exists to guide the systematic investigation of the similarity (or generalizability) of latent profiles, their predictors, and their outcomes across subgroups of participants or time points. We propose a six-step process to assess configural (number of profiles), structural (within-profile means), dispersion (within-profile variability), distributional (size o…
Are Commitment Profiles Stable and Predictable? A Latent Transition Analysis
Recent efforts have been made to identify and compare employees with profiles reflecting different combinations of affective (AC), normative (NC), and continuance (CC) organizational commitment. To date, the optimal profiles in terms of employee behavior and well-being have been found to be those in which AC, NC, and CC are all strong, or those where AC, or AC and NC, dominate. The poorest outcomes are found for profiles where AC, NC, and CC are …
Longitudinal associations between employees’ beliefs about the quality of the change management process, affective commitment to change and psychological empowerment
Organizational changes are costly ventures that too often fail to deliver the expected outcomes. Psychological empowerment and affective commitment to change are proposed as especially important in turbulent contexts characterized by multiple and ongoing changes requiring employees’ continuing contributions. In such a context, employees’ beliefs that the changes are necessary, legitimate and will be supported, are presumed to increase psychologic…
Organizational Commitment
Stimulated initially by concerns over retention, organizational commitment research has evolved to address the different ways that commitment can be experienced (i.e., multiple mindsets) and the different targets to which it is directed (multiple foci). Consideration is also given to a wider range of organization‐relevant outcomes and to employee well‐being.
Implications of Item Keying and Item Valence for the Investigation of Construct Dimensionality
Factor analysis and nomological network analysis are commonly used as complementary procedures in the investigation of the dimensionality of constructs (e.g., self-esteem, job satisfaction). Although it has been demonstrated that factor analyses are often biased toward a two-dimensional solution for measures including regular- and reverse-keyed items, less attention has been paid to the implications for nomological network analyses. We propose, a…
Employee commitment and well-being: A critical review, theoretical framework and research agenda
Two-dimensional affective space: A new approach to orienting the axes
What are the constructs that underlie affective experiences? Some authors have suggested Valence and Activation, whereas others have suggested Positive Activation and Negative Activation-both approaches are represented by different axis orientations in traditional two-mode (People x Adjectives) factor analysis. The authors provide new evidence for this debate by using three-mode (People x Adjectives x Occasions) parallel factor (PARAFAC) analysis…
Employee Commitment and Motivation: A Conceptual Analysis and Integrative Model.
Theorists and researchers interested in employee commitment and motivation have not made optimal use of each other's work. Commitment researchers seldom address the motivational processes through which commitment affects behavior, and motivation researchers have not recognized important distinctions in the forms, foci, and bases of commitment. To encourage greater cross-fertilization, the authors present an integrative framework in which commitme…
Commitment to organizational change: Extension of a three-component model.
Three studies were conducted to test the application of a three-component model of workplace commitment (J. P. Meyer & N. J. Allen, 1991: J. P. Meyer & L. Herscovitch, 2001) in the context of employee commitment to organizational change. Study 1, conducted with 224 university students, provided preliminary evidence for the validity of newly developed Affective, Continuance, and Normative Commitment to Change Scales. Studies 2 and 3, conducted wit…
Affective, Continuance, and Normative Commitment to the Organization: A Meta-analysis of Antecedents, Correlates, and Consequences
Commitment in the workplace: Toward a general model
Examination of the combined effects of work values and early work experiences on organizational commitment
We tested the hypothesis that the influence of early work experiences on organization commitment would be moderated by the value employees place on these experiences. We measured work values in two samples of recent university graduates prior to organizational entry, and obtained measures of commensurate work experiences and three forms of commitment (affective, continuance, and normative: Allen and Meyer, 1990) on different occasions following e…
Affective, Continuance, and Normative Commitment to the Organization: An Examination of Construct Validity
Commitment to organizations and occupations: Extension and test of a three-component conceptualization.
he authors tested the generalizability of J. P. Meyer and N. J. Allen's (1991) 3-component model of organizational commitment to the domain of occupational commitment. Measures of affective, continuance, and normative commitment to occupation were developed and used to test hypotheses concerning their differential relations with antecedent and consequence variables. Confirmatory factor analyses conducted on data collected from samples of student …
Job Satisfaction, Organizational Commitment, Turnover Intention, and Turnover: Path Analyses Based on Meta‐analytic Findings
Cross‐study differences in the contributions of work attitudes to the turnover process led us to (a) estimate the six relations among job satisfaction, organizational commitment, turnover intention/withdrawal cognitions, and turnover using meta‐analysis; (b) assess the effects of several psychometric moderators on those relations; and (c) compare the influences of satisfaction and commitment in the turnover process by applying path analysis to th…
A three-component conceptualization of organizational commitment
Affective and continuance commitment to the organization: Evaluation of measures and analysis of concurrent and time-lagged relations.
Examen des liens causaux reliant l'implication affective et la continuation de l'implication dans une organisation. Etude de la structure factorielle des echelles d'evaluation de ces 2 concepts (ACS et CCS, Meyer et Allen, 1984). 3 echantillons d'employes nouvellement embauches dont 1 repondant a 3 occasions durant la premiere annee d'exercice (etude longitudinale). Analyses factorielles confirmatoires, tests de modeles causaux non recursifs
The measurement and antecedents of affective, continuance and normative commitment to the organization
Organizational commitment has been conceptualized and measured in various ways. The two studies reported here were conducted to test aspects of a three-component model of commitment which integrates these various conceptualizations. The affective component of organizational commitment, proposed by the model, refers to employees' emotional attachment to, identification with, and involvement in, the organization. The continuance component refers to…
Organizational commitment and job performance: It's the nature of the commitment that counts.
The measurement and antecedents of affective, continuance and normative commitment to the organization
Organizational commitment has been conceptualized and measured in various ways. The two studies reported here were conducted to test aspects of a three-component model of commitment which integrates these various conceptualizations. The affective component of organizational commitment, proposed by the model, refers to employees' emotional attachment to, identification with, and involvement in, the organization. The continuance component refers to…
From attribution to helping: An analysis of the mediating effects of affect and expectancy
Causal attribution for success and failure: A multivariate investigation of dimensionality, formation, and consequences
The dimensions underlying causal attributions for success and failure, the influence of various informational cues on attributions along these dimensions, and the consequences of such attributions were investigated using a three-mode factor analytic technique developed by Harshman. Hypothetical cases describing high school students' performance on a university entrance exam, their performance in high school, the performance of others on the exam,…
Longitudinal associations between employees’ beliefs about the quality of the change management process, affective commitment to change and psychological empowerment
Organizational changes are costly ventures that too often fail to deliver the expected outcomes. Psychological empowerment and affective commitment to change are proposed as especially important in turbulent contexts characterized by multiple and ongoing changes requiring employees’ continuing contributions. In such a context, employees’ beliefs that the changes are necessary, legitimate and will be supported, are presumed to increase psychologic…
Factor analysis of the Multiple Affect Adjective Check List: A separation of positive and negative affect
The Multiple Affect Adjective Check List (MAACL) is one of the most widely used instruments research in olving the assessment of emotional states. We examined the factor structure of the MAACL. When it was administered a large sample of undergraduate students, the correlations among the MAACL Anxiety. Depression, and Hostility scales ranged from .72 .82. Principal-components factor analysis of the MAACL adjectives yielded two large unipolar facto…
Taking a person-centered approach to personality: A latent-profile analysis of the Hexaco model of personality
Employee commitment before and after an economic crisis: A stringent test of profile similarity
Researchers have recently begun to take a person-centered (profile) approach to investigate how the affective, normative and continuance commitment mindsets combine within the three-component model of organizational commitment. The meaningfulness of the profiles identified in this research depends, in part, on evidence that similar profiles emerge across samples, particularly those drawn from a common population. We conducted a particularly strin…
Need compatibility and marital adjustment in young married couples
This investigation of need compatibility in married couples introduced several theoretical and methodological innovations in an effort to overcome the problems inherent in previous studies. It was predicted that spouses would express greater adjustment on the Locke-Wallace Marital-Adjustment Scale to the extent that they were similar on 9 needs and complementary on 3 needs (Type 1) and 14 need combinations (Type 2). The needs of 66 young married …
Causal attribution for success and failure: A multivariate investigation of dimensionality, formation, and consequences
The dimensions underlying causal attributions for success and failure, the influence of various informational cues on attributions along these dimensions, and the consequences of such attributions were investigated using a three-mode factor analytic technique developed by Harshman. Hypothetical cases describing high school students' performance on a university entrance exam, their performance in high school, the performance of others on the exam,…
From attribution to helping: An analysis of the mediating effects of affect and expectancy
Testing the "side-bet theory" of organizational commitment: Some methodological considerations.
Factor analysis of the Multiple Affect Adjective Check List: A separation of positive and negative affect
The Multiple Affect Adjective Check List (MAACL) is one of the most widely used instruments research in olving the assessment of emotional states. We examined the factor structure of the MAACL. When it was administered a large sample of undergraduate students, the correlations among the MAACL Anxiety. Depression, and Hostility scales ranged from .72 .82. Principal-components factor analysis of the MAACL adjectives yielded two large unipolar facto…
Links between work experiences and organizational commitment during the first year of employment: A longitudinal analysis
In this study, the Organizational Commitment Questionnaire and self‐report measures of work experiences were completed by newly hired university graduates 1, 6 and 11 months after starting employment. The time‐lagged influence of work experiences on commitment, and of commitment on work experiences, was examined using structural regression analyses. The results revealed effects of work experiences in the first month of employment on commitment me…
Organizational commitment and job performance: It's the nature of the commitment that counts.
Affective and continuance commitment to the organization: Evaluation of measures and analysis of concurrent and time-lagged relations.
Examen des liens causaux reliant l'implication affective et la continuation de l'implication dans une organisation. Etude de la structure factorielle des echelles d'evaluation de ces 2 concepts (ACS et CCS, Meyer et Allen, 1984). 3 echantillons d'employes nouvellement embauches dont 1 repondant a 3 occasions durant la premiere annee d'exercice (etude longitudinale). Analyses factorielles confirmatoires, tests de modeles causaux non recursifs
The measurement and antecedents of affective, continuance and normative commitment to the organization
Organizational commitment has been conceptualized and measured in various ways. The two studies reported here were conducted to test aspects of a three-component model of commitment which integrates these various conceptualizations. The affective component of organizational commitment, proposed by the model, refers to employees' emotional attachment to, identification with, and involvement in, the organization. The continuance component refers to…
A three-component conceptualization of organizational commitment
Commitment to organizations and occupations: Extension and test of a three-component conceptualization.
he authors tested the generalizability of J. P. Meyer and N. J. Allen's (1991) 3-component model of organizational commitment to the domain of occupational commitment. Measures of affective, continuance, and normative commitment to occupation were developed and used to test hypotheses concerning their differential relations with antecedent and consequence variables. Confirmatory factor analyses conducted on data collected from samples of student …
Job Satisfaction, Organizational Commitment, Turnover Intention, and Turnover: Path Analyses Based on Meta‐analytic Findings
Cross‐study differences in the contributions of work attitudes to the turnover process led us to (a) estimate the six relations among job satisfaction, organizational commitment, turnover intention/withdrawal cognitions, and turnover using meta‐analysis; (b) assess the effects of several psychometric moderators on those relations; and (c) compare the influences of satisfaction and commitment in the turnover process by applying path analysis to th…
Affective, Continuance, and Normative Commitment to the Organization: An Examination of Construct Validity
Examination of the combined effects of work values and early work experiences on organizational commitment
We tested the hypothesis that the influence of early work experiences on organization commitment would be moderated by the value employees place on these experiences. We measured work values in two samples of recent university graduates prior to organizational entry, and obtained measures of commensurate work experiences and three forms of commitment (affective, continuance, and normative: Allen and Meyer, 1990) on different occasions following e…
Commitment in the workplace: Toward a general model
Commitment to organizational change: Extension of a three-component model.
Three studies were conducted to test the application of a three-component model of workplace commitment (J. P. Meyer & N. J. Allen, 1991: J. P. Meyer & L. Herscovitch, 2001) in the context of employee commitment to organizational change. Study 1, conducted with 224 university students, provided preliminary evidence for the validity of newly developed Affective, Continuance, and Normative Commitment to Change Scales. Studies 2 and 3, conducted wit…
Affective, Continuance, and Normative Commitment to the Organization: A Meta-analysis of Antecedents, Correlates, and Consequences
Employee Commitment and Motivation: A Conceptual Analysis and Integrative Model.
Theorists and researchers interested in employee commitment and motivation have not made optimal use of each other's work. Commitment researchers seldom address the motivational processes through which commitment affects behavior, and motivation researchers have not recognized important distinctions in the forms, foci, and bases of commitment. To encourage greater cross-fertilization, the authors present an integrative framework in which commitme…
Two-dimensional affective space: A new approach to orienting the axes
What are the constructs that underlie affective experiences? Some authors have suggested Valence and Activation, whereas others have suggested Positive Activation and Negative Activation-both approaches are represented by different axis orientations in traditional two-mode (People x Adjectives) factor analysis. The authors provide new evidence for this debate by using three-mode (People x Adjectives x Occasions) parallel factor (PARAFAC) analysis…
Employee commitment and well-being: A critical review, theoretical framework and research agenda
Organizational Commitment
Stimulated initially by concerns over retention, organizational commitment research has evolved to address the different ways that commitment can be experienced (i.e., multiple mindsets) and the different targets to which it is directed (multiple foci). Consideration is also given to a wider range of organization‐relevant outcomes and to employee well‐being.
Implications of Item Keying and Item Valence for the Investigation of Construct Dimensionality
Factor analysis and nomological network analysis are commonly used as complementary procedures in the investigation of the dimensionality of constructs (e.g., self-esteem, job satisfaction). Although it has been demonstrated that factor analyses are often biased toward a two-dimensional solution for measures including regular- and reverse-keyed items, less attention has been paid to the implications for nomological network analyses. We propose, a…
Multiple-Group Analysis of Similarity in Latent Profile Solutions
Despite the increased popularity of person-centered analyses, no comprehensive approach exists to guide the systematic investigation of the similarity (or generalizability) of latent profiles, their predictors, and their outcomes across subgroups of participants or time points. We propose a six-step process to assess configural (number of profiles), structural (within-profile means), dispersion (within-profile variability), distributional (size o…
Are Commitment Profiles Stable and Predictable? A Latent Transition Analysis
Recent efforts have been made to identify and compare employees with profiles reflecting different combinations of affective (AC), normative (NC), and continuance (CC) organizational commitment. To date, the optimal profiles in terms of employee behavior and well-being have been found to be those in which AC, NC, and CC are all strong, or those where AC, or AC and NC, dominate. The poorest outcomes are found for profiles where AC, NC, and CC are …
Longitudinal associations between employees’ beliefs about the quality of the change management process, affective commitment to change and psychological empowerment
Organizational changes are costly ventures that too often fail to deliver the expected outcomes. Psychological empowerment and affective commitment to change are proposed as especially important in turbulent contexts characterized by multiple and ongoing changes requiring employees’ continuing contributions. In such a context, employees’ beliefs that the changes are necessary, legitimate and will be supported, are presumed to increase psychologic…
Psychology (27 works) · Social Psychology (25 works) · Job Satisfaction and Organizational Behavior (19 works) · Organizational commitment (15 works) · Computer Science (9 works) · Continuance (9 works) · Social Psychology (9 works) · Political science (7 works) · Statistics (7 works) · Affective events theory (6 works)