Organizational Commitment in the Military: Application of a Profile Approach

According to the 3-component model of commitment, the individual components of commitment—affective (AC), normative (NC), and continuance (CC)—combine to form profiles, and these profiles have different implications for behavior and well-being. We tested these propositions in a military context and also examined conditions (perceived organizational support, organizational justice, job satisfaction, and satisfaction with leadership) that might contribute to the development of commitment profiles. Latent profile analyses of data from 6,501 respondents to the 2010 Canadian Forces Retention Survey revealed 6 distinct profiles. Personnel with profiles reflecting strong AC and NC reported the most favorable work conditions, stay intentions, and well-being; uncommitted personnel and those with CC-dominant profiles reported the least favorable conditions, were most active in job search activities, and scored highest on anxiety and depression. The value of taking a profile approach, and the implications of managing work conditions to promote optimal profiles, are discussed.     

Ordinal Position Learning and Remote Anticipation

Rats were runway trained on each of two 3-trial series of reward outcomes. The series are labeled XNY and ZNN, for which X represents a trial that was rewarded with Noyes pellets and N represents a trial that ended with no reward. Units of distinctively flavored breakfast cereals served as reward on trials labeled Y and Z. One group (Floor) had each series occur with a correlated runway floor, either smooth and black or rough and white. For a second group (Memory), the floor cue was uncorrelated with series. Animals in both groups learned to approach the goal rapidly on the 1st trials of the 2 series and slowly on the 2nd trials, but only Group Floor learned to differentiate the 3rd trials of the series. These results recommend a view of serial learning that emphasizes the role played by information about the ordinal position of series items.     

Within-person profiles of teachers' motivation to teach: Associations with need satisfaction at work,need-supportive teaching,and burnout

ObjectivesAccording to self-determination theory, teachers can engage in their job for a variety of reasons. Motivation can be controlled (feeling externally or internally pressured) or autonomous in nature (enjoying teaching or valuing its importance). The aim of this study was to identify motivational profiles (i.e., within-teacher combinations of autonomous and controlled motivation) and to examine associations between these motivational profiles and the following variables: experiences of need satisfaction, dimensions of teaching style, and burnout.DesignThis study has a cross-sectional design based on teacher reports.MethodsA total of 201 PE teachers signed in for an online questionnaire on motivation to teach, need satisfaction at work, need-supportive teaching and burnout.ResultsFour hypothesized motivational profiles were retained: a poor quality, a low quantity, a high quantity, and a good quality group. The good quality group displayed the most optimal pattern of antecedents and outcomes, closely followed by the high quantity group. The poor quality group displayed the most maladaptive pattern of associations with antecedents and outcomes, even in comparison to the low quantity group.ConclusionsEndorsing a specific motivational profile has implications for teachers' need satisfaction and burnout, but also for students, because the quality of teachers' motivation also shows in provided need support toward the students. This finding might convince school policy members and other stakeholders to value the importance of nurturing teachers' autonomous motivation.     

潜在剖面分析在区分抑郁情绪患者的应用

目的：使用情绪启动的研究范式,探讨情绪启动对抑郁情绪患者的分类效果.方法：抽取35名抑郁情绪患者和35名正常被试,分别完成6种条件的实验任务,采用潜在剖面分析和logistic回归分析,分析6种条件对两组被试的分类结果.结果：两组被试在6种条件下对人脸表情判断的正确数和反应时存在显著差异,抑郁患者的反应时间明显延长,识别的正确数比正常被试少,潜在剖面分析的结果与真实结果具有较高的一致性.结论：潜在剖面分析能较好地区分正常组与抑郁组患者,为鉴别正常人与抑郁情绪患者提供新的途径.     

Dual commitment profiles and job satisfaction among temporary agency workers

Temporary agency workers (TAWs) are an ever-increasing type of employees which establish a double work relationship with both the agency and the client organization. Within this context, the concept of dual commitment has received considerable attention in the last years. The present contribution integrates dual commitment line of research with the one adopting a person-centered approach to the study of commitment configurations, to investigate commitment profiles on a large sample of TAWs. According to Sinclair et al.'s framework, we aimed to identify TAWs' commitment profiles based on their levels of dual affective commitment (to the agency and to the client organization) and on their general continuance commitment and to investigate differences in job satisfaction among profiles. Latent profile analyses on 7225 TAWs revealed 5 distinct profiles, namely Dually Free Agents, Dually Involved, Dually Allied, (Unilaterally) Client Allied and (Unilaterally) Agency Invested. The Dually Involved profile, followed by the Dually Allied profile, had the highest level of job satisfaction, whereas the Dually Free Agent profile and the (Unilaterally) Agency Invested had the lowest. Furthermore, the (Unilaterally) Client Allied group had a higher level of job satisfaction as compared to the (Unilaterally) Agency Invested profile. Implications are discussed.     

Characterization of visual scanning while driving for the identification of drivers’ profiles

Assessing the driving skills of people with cognitive or visual impairments is often complex. The analysis of visual exploration strategies can be a good solution to identify the implementation or not of good strategies of information search in the visual scene (adaptation and compensation). In this study, we compared the visual exploration behaviours of 26 healthy, 19 glaucoma and 21 elderly participants. For this purpose, we used a driving simulator for which a visual field measurement test had been adapted to obtain measurements in static and dynamic conditions. The dynamics of the gaze was also measured. Our results showed that each of the three groups of participants had specific characteristics of visual exploration. Using a classification algorithm, we were able to show that it was possible to identify the group which a participant belonged to on the basis of the visual exploration’s characteristics. This finding opens the door to many applications in the context of driving assistance and training.     

On the temporal stability of self-determined work motivation profiles: a latent transition analysis

ABSTRACT

This study extends the research and theory on work motivation by examining temporal stability and change in employees’ self-determined work motivation profiles and their differential relations to various predictors and outcomes. We gathered data at two time points over a 24-month period from a sample of 438 newly registered public health care nurses. Results of latent profile and latent transition analyses revealed four distinct profiles (strongly, moderately, self-determined, and poorly motivated), estimated from the position of global and specific behavioural regulations on the motivation continuum proposed by self-determination theory. These profiles were entirely stable at the within-sample level, although within-person changes in profile membership occurred for 30–40% of employees. Of particular interest, perceptions of job resources were consistently associated with greater likelihood of membership in the strongly and moderately motivated profiles. These profiles were also consistently associated with lower emotional exhaustion and intentions to leave the occupation and the organization and with higher in-role performance compared to the self-determined and poorly motivated profiles.