Student-athletes’ dual commitment to school and sport: Compatible or conflicting?

There is general agreement that for collegiate student-athletes to thrive in academics and athletics these individuals must develop and maintain quality commitments to both school and sport throughout college. Yet, limited research has investigated student-athletes’ concurrent negotiation of their discrete commitments to school and sport, and its consequences for these individuals' academic, athletic, and general lives. The purpose of the present study was threefold: (a) identify distinct profiles representing collegiate students-athletes’ dual commitment to school and sport, (b) detect whether these dual commitment profiles demonstrated compatibility versus conflict, and (c) examine the relationships between dual commitment profiles and student-athletes’ academic, athletic, and general life outcomes. A sample of 248 NCAA Division I student-athletes (Mage = 19.87 years, SD = 1.33 years) completed measures of commitment, engagement, and burnout in school and sport, as well as global psychological well-being indices (i.e., life satisfaction and subjective vitality). Using latent profile analyses, results supported a four-profile solution comprising dual commitment profiles with unique configurations of enthusiastic (EC) and constrained (CC) commitment to school and sport: Weak CC-Dominant: School/Strong EC-Dominant: Sport (n = 43), Weak CC-Dominant: School/Strong CC-Dominant: Sport (n = 71), Moderate Commitment: School & Sport (n = 91), and Strong EC-Dominant: School & Sport (n = 43). Dual commitment profiles characterized by enthusiastic-dominant commitment patterns were associated with higher levels of school/sport engagement and global psychological well-being, as well as lower levels of school/sport burnout. Overall, our findings established that collegiate student-athletes are tied to school and sport for various reasons and speak to a potential need for enhanced support networks and services catered to student-athletes’ academic role in the United States.     

Comment favoriser l’anticipation positive d’un déménagement organisationnel chez des salariés ? Test d’un modèle psychosocio-environnemental

French academic research on organizational relocation is scarce. This study aimed to explore how positive attitudes can be developed before organizational relocation using a psycho-social environmental model. More specifically, this paper analyzes the impact of workplace attachment and socio-professional support on anticipated satisfaction with relocation and the mediating role of the agreement with the top management decision to move. We conducted an empirical study with a sample of 119 employees of an audiovisual company based in France. Results show that anticipated satisfaction with relocation was inhibited by workplace attachment and facilitated by socio-professional support. Moreover, agreement with the change decision to move mediated these relationships.     

Involved,Loyal, Alienated,and Detached. The Commitment of Pastors

This article deals with the commitment of pastors to their profession. An empirical inquiry among Roman Catholic and Protestant pastors reveals that two types of commitment play an important role in the pastoral profession: affective commitment and cost commitment. Affective commitment concerns positive emotional ties with the pastoral profession. Cost commitment refers to the problems that pastors expect to encounter were they to quit their profession. Both forms of commitment are connected to the pastors' religious orientation and their job satisfaction. The conclusion discusses the influence of commitment to the pastoral profession on staying on as pastor. It also reviews the effects of commitment on the pastors' dedication to their jobs and their general well-being.     

影响组织承诺的因素探讨

在组织承诺因素结构分析的基础上,采用单因素方差分析、多重比较、交叉分析等方法,先探讨了人口特征因素与组织承诺的关系。继而,采用结构方程模型(SEM)中的路径分析技术探讨了影响组织承诺的因素模型,从而揭示了五种组织承诺类型各自的影响因素。     

The combined influence of affective, continuance and normative commitment on employee withdrawal

In a sample of 288 hospital nurses, commitment profiles were compared to turnover intentions, job search behavior, work withdrawal (absenteeism and lateness) and job stress. Five empirically-derived commitment profiles emerged: highly committed, affective-normative dominant, continuance-normative dominant, continuance dominant, and uncommitted. Results indicated that the most positive work outcomes were associated with the affective-normative dominant profile which included lower turnover intentions and lower levels of psychological stress. There were no differences among the commitment groups for lateness, and unexpectedly, the continuance-normative dominant group had the lowest levels of absenteeism. It was suggested that future research focus on the combined influence of commitment on work outcomes.     

上下级情绪智力对LMX、员工工作结果变量的作用研究

本研究探讨员工情绪智力对领导一成员交换（LMX）和员工工作结果变量的影响,并分析了上级情绪智力在其间的作用。研究通过对银行业员工及其直接领导进行280份问卷调查,运用相关分析、回归分析等统计方法。发现员工情绪智力和LMX、员工的情感承诺、组织公民行为、工作绩效正相关,上级情绪智力对员工情绪智力和LMX之间的关系有缓冲作用,LMX对员工情绪智力和员工情感承诺、组织公民行为之间的关系起到部分中介作用。     

职业生涯高原对员工工作满意度、组织承诺、离职意愿的影响

职业生涯高原是指个体在当前组织中职业生涯发展的停滞。在控制人口统计学变量以及同一方法偏差的基础上,研究发现职业生涯高原的不同维度对不同组织效果变量有不同影响。（1）层级高原对员工工作满意度和组织承诺并没有显著负向影响,但会增加员工离职的可能性。不过,层级高原对员工离职意愿的影响受到工龄的调节;（2）内容高原对员工的工作满意度、组织承诺均具有显著负向影响,并增加员工离开组织的可能性;（3）中心化高原对员工的工作满意度、组织承诺均具负向影响,但对员工离职意愿却没有显著影响