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421.
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. 相似文献
422.
N. Beltou E. Fouquereau H. Coillot J. Aubouin-Bonnaventure T. Huyghebaert-Zouaghi X. Froissart 《Psychologie du Travail et des Organisations》2021,27(2):119-130
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. 相似文献
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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. 相似文献
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Mark John Somers 《Journal of Vocational Behavior》2009,74(1):75-81
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. 相似文献
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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 总被引:8,自引:1,他引:7
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 相似文献