A person-centered perspective makes it possible to identify the most common combinations, or profiles, of Affective (AC), Normative (NC), and Continuance (CC) commitment to any target. Extensive person-centered research has been conducted on employees' commitment to their organization. However, only a few cross-sectional studies have focused on employees' profiles of commitment to their occupation, which is surprising given the key role of this target of commitment for a variety of occupational groups. The goal of this study was to contribute to this growing literature by focusing on occupational commitment profiles among a sample of 525 school principals (M_age = 44.94; 59% females), while also adopting a longitudinal perspective to assess profile stability over a two-year period. We also investigated the implications of these profiles in relation to occupational turnover intentions, job satisfaction, work-life imbalance and psychological distress, as well as the role of interpersonal relationships with other school managers, involvement in decision-making, and schoolboard transformational leadership in the prediction of profile membership. Our results revealed five profiles, which remained identical and highly stable (less than a fifth of the participants transitioned to a distinct profile) over the course of the study. Beneficial effects were associated with profiles dominated by AC, detrimental effects were related to the CC-dominant profile, and we found beneficial synergistic effects of NC when combined with high CC in terms of job satisfaction, turnover intentions and work-life imbalance. In terms of predictions, only interpersonal relationships with other school managers predicted profile membership.

以人为中心的观点使得可以确定对任何目标的情感（AC），规范（NC）和连续性（CC）承诺的最常见组合或概况。已经对员工对组织的承诺进行了以人为中心的广泛研究。但是，只有很少的横断面研究集中于员工对自己职业的承诺概况，这令人惊讶，因为这一承诺目标对各种职业群体的关键作用。这项研究的目的是着眼于职业承诺型材525名学校校长的样本中推动这一增长的文献（中号_年龄 = 44.94; 59％的女性），同时还采用纵向视角来评估两年内的轮廓稳定性。我们还调查了这些资料与职业离职意图，工作满意度，工作生活失衡和心理困扰有关，以及与其他学校管理人员的人际关系的作用，参与决策和学校董事会变革型领导的作用个人资料成员资格的预测。我们的结果显示，在整个研究过程中，有五种概况保持不变且高度稳定（不到五分之一的参与者转变为独特的概况）。有益效果与以AC为主的特征相关，有害作用与CC主导的特征相关，我们发现，在工作满意度，离职意向和工作与生活失衡方面，与高CC结合使用NC具有有益的协同作用。在预测方面，只有与其他学校管理者的人际关系才能预测个人档案的成员资格。