Employees can develop multiple commitments at work. These commitments can combine in different ways, with implications for organizations and employees themselves. In this study we conducted latent profile analyses (LPA) to identify different configurations of commitment to the organization, supervisor, work group, and citizens among a sample of employees from a police organization (N = 2090). The LPA were estimated while differentiating between employees' global and target-specific commitments in accordance with Perreira et al.'s (2018) hierarchical model of commitment. We identified six profiles, which demonstrated differential relations with theoretical antecedents (organizational support and values fit) and outcomes (turnover intention, organizational citizenship behavior, and well-being). The optimal profile from an outcome perspective was characterized by a strong global commitment accompanied by balanced above-average commitments to the four specific targets. Employees with this profile also reported the greatest support and values fit. The remaining profiles with lower global commitment and differentiated commitments to specific targets demonstrated more varied relations with both the antecedents and outcomes. Implications for theory pertaining to the compatibility and combined effects of multiple commitments are discussed along with implications for management.

员工可以在工作中制定多项承诺。这些承诺可以以不同的方式结合在一起，从而对组织和员工本身产生影响。在这项研究中，我们进行了潜在特征分析（LPA），以从警察组织的员工样本中确定对组织，主管，工作组和公民的承诺的不同配置（N = 2090）。根据Perreira等人（2018）的分层承诺模型，在对LPA进行评估的同时，对员工的全球承诺和特定于目标的承诺进行了区分。我们确定了六个配置文件，这些配置文件显示了与理论前提（组织支持和价值观的契合度）和结果（离职意向，组织公民行为和幸福感）之间的差异关系。从结果的角度来看，最佳配置的特点是对全球的坚定承诺以及对四个具体目标的高于平均水平的均衡承诺。拥有此资料的员工也表示最大的支持和价值观的契合。具有较低的全球承诺和对特定目标的不同承诺的其余配置文件表明，其与前因和结果之间的关系更加多样化。