ABSTRACT

We investigate the development and consequences of commitment profiles among Canadian Armed Forces (CAF) recruits who completed surveys at the end of basic training (N = 3998) and three (N = 636) and nine (N = 612) months later. The surveys included measures of affective, normative, and continuance commitment as well as measures developed by the CAF to assess recruits’ experiences, career intentions, and well-being. Latent profile analyses of commitment at the end of basic training revealed four quantitatively distinct profiles (i.e., profiles differing in elevation but not shape). Strength of commitment related positively with perceived values fit, support from instructors and fellow recruits, and well-being, and negatively with turnover intention. Analyses of longitudinal data obtained following basic training revealed a stable and more differentiated 6-profile structure reflecting weak, exchange-based (continuance-dominant) and value-based (strong affective alone or in combination with strong normative and continuance) commitment. Value-based profiles were associated with greater perceived values fit, supervisor support, and well-being, and lower turnover intentions. The relative advantages of identifying the more nuanced commitment mind-sets reflected in commitment profiles is discussed along with the relevance of early onboarding experiences for the development of value-based commitment and retention.

 抽象的

我们调查了加拿大武装部队 (CAF) 新兵的承诺概况的发展和后果，这些新兵在基础训练结束时 (N = 3998) 以及三个月 (N = 636) 和九个月 (N = 612) 个月后完成了调查。调查包括情感、规范和持续承诺的衡量标准，以及 CAF 制定的评估新兵经验、职业意向和幸福感的衡量标准。基础训练结束时对承诺的潜在概况分析揭示了四种数量上不同的概况（即，高度不同但形状不同的概况）。承诺的强度与感知的价值观契合度、教员和新兵的支持以及幸福感呈正相关，与离职倾向呈负相关。对基础培训后获得的纵向数据的分析揭示了一个稳定且更加差异化的 6 型结构，反映了弱的、基于交换的（持续性主导）和基于价值的（单独的强烈情感或与强大的规范性和持续性相结合）承诺。基于价值的个人资料与更高的感知价值契合度、主管支持和幸福感以及较低的离职意向相关。讨论了确定承诺概况中反映的更细致的承诺心态的相对优势，以及早期入职经验对于发展基于价值的承诺和保留的相关性。