Organizational Commitment in the Military: Application of a Profile Approach

Abstract

According to the 3-component model of commitment, the individual components of commitment—affective (AC), normative (NC), and continuance (CC)—combine to form profiles, and these profiles have different implications for behavior and well-being. We tested these propositions in a military context and also examined conditions (perceived organizational support, organizational justice, job satisfaction, and satisfaction with leadership) that might contribute to the development of commitment profiles. Latent profile analyses of data from 6,501 respondents to the 2010 Canadian Forces Retention Survey revealed 6 distinct profiles. Personnel with profiles reflecting strong AC and NC reported the most favorable work conditions, stay intentions, and well-being; uncommitted personnel and those with CC-dominant profiles reported the least favorable conditions, were most active in job search activities, and scored highest on anxiety and depression. The value of taking a profile approach, and the implications of managing work conditions to promote optimal profiles, are discussed.

• organizational commitment
• three-component model
• latent profile analysis
• military
• retention

Notes

1 We use the term dominant in profile labels to refer to the strongest component(s), that is, those that dominate the profile.

2 The CF Retention Survey is intended to be administered to “at-risk” military occupations—that is those with higher than normal attrition or those that are below the desired manning level.

3 Invitation to participate in the survey was limited to CF members who could be contacted through the CF’s internal email system and who had access to the DWAN.