Abstract
This study was designed to document the development of nurses’ affective commitment to their occupation and organization during the first five years of their career, as well as the connections between these two types of commitment trajectories. We also considered the associations between these early trajectories, nurses’ levels of psychological need satisfaction, and the quality of their early socialization. We finally investigated the implications of these trajectories for nurses’ work satisfaction, psychological distress, somatization, and patient care quality. Relying on a sample of 659 newly registered nurses (Mage = 26.8; 88% females) measured four times over a two-year period, we relied on growth mixture analyses to assess the shape of their commitment trajectories defined as a function of tenure. These analyses revealed four profiles, similar across targets of commitment: High, Moderate, Low and Increasing, and Average/Low and Decreasing. For both targets, higher levels of commitment were anchored in more stable trajectories, and with better functioning across outcomes. Need fulfilment and socialization experiences helped drive more desirable trajectories and provided short-term boosts in commitment. Overall, we found more similarities than differences between both forms of commitment, and noted that nurturing one type of commitment seemed to help develop the other.
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Notes
We first estimated a similar sequence of models using demographic controls (i.e., sex, age, part-time vs full-time, permanent vs temporary, level of education, and organizational tenure) to check if their inclusion was needed. Results, reported in Table S8 of the online supplements, support the lack of effect of these variables.
The profile indicators (the repeated measures of occupational commitment) are factor scores estimated in standardized units (M = 0, SD = 1) saved from a longitudinally invariant measurement model.
Conclusions about time-specific differences across profiles came from the examination of the 95% confidence intervals around the estimated trajectories obtained using Mplus’ LOOP PLOT function (Morin et al., 2020).
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Funding
The first author was supported by a scholarship from the Social Science and Humanities Research Council of Canada. This work was supported by grants from the Social Sciences and Humanities Research Council of Canada (435-2018-0368), the Canadian Institute of Health Research (275334) and the Fonds de Recherche du Québec – Société et Culture (2019-SE1-252542).
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Appendices
Appendix 1
Data Transparency
The dataset used in this study was initially collected as part of a study specifically focused on motivation and was utilized in three previous publications. Study 1 is a cross-sectional variable-centered study looking at the role of motivation as a mediator of the associations between need satisfaction and psychological functioning. Study 2 is a person-centered study focusing on the stability on multidimensional motivational profiles across two time points. Study 3 is a person-centered study focusing on longitudinal trajectories of a global indicator of motivation using all four time points. In contrast, the current study focused on trajectories of affective organisational and occupational commitment across all time points but, rather than estimating these trajectories as a function of the time of measurement (thus essentially ignoring the effects of tenure), we estimated them as a function of nurses’ tenure, which allowed us to directly represent their onboarding (at career start) trajectories. We also note that, although some variables are used in more than one study, very often the way these variables are operationalized differ from one study to the other.
Study 1 | Study 2 | Study 3 | This Study | |
|---|---|---|---|---|
Global Motivation | ||||
Time 1 | Mediator | Main variable | Main variable | |
Time 2 | Main variable | |||
Time 3 | Main variable | |||
Time 4 | Main variable | Main variable | ||
Specific motives | ||||
Time 1 | Mediator | Main variable | ||
Time 2 | ||||
Time 3 | ||||
Time 4 | Main variable | |||
Need Satisfaction | [satisfaction and frustration] | |||
Time 1 | Main variable | Predictor | ||
Time 2 | Predictor | |||
Time 3 | Predictor | |||
Time 4 | Predictor | |||
Need Frustration | [satisfaction and frustration] | |||
Time 1 | Predictor | |||
Time 2 | Predictor | |||
Time 3 | Predictor | |||
Time 4 | Predictor | |||
Socialization | [3 global dimensions] | [more complete: 7 components] | ||
Time 1 | Predictor | Predictor | ||
Time 2 | Predictor | Predictor | ||
Time 3 | Predictor | Predictor | ||
Time 4 | Predictor | Predictor | ||
Emotional Exhaustion | ||||
Time 1 | Outcome | Outcome | ||
Time 2 | ||||
Time 3 | ||||
Time 4 | Outcome | |||
Work Satisfaction | ||||
Time 1 | Outcome | Outcome | ||
Time 2 | Outcome | |||
Time 3 | Outcome | |||
Time 4 | Outcome | |||
Turnover intentions | ||||
Time 1 | Outcome | Outcome | Outcome | |
Time 2 | Outcome | |||
Time 3 | Outcome | |||
Time 4 | Outcome | Outcome | ||
Job Demands | ||||
Time 1 | Predictor | |||
Time 2 | ||||
Time 3 | ||||
Time 4 | Predictor | |||
Job Resources | ||||
Time 1 | Predictor | |||
Time 2 | ||||
Time 3 | ||||
Time 4 | Predictor | |||
In role performance | ||||
Time 1 | Outcome | |||
Time 2 | ||||
Time 3 | ||||
Time 4 | Outcome | |||
Transform. Leader | ||||
Time 1 | Predictor | |||
Time 2 | Predictor | |||
Time 3 | Predictor | |||
Time 4 | Predictor | |||
Abusive Leadership | ||||
Time 1 | Predictor | |||
Time 2 | Predictor | |||
Time 3 | Predictor | |||
Time 4 | Predictor | |||
Affective commit. (org.) | ||||
Time 1 | Outcome | Main variable | ||
Time 2 | Outcome | Main variable | ||
Time 3 | Outcome | Main variable | ||
Time 4 | Outcome | Main variable | ||
Continuance commit. (org) | ||||
Time 1 | Outcome | |||
Time 2 | Outcome | |||
Time 3 | Outcome | |||
Time 4 | Outcome | |||
Affective commit. (occ.) | ||||
Time 1 | Outcome | Main variable | ||
Time 2 | Outcome | Main variable | ||
Time 3 | Outcome | Main variable | ||
Time 4 | Outcome | Main variable | ||
Continuance commit. (occ) | ||||
Time 1 | Outcome | |||
Time 2 | Outcome | |||
Time 3 | Outcome | |||
Time 4 | Outcome | |||
Somatization | ||||
Time 1 | Outcome | |||
Time 2 | Outcome | |||
Time 3 | Outcome | |||
Time 4 | Outcome | |||
Psychological distress | ||||
Time 1 | Outcome | |||
Time 2 | Outcome | |||
Time 3 | Outcome | |||
Time 4 | Outcome | |||
Quality of Care | ||||
Time 1 | Outcome | |||
Time 2 | Outcome | |||
Time 3 | Outcome | |||
Time 4 | Outcome | |||
Tenure | Control (not retained in model) | Main trajectory indicator |
Appendix 2
Summary of Hypotheses and Results
Hypotheses | Results | Support | |
|---|---|---|---|
Hypotheses about the shape of trait-like commitment trajectories | |||
H1 | Individual trajectories of affective commitment to the organization should match one of the following five profiles: Low, Moderate, High, Increasing, and Decreasing | Four organizational commitment profiles followed High, Moderately High, Low and Increasing, and Average and Decreasing trajectories | Full support |
H2 | Individual trajectories of affective commitment to the occupation should match one of the following five profiles: Low, Moderate, High, Increasing, and Decreasing | Four occupational commitment profiles followed High, Average, Low and Increasing, and Low and Decreasing trajectories | Full support |
H3 | Organizational commitment levels will differ more within and less across profiles than occupational commitment levels | Initial levels of organizational commitment presented almost twice as much within-profile variability as initial levels of occupational commitment. As expected, they also displayed less variability across profiles | Full support |
H4 | Most nurses will belong to matching profiles of organizational and occupational commitment trajectories (especially for the profiles with the highest and lowest trajectories), while a minority of nurses will belong to profiles characterized by distinct organizational and occupational commitment trajectories | Trait-like organizational and occupational commitment levels evolved in a similar manner for most nurses. This was especially true for those with low or high levels of commitment, while average levels of commitment to one target were less frequently linked to matching levels on the other target | Full support |
Hypothesis pertaining to state-like deviations from trait-like trajectories of commitment | |||
H5 | Profiles with higher trait-like levels of affective commitment to the organization or occupation will be characterized by smaller state-like deviations (i.e., smaller time-specific residuals) around their trait-like trajectory, and vice versa | Profiles with by higher trait-like levels were accompanied by smaller state-like deviations. Increases in occupational commitment were more stable than increases in organizational commitment | Full support |
Predictors effects on trait-like commitment trajectories | |||
H6a | Higher global levels of need fulfilment will be associated with membership into profiles characterized by higher, and increasing, levels of affective commitment to the organization and occupation | Global need fulfilment increased membership into the High profile relative to the Low and Increasing organizational and occupational commitment profiles, and to the Low and Decreasing occupational commitment profile. Effects were stronger for the occupation than the organization | Partial support |
H6b | Higher global levels of need fulfilment will be associated with within-profile trajectories characterized by higher levels of affective commitment to the organization and occupation, and with more pronounced increases in these levels | Global need fulfillment was associated with higher initial levels of organizational commitment and with a slight decrease over time in these levels. No within-profile associations found for occupational commitment | Partial support |
H7a | The extent to which each specific need is fulfilled beyond global levels of need fulfilment will be associated with differentiated positive effects on profile membership | Autonomy and relatedness increased membership into the High occupational commitment profile relative to all others. Autonomy and competence increased membership into the High organizational commitment profile relative to the Average and Decreasing profile. Autonomy increased membership into the Moderately High versus the Low and Increasing organizational commitment profile. Relatedness increased membership into the High organizational commitment profile relative to the Low and Increasing one | Full support |
H7b | The extent to which each specific need is fulfilled beyond employee’s global levels of need fulfilment will be associated with differentiated positive effects on within-profile trajectories | Competence was associated with a slight increase in organizational commitment | Partial support |
H8a | Higher global levels of socialization will be associated with membership into profiles characterized by higher, and increasing, levels of affective commitment to the organization and occupation | Global socialization increased membership into the High relative to all other occupational and organizational commitment profiles (stronger for occupational commitment). These levels increased membership into the Moderately High relative to the Average and Decreasing organizational commitment profile | Partial support |
H8b | Higher global levels of socialization will be associated with within-profile trajectories characterized by higher levels of affective commitment to the organization and occupation, and with more pronounced increases in these levels | No within-profile effect of global socialization was found | No support |
H9a | Levels of learning/internalization specific to the organization will be associated with larger positive effects on profile membership and within-profile trajectories for organizational commitment | Organizational internalization increased membership to the High organizational commitment profile relative to the Average and Decreasing profile but had no effect on occupational commitment profiles and on within-profile trajectories. Organizational leaning had no effect | Partial support |
H9b | Levels of learning/internalization specific to the tasks will be associated with larger positive effects on profile membership and within-profile trajectories for occupational commitment | Task internalization increased membership into the High relative to Low and Increasing and Low and Decreasing occupational commitment profiles, as well as into the Moderate relative to Low and Decreasing occupational profiles. Task internalization had no effect in relation to organizational commitment profiles and trajectories. Task learning had no effect | Full support |
H10 | Levels of internalization specific to the tasks, organization, and social relationships will be associated with larger effects on profile membership and within-profile trajectories | Beyond effects reported for H8a, H8b, team learning decreased membership in the High organizational profile relative to the Moderately High profile, whereas team internalization had the opposite effect. Team internalization increased membership into the High organizational profile relative to the Low and Increasing profile. In total, there were 6 effects of internalization on profiles, 1 (unexpected) effect of learning on profiles, and no within-profile effect of learning or internalization | Partial support |
Predictors effects on state-like deviations from trait-like trajectories | |||
H6c | Higher global levels of need fulfilment will be associated with more positive time-specific (state-like) increases in levels of affective commitment to the organization and occupation | Global need fulfillment was related to time-specific increases in organizational and occupational commitment (stronger for organizational commitment) | Full support |
H7c | The extent to which each specific need is fulfilled beyond global levels of need fulfilment (i.e., imbalance) will be associated with differentiated positive effects on time-specific deviations | Autonomy and relatedness were related to time-specific increases in organizational and occupational commitment (stronger for organizational commitment). Competence was related to time-specific increases in occupational commitment | Full support |
H8c | Higher global levels of socialization will be associated more positive time-specific (state-like) increases in levels of affective commitment to the organization and occupation | Global socialization was related to time-specific increases in organizational and occupational commitment (stronger for organizational commitment) | Full support |
H9a | Levels of learning/internalization specific to the organization will be associated with larger positive effects on state-like deviations for organizational commitment | Organization internalization was related to time-specific increases in organizational commitment. Organization learning had no effect | Partial support |
H9b | Levels of learning/internalization specific to the tasks will be associated with larger positive effects on state-like deviations for occupational commitment | Task learning and internalization were related to time-specific increases in occupational commitment | Full support |
H10 | Levels of internalization specific to the tasks, organization, and social relationships will be associated with larger effects on state-like deviations relative to specific levels of learning | No effect beyond those reported for H8a and H8b. In total, there were two effects of internalization for one effect of learning | Partial support |
Outcomes | |||
H11 | Profiles characterized by higher initial levels of affective commitment to the organization or occupation will be accompanied by higher initial levels of work satisfaction and quality of care, and by lower initial levels of psychological distress and somatization | The highest work satisfaction and quality of care and the lowest somatization and psychological distress were observed in the High organizational and occupational commitment profiles. The lowest levels were observed in the Low and Decreasing occupational profile and the Average and Decreasing organizational profile | Full Support |
H12 | Profiles presenting increasing levels of affective commitment to the organization or occupation will be accompanied by steeper increases in levels of work satisfaction and quality of care, and by steeper decreases in levels of psychological distress and somatization relative to profiles with more static trajectories | The greatest increase in work satisfaction was in High and Low and Increasing profiles followed by the Moderately High profile. All profiles displayed a decrease in psychological distress (most pronounced in the Low and Increasing profiles). The largest decrease in somatization was in the Low and Increasing organizational profile, followed by the High and Moderately High profiles. Somatization decreased at the same rate for all occupational profiles. All profiles displayed increasing trajectory of quality of care (smallest increase in the High profiles) | Partial support |
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Houle, S.A., Morin, A.J.S. & Fernet, C. Nurses’ Early Career Organizational and Occupational Commitment Trajectories: A Dual Target Growth Mixture Investigation. J Bus Psychol (2024). https://doi.org/10.1007/s10869-024-09934-x
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DOI: https://doi.org/10.1007/s10869-024-09934-x