ABSTRACT
One of the main goals of commitment research should be a work commit’ ment scale that would make formulation of commitment profiles possible, testing their relations to organizational outcomes (Becker & Billings, 1993; Morrow, 1993). This would allow managers to pinpoint forms of work commitment that are less than optimal (Morrow, 1993). Profiles reflecting the foci of commitment could aid in organizational diagnosis and intervention procedures, which could identify the strength, presence, or absence of particular commitments (Reichers, 1985). Profiles based on the motives for commitment could differentiate employees who are likely to remain but contribute little. All these above exemplify potential contributions of research on commitment profiles. Yet, despite the potential theoretical and practical importance of commitment profiles, work to date has scarcely developed specific patterns of commitment or empirically examined the usefulness of such patterns (Becker & Billings, 1993).
