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Perceived support, affective commitments and subjective career success: a person-centred approach
[Soutiens perçus, engagements affectifs et succès de carrière subjectif : une approche en termes de profils]

Author

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  • Franck Biétry

    (NIMEC - Normandie Innovation Marché Entreprise Consommation - UNICAEN - Université de Caen Normandie - NU - Normandie Université - ULH - Université Le Havre Normandie - NU - Normandie Université - UNIROUEN - Université de Rouen Normandie - NU - Normandie Université - IRIHS - Institut de Recherche Interdisciplinaire Homme et Société - UNIROUEN - Université de Rouen Normandie - NU - Normandie Université)

  • Jordane Creusier

    (IAE Caen - Institut d'Administration des Entreprises - Caen - UNICAEN - Université de Caen Normandie - NU - Normandie Université)

  • Patrice Laroche

    (ESCP Europe - Ecole Supérieure de Commerce de Paris, CEREFIGE - Centre Européen de Recherche en Economie Financière et Gestion des Entreprises - UL - Université de Lorraine)

  • Sandra Camus

    (Pôle de Recherche - Rouen Business School - Rouen Business School)

Abstract

The aim of the present study is to test a model that combines the source of perceived support, be it organisational or union-based, the profile of affective commitment and the subjective career success of 1100 employees who are also members of a trade union. The results obtained from an iterative classification process identified four distinct profiles: those with very little commitment, those committed to the organisation, those committed to the trade union, and those committed to both. Two key findings emerge from this: firstly, each source of perceived support has a predictive impact on the affiliation to a specific affective commitment profile. Only in cases where individuals are poorly supported by both the organisation and the trade union do we struggle to anticipate the employee's attitude. Secondly, the commitment profile is related to subjective career success. For instance, a lack of organisational commitment appears to be far more detrimental than a lack of trade union commitment. These findings indicate that the internalisation of organisational norms resulting from the perceived support and revealed by the commitment profile can be added to the list of antecedents of subjective career success.

Suggested Citation

  • Franck Biétry & Jordane Creusier & Patrice Laroche & Sandra Camus, 2014. "Perceived support, affective commitments and subjective career success: a person-centred approach [Soutiens perçus, engagements affectifs et succès de carrière subjectif : une approche en termes de," Post-Print hal-01884095, HAL.
    • Handle: RePEc:hal:journl:hal-01884095
    DOI: 10.3917/mana.171.0020
    Note: View the original document on HAL open archive server: https://hal.science/hal-01884095
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    1. repec:dau:papers:123456789/3444 is not listed on IDEAS
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    4. Tom Redman & Ed Snape, 2005. "Unpacking Commitment: Multiple Loyalties and Employee Behaviour," Journal of Management Studies, Wiley Blackwell, vol. 42(2), pages 301-328, March.
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    1. Franck Biétry & Jordane Creusier, 2018. "An instrumental and relational explanation of witness reactions to interactional injustice in the workplace: The case of inter-peer derogation [Une explication instrumentale et relationnelle de la ," Post-Print hal-01884082, HAL.

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