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A publicação pode ser exportada nos seguintes formatos: referência da APA (American Psychological Association), referência do IEEE (Institute of Electrical and Electronics Engineers), BibTeX e RIS.

Exportar Referência (APA) 
Dello Russo, S., Vecchione, M. & Borgogni, L. (2013). Commitment profiles, job satisfaction and behavioral outcomes. Applied Psychology: An International Review . 62 (4), 701-719
Exportar Referência (IEEE) 
S. D. Russo et al.,  "Commitment profiles, job satisfaction and behavioral outcomes", in Applied Psychology: An Int. Review , vol. 62, no. 4, pp. 701-719, 2013
Exportar BibTeX 
@article{russo2013_1775797024002,
	author = "Dello Russo, S. and Vecchione, M. and Borgogni, L.",
	title = "Commitment profiles, job satisfaction and behavioral outcomes",
	journal = "Applied Psychology: An International Review ",
	year = "2013",
	volume = "62",
	number = "4",
	doi = "10.1111/j.1464-0597.2012.00512.x",
	pages = "701-719",
	url = "http://onlinelibrary.wiley.com/doi/10.1111/j.1464-0597.2012.00512.x/epdf"
}
Exportar RIS 
TY  - JOUR
TI  - Commitment profiles, job satisfaction and behavioral outcomes
T2  - Applied Psychology: An International Review 
VL  - 62
IS  - 4
AU  - Dello Russo, S.
AU  - Vecchione, M.
AU  - Borgogni, L.
PY  - 2013
SP  - 701-719
SN  - 0269-994X
DO  - 10.1111/j.1464-0597.2012.00512.x
UR  - http://onlinelibrary.wiley.com/doi/10.1111/j.1464-0597.2012.00512.x/epdf
AB  - Past research adopting a configural approach to organisational commitment has yielded support for differentiated profiles (i.e. different combinations of different levels of commitment components) and for their relationship with attitudinal and behavioral outcomes. The present study aimed to: (a) investigate, in an Italian privatised organisation, the emergence of commitment profiles derived from the combination of affective (AC) and continuance (CC) organisational commitment, following Sinclair and colleagues' conceptualisation (2005); and (b) examine whether these profiles differed in absenteeism, as an objective outcome, job satisfaction, and job performance. Results from cluster analysis supported the presence of four groups (Allied, Free Agents, Trapped, and Complacent). The Allied and the Complacent profiles reported higher job satisfaction. Moreover, the Complacent profile displayed the highest job performance and the Allied showed the lowest level of absenteeism; both were significantly different from the Trapped profile. Implications for theory and practice are discussed.
ER  -