Laryssa Topolnytsky

TL;DR: This paper conducted meta-analyses to assess relations among affective, continuance, and normative commitment to the organization and relations between the three forms of commitment and variables identified as their antecedents, correlates, and consequences in Meyer and Allen's (1991) Three-Component Model.

TL;DR: In this article, the authors offer a reconceptualization of employee cynicism and present the results of two studies to test the hypotheses that cynicism about an organizational change is distinguishable from skepticism about the change, more general forms of cynicism (disposition and management), and trust in management, and change-specific cynicism and skepticism relate differently to personal and situational variables.

TL;DR: In this paper, the authors conducted two studies to replicate and extend findings pertaining to Herscovitch and Meyer's three-component model of commitment to an organizational change and found considerable support for the relations between commitment and support predicted by the model.

TL;DR: In this article, the authors discuss the changing nature of this relationship with specific focus on the impact on employee commitment and suggest suggestions as to how organizations might better manage their relationships with employees and provide an agenda for future research by I-O psychologists.

TL;DR: In this article, the authors used latent profile analysis and latent transition analysis to identify profile groups and examine changes in profile membership over an 8-month period in an organization undergoing a strategic change.