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Extant research on job insecurity has traditionally investigated this construct as a hindrance stressor, based on theoretical developments and meta-analytical results that have shown consistent negative relationships between job insecurity and a host of organizational outcomes. In this chapter, the authors take a person-centered perspective based on the transactional theory of stress and argue that employees can and do appraise job insecurity in different ways which is manifested by qualitatively distinct latent profiles. The authors also argue that certain positive psychological variables (i.e., hope, optimism, self-efficacy, and grit) might influence one’s odds to belong to specific appraisal latent classes. Using a cross-lagged dataset of 322 US-based employees, the authors found evidence of five qualitatively different latent profiles (i.e., employees who viewed job insecurity as: (1) irrelevant, (2) simultaneously moderately challenging and hindering, (3) primarily hindering, (4) both highly challenging and highly hindering, or (5) primarily challenging). Further, the results showed that higher grit was associated with higher odds of belonging to any of the appraisal profiles compared to the high challenge/high hindrance group whereas higher self-efficacy was associated with higher odds of belonging to the irrelevant group compared to any of the appraisal profiles. Hope and optimism, however, did not influence latent class membership. The authors discuss the implications for theory and practice considering seemingly paradoxical findings demonstrating sometimes positive and sometimes negative outcomes of job insecurity, as well as traditional assumptions that employees primarily view job insecurity as either a hindrance or a challenge.

On many occasions, organizational science research has been referred to as fragmented and disjointed, resulting in a literature that is, in the opinion of many, difficult to navigate and comprehend. One potential explanation is that scholars have failed to comprehend that organizations are complex and intricate systems. In order to move us past this morass, we recommend that researchers extend beyond traditional rational, mechanistic, and variable-centered approaches to research and integrate a more advantageous pattern-oriented approach within their research program. Pattern-oriented methods approximate real-life phenomena by adopting a holistic, integrative approach to research wherein individual- and organizational-systems are viewed as non-decomposable organized wholes. We argue that the pattern-oriented approach has the potential to overcome a number of breakdowns faced by alternate approaches, while offering a novel and more representative lens from which to view organizational- and HRM-related issues. The proposed incorporation of the pattern-oriented approach is framed within a review and evaluation of current approaches to organizational research and is supplemented with a discussion of methodological and theoretical implications as well as potential applications of the pattern-oriented approach.

The purpose of this study is to identify latent profiles based on 3 dimensions of organizational commitment (OC) using 14 Korean samples.

This study used unpublished raw data. Allen and Meyer’s (1996) measurement was used to maintain consistency and facilitate comparison across samples. To determine the number of latent profiles that exist in Korea based on employees’ level of OC, a latent profile analysis (LPA) was performed.

The findings showed that there are two or three profiles (i.e. fully committed, weakly committed and/or moderately committed) across various types of organizations in Korea. These findings are similar to those based on LPA conducted in the West. The number of profiles is more limited in Korean samples than it is in Western samples. Like Western studies, this Korean-focused study identified fully committed, weakly committed and moderately committed profiles, but it did not show any other types of profiles found in the Western sample.

Based on these results, this study suggests academic and practical implications for researchers and practitioners.

Safety professionals' primary job is to execute safety control measures towards frontline personnel, and previous studies focus on the effectiveness of such controls. Rare research efforts, however, have been devoted to the effectiveness of management control measures towards safety professionals themselves. This study aimed to fill up this knowledge gap by examining whether safety professionals under differing management control configurations differ in their work attitudes, including affective commitment, job satisfaction, career commitment and intention to quit.

Drawing on a holistic view of control, five forms of management control, i.e. outcome control, process control, capability control, professional control and reinforcement, were investigated. A cross-sectional questionnaire survey targeting at construction safety professionals was conducted. The latent profile analysis approach was employed to identify how the five forms of management control are configured, i.e. identifying the distinctive patterns of control profiles. The Bolck–Croon–Hagenaars method was then used to examine whether safety professionals' work attitudes were different across the identified control profiles.

Seven distinct control profiles were extracted from the sample of 475 construction safety professionals. The overall test of outcome means showed that mean levels of affective commitment, job satisfaction and intentions to quit were significantly different across the seven profiles. The largest that was also the most desirable subgroup was the high control profile (n = 161, 33.9%). The least desirable subgroups included the low control profile (n = 75, 15.8%) and the low capability and professional control profile (n = 12, 2.5%). Pairwise comparison suggested that capability, professional and process controls were more effective than outcome control and reinforcement.

In theory, this study contributes to the burgeoning literature on how to improve the effectiveness of control measures targeted at safety professionals. The results suggested that effective management controls involve a fine combination of formal, informal, process and output controls. In practice, this study uncovers the ways in which managers leverage the efforts of safety professionals in achieving safety goals. Particularly, it informs managers that the control configurations, instead of isolated controls, should be executed to motivate safety professionals.

Resilience while learning is the capacity to initiate, persist and direct effort toward learning when experiencing unpleasant affective states. The underlying mechanisms of resilience are emotional buffering and self-regulation when experiencing unpleasant affective states. The authors identified four factors that support resilience while learning: positive emotional engagement, creative problem-solving, learning identity and social support. The authors developed and tested scales and found evidence to support the four-factor model of resilience. The authors offer a person-centered approach to resilience in learning by conducting a latent profile analysis that tested the likelihood of resilience based on profiles of differences in scores on these factors under two affective conditions: (unpleasant) learning during frustration versus (pleasant) learning during progress. A quarter of individuals activated the four resilience factors in pleasant and unpleasant affective states, while 75% of participants saw decrements in these factors when faced with frustration. The results support a four-factor, person-centered approach to resilience while learning.

The authors develop and test a four-factor model of resilience and test the model in a group of 330 management undergraduate and graduate students. Each participant identified two learning episodes in their responses, one while frustrated and one while making progress, and ranked the level of intensity on the four resilience factors. Analysis on an additional 88 subjects provided additional support for the validation and reliability of scales.

Results revealed 2 latent profiles groups, with 25% of the sample associated with resilience (low difference on resilience factors between the two learning episodes) and 75% who remain susceptible to unpleasant emotions (high difference between the two learning episodes).

The study supports a person-centered approach to resilience while learning (in contrast to a variable centered approach).

The study provides a means to classify individuals using a person-centered, rather than a variable-centered approach. An understanding of how individuals buffer and self-regulate while experiencing unpleasant affect while learning can help educators, consultants and managers develop better interventions for learning.

This study addresses the growing concern over student success associated with increased dropout rates among undergraduate business students, and the failure of many management developments and executive training efforts. This study suggests that looking at specific variables may not provide insight into the complex relationship between learning outcomes and factors that support resilience in learning.

There is growing interest in understanding resilience factors from a person-centered perspective using analytical methods such as latent profile analysis. This is the first study to look at how individuals can be grouped into similar profiles based on four resilience factors.

Entrepreneurial passion has important implications for entrepreneurial success and psychological well-being. But their connections are complicated by the fact that three entrepreneurial passions (passion for inventing, passion for founding and passion for developing) can be combined differently according to their level and shape difference. A variable-centered approach cannot explain their relationship very well, by only focusing on the level difference and ignoring the different combination of entrepreneurial passion in subpopulations. The purpose of this study is to explore the function of entrepreneurial passion on entrepreneurial success and psychological well-being from a person-cantered approach.

In this study, the authors conducted latent profile analyses to identify different configurations of different entrepreneurial passions (passion for inventing, passion for founding, passion for developing) on two samples of Chinese students and entrepreneurs. Then in the sample of Chinese entrepreneurs, the authors utilized the DCON command in Mplus to provide comparisons among the profiles on entrepreneurial success and psychological well-being.

Based on identity theory, the authors found four entrepreneurial passion profiles across two samples—fully passionate, action-driven, interest-driven and dispassionate. Furthermore, the authors found that fully passionate entrepreneurs showed the highest level of entrepreneurial success, followed by action-driven, and then by interest-driven and dispassionate showed the lowest level. Action-driven entrepreneurs experienced the highest level of psychological well-being, followed by fully passionate entrepreneurs, then by interest-driven and dispassionate.

The results provide new insights into the nature and influence of entrepreneurial passion on entrepreneurial success and psychological well-being from a person-centered perspective.

The purpose of this paper is to design a system for measuring the level of internationalisation of companies in the field of developing countries, through latent variables based on multiple indicators, external and internal orientation.

From a sample of 112 international companies in Colombia, the methodology of latent variable analysis (LPA) is applied to a series of complementary tools, such as a model of structural equations, regression models and cluster analysis of companies.

The paper allows to verify the identification of six latent variables and their relationships, as well as to identify four levels of internationalisation from the structure of latent variables identified.

This is the first application of this recent and sophisticated statistical technique to the field of measuring the level of business internationalisation, especially indicated in the Latin American area, where an increasing number of companies are advancing in their process of international expansion.

Diseñar un sistema de medición del nivel de internacionalización de las empresas en el ámbito de los países en vías de desarrollo, mediante variables latentes basadas en múltiples indicadores, de orientación externa e interna.

A partir de una muestra de 112 empresas internacionales de Colombia, se aplica la metodología de Análisis de Variables Latentes (LPA) unod a una serie de herramientas complementarias, como un modelo de ecuaciones estructurales, modelos de regresión and análisis cluster de empresas.

Que permite verificar la identificación de seis variables latentes and sus relaciones, así como identificar cuatro niveles de internacionalización a partir de la estructura de variables latentes identificadas.

Se trata de la primera aplicación de esta reciente and sofisticada técnica estadística al ámbito de la medición del nivel de internacionalización empresarial, especialmente indicada en el ámbito latinoamericano, donde un creciente número de empresas están avanzando en su proceso de expansión internacional.

The purpose of this study is to employ a user-centered approach to identify subgroups of people with similar profiles based on their perceptions of multiple dimensions of digital products' coolness and to test the differences across subgroups in the intention to use these products.

In Study 1, 1,161 adults rated a virtual digital product on four dimensions of coolness. In Study 2, 660 college students made similar ratings and also reported their intention to use a real digital product. Participants' ratings were analyzed using a user-centered approach, namely latent profile analysis.

Study 1 identified groups of participants who had similar profiles of product ratings on the four dimensions of coolness: niche cool, mass cool, uncertain cool and uncool. Study 2 replicated the findings of Study 1 and in addition showed that these groups varied in their intention to use the product and in whether a specific dimension increased or decreased this intention.

The cross-sectional data preclude inferences about causality, calling for experimental or longitudinal research. Additionally, future research should explore whether the results generalize to other product categories and other age groups.

Managers should design digital products, segment the market and develop flexible strategies based on combined responses to dimensions of coolness perception.

The present research employed a user-centered approach to identify groups of people who share similar patterns of coolness perception. This study provides new insight that was not available in variable-centered research.

Proponents of paternalistic leadership argue that a paternalistic leader is authoritative and at the same time, a benevolent and moral individual, and this style is effective in non-Western societies. However, past empirical studies consistently found that authoritarianism related negatively to benevolence, morality and job outcomes. The authors posit that the original proposed style probably did not exist, or at least not being a dominant style, in modern Chinese business organizations.

The authors collected supervisor–subordinate dyadic data from three independent Chinese sample in Taiwan (N = 305), Hubei (N = 350) and Jiangsu (N = 270) and utilized the latent profile analysis method to test the hypotheses.

First, authoritarianism ratings are much lower than ratings of benevolence and morality. Second, none of the identified profiles is high on authoritarianism, benevolence and morality at the same time. Third, leadership style with low authoritarianism, but high on benevolence and morality leads to the best employee outcomes.

Conceptually, the authors clarify the typical leadership styles that compose of the independent dimensions proposed by paternalistic leadership researchers. Methodologically, the authors showed that using person-centered latent profile analysis method can examine combinations of various leadership dimensions or constructs to examine a leader as a whole person. Practically, understanding a leadership style that composes of different levels of various leadership constructs may better inform managers and leaders how they could effectively influence subordinates.

This paper aims to identify distinct consumption patterns among Asian consumers and examine how these relate to cultural antecedents and key human values.

This study uses a large, representative sample of almost 7,000 Asian consumers in 10 culturally varying markets, using latent profile analysis (LPA) to identify the consumption profiles.

The findings empirically demonstrate that the two profiles are “inner-directed nationalistic frugals” (IDNF) and “outer-directed self-eekers” (ODSS). IDNF consumers spend more time and money on education and prefer ethnocentric consumption. ODSS consumers emphasize individuality, self-expression, seeking novelty and impressing others. Consumers with more collective values in Schwartz's typology tend to demonstrate the IDNF pattern; those with more individualistic values demonstrate the ODSS pattern. The distribution of IDNF and ODSS profiles is influenced by demographics, religion and geographical region: IDNF is greater than ODSS in Southeast Asia; ODSS is greater than IDNF in East Asia; IDNF is roughly equal to ODSS in Northeast Asia. IDNF tends to be found among older and more religious consumers, while ODSS is the opposite. Importantly, in the more religious Southeast Asian countries, even younger consumers are more IDNF than ODSS.

This research uses an exploratory and discovery-oriented approach; future research can use more confirmatory approaches to systematically examine the relationship between cultural dimensions (e.g. individualism-collectivism) and consumption patterns.

For their brands to grow in Asian markets, marketing practitioners are advised to use multiple brands to segment Asian consumers based on their values, demographics, geographical location and what religious/faith traditions they follow.

This is the first paper to identify consumption profiles in Asian markets using LPA without prior conceptual biases and relate them to cultural values and demographic variables.