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This study aims to provide the first longitudinal examination of the relationship between affective, calculative, normative commitment and customer loyalty by using longitudinal panel survey data.

Repeated measures for 269 customers of a large financial services provider are employed. Two types of segmentation methods are compared: predefined classes and latent class models and predictive power of different models contrasted.

The results reveal that the impact that different dimensions of commitment have on share development varies across segments. A two-segment latent class model and a managerially relevant predefined two-segment customer model are identified. In addition, the results demonstrate the benefits of using panel survey data in models that are designed to study how loyalty develops over time.

This study illustrates the benefits of including both baseline level information and changes in the dimensions of commitment in models that try to understand how loyalty unfolds over time. It also demonstrates how managers can be misled by assuming that everyone will react to commitment improvement efforts similarly. This study also shows how different segmentation schemes can be employed and reveals that the most sophisticated ones are not necessarily the best.

This research provides the first examination of models for change in customer loyalty by employing survey panel data on the three-component model of customer commitment (affective, calculative, and normative) and considers alternative segmentation methods.

This study examined how parental divorce during emerging adulthood gives meaning to emerging adults’ developmental stage and interpersonal relationships.

The participant sample consisted of 15 females from the Southeastern United States who were between the ages of 18 and 25 (M = 21.5). Qualitative methods were utilized, with a transcendental phenomenological research methodology specifically applied. Interviews were conducted focusing on perceptions of the divorce experience in relation to important aspects of emerging adulthood, namely developmental experiences and interpersonal relationships, primarily intimate partner and dating experiences. NVivo was used to allow a “bottom-up” design, emergent design, and interpretive inquiry for data analysis.

Two major themes emerged from the data: (1) developmental stage facilitates insight into the divorce process and (2) parental divorce leads to contemplating and reconceptualizing perceptions of self and interpersonal relationships.

Results are relevant to researchers, parents, and practitioners as divorce is examined with a developmental lens. Findings suggest that the meaning and impact of parental divorce are distinct for emerging adult children, characterized by awareness and personal reflection. Implications for parenting and practice are provided.

Outlines the main issues arising from debt, and explains one approach to helping people cope. Examines the effects of debt at home and work. Considers the causes of the amount of debt in the UK to be: loss of income, marital breakdown, over‐commitment, financial mismanagement and poverty. Highlights help available from debt counselling through a case example.

The purpose of this study is to gain a deeper understanding of female spouses’ lived experiences of changes in everyday life while living with a husband with dementia.

Nine individual interviews of female spouses were conducted in 2017. A phenomenological narrative approach was applied during data collection, and the analysis was inspired by Amedeo Giorgi’s analytic steps.

Female spouses experienced changes in their marital relationships, and found ways of managing these changes, although they realized life was marked by loneliness and distress. The identified themes reveal how female spouses experienced changes in everyday life as the disease progressed. Everyday routines gradually changed and they actively sought ways to uphold everyday life and a marital relationship.

Research should focus on developing supportive interventions, where the people with the lived experiences in relation to dementia are involved in the research process, to better target the needs for support, when developing interventions.

Insight into everyday life can help health-care service providers to better the support to female spouses and contribute with more individualized support, which may contribute to the quality of care.

In this study, the authors disclose the invisible and silent work that takes place in an everyday life, when living with a husband with dementia during the time span of caregiving. Spouses’ experiences are important to include, when developing intervention to support spouses to better tailor the interventions.

The main focus of the paper is an examination of the nature of sponsor commitment to a team, an event or a sport. Established notions of “sponsor commitment” typically involve the sponsor engaging in a transaction with a sponsored property. Through this process a sum of money is paid to property managers in return for which the sponsor expects to achieve a tangible outcome. The paper argues that this is a crude view of commitment, and highlights the relevance of a more collaborative and relational perspective of sponsor commitment. It begins with an examination of the relationship literature, highlighting the important role of commitment between collaborative partners, and concludes by exploring a range of implications for sponsorship managers embracing a broader view of commitment.

We introduce the construct of loving one's job as an overlooked, but potentially informative, construct for organizational research. Following both empirical findings and theoretical developments in other domains we suggest that love of the job comprises a passion for the work itself, commitment to the employing organization, and high-quality intimate relationships with coworkers. We also suggest that love of the job is a taxonic rather than a dimensional construct – one either loves their job or does not. In addition, we propose that loving your job is on the whole beneficial to individual well-being. Within this broad context, however, we suggest that loving one's job may buffer the effect of some stressors while at the same time increase vulnerability to others. These suggestions provide some initial direction for research focused on the love of one's job.

This study develops a social psychological model to account for women’s gender‐typed occupational mobility. The model delineates that occupational gender composition affects women’s psychological experience (experience of sex discrimination, self‐efficacy, and gender role ideology), and that this psychological experience, in turn, contributes to their mobility between male‐dominated and female‐dominated occupations. Using the National Longitudinal Surveys (NLS) of Young Women data, the study finds that occupational gender composition affects women’s report of experience of sex discrimination but not self‐efficacy or gender role ideology. Self‐efficacy contributes to women’s gender‐typed occupational mobility, but experience of sex discrimination and gender role ideology do not. The direction for future research is discussed.

The purpose of this paper is to examine whether organizations can encourage the loyalty of their international employees through the composition of their expatriate packages.

Two separate but complementary theoretical perspectives – the total reward approach, and the exchange‐based construct of state of the psychological contract (SPC) – are used to explain the affective commitment of expatriates. Hypotheses are developed and tested on a sample of 263 assigned and self‐initiated expatriates from Finland.

A positive SPC relating to tangible universal rewards (i.e. the compensation package traditionally considered in previous expatriate research) is not linked to an increase in the overall affective commitment of expatriates. In contrast, a very strong positive relationship was found between the expatriates' SPC relating to total rewards (which include intangible particularistic rewards (IPR)) and affective commitment.

The sample only includes highly educated Finnish expatriates, which limits the external validity of the results. Moreover, the cross‐sectional nature of this study does not allow for confirmation of the cause‐effect relationship between the SPC and affective commitment.

The results suggest that, as a rule, organizations could improve the retention of their valuable international employees via the exchange of IPR usually found in socio‐emotional and trusting employment relationships.

First, this paper focuses on expatriate perceptions regarding their compensation. Second, it applies the “concreteness” and “particularism” dimensions developed by Foa and Foa to distinguish between the constituting components of the bundle of total rewards and provide an evaluation‐oriented measure of the SPC relating to this bundle. Third, this approach enables explaining expatriates' affective commitment.

This study explores the factors affecting the results obtained by Southern African students in the professional qualification examinations of the Chartered Institute of Management Accountants (CIMA). Thirteen variables were identified and included in a questionnaire sent to CIMA students. It was found that three variables were significantly associated with examination success: age, tuition and study material. Younger candidates, candidates who attended part‐time tuition classes and candidates who used the textbooks published by BPP were more successful. Trends were also detected regarding gender, the number of papers written, and examination attempts: females tended to outperform males, candidates had a smaller chance of passing all the papers they sat if they took on more papers at a time, and first‐time candidates had a higher tendency to pass than repeat candidates. Opportunities for further research are discussed.

The purpose of this review is to integrate and organize past research findings on affective, normative and continuance occupational commitment (OC) within an integrative framework based on central life span concepts.

The authors identified and systematically analyzed 125 empirical articles (including 138 cases) that examined OC with a content valid measure to the here applied definition of OC. These articles provided information on the relationship between OC and four distinct life span concepts: chronological age, career stages, occupational and other life events, and occupational and other life roles. Furthermore, developmental characteristics of OC in terms of construct stability and malleability were reviewed.

The reviewed literature allowed to draw conclusions about the mentioned life span concepts as antecedents and outcomes of OC. For example, age and tenure is more strongly positively related to continuance OC than to affective and normative OC, nonlinear and moderating influences seem to be relevant in the case of the latter OC types. The authors describe several other findings within the results sections.

OC represents a developmental construct that is influenced by employees’ work- and life-related progress, associated roles, as well as opportunities and demands over their career. Analyzing OC from such a life span perspective provides a new angle on the research topic, explaining inconsistencies in past research and giving recommendation for future studies in terms of dynamic career developmental thinking.