Longitudinal trajectories of affective commitment to the occupation among school principals: A person-centered perspective

Affective occupational commitment (AOC) can be conceptualized as an indicator that ones' occupation has been adequately internalized within one's professional identity. From this perspective, the present study relies on the organismic integration component of Self-Determination Theory to: (1) investigate the distinctive shapes (or profiles) taken by school principals AOC trajectories; (2) test the role of work characteristics related to the satisfaction of principals' basic needs for relatedness, competence and autonomy as core drivers of their AOC trajectories; (3) document the outcome implications of these trajectories in relation to principals' job satisfaction, turnover intentions, and burnout. Using a sample of 661 established (tenure = 6 months to 38 years) school principals ( Mage = 44.94; 58 % females) measured four times over a two-year period, growth mixture analyses revealed five profiles characterized by distinct AOC trajectories. Three profiles displayed High , Moderately High , or Very Low stable levels of AOC. The other profiles displayed Slowly Increasing or Slowly Decreasing levels of AOC. Higher AOC levels were also anchored in more stable trajectories, and were accompanied by higher job satisfaction and lower burnout and turnover intentions. Satisfaction of the need for autonomy, competence, and relatedness had differential short-term and long-term effects on AOC trajectories. The current study provides evidence for the malleability of AOC from a longitudinal perspective and highlights the necessary conditions to foster ideal AOC trajectories for high-level managers. • Affective occupational commitment (AOC) was measured four times over two years among 661 school principals. • Profiles characterized by High , Moderately High , Very Low stable levels of AOC were identified. • Profiles characterized by Increasing or Decreasing levels of AOC were also identified. • Higher AOC was also more stable, and accompanied by higher job satisfaction and lower burnout and turnover intentions. • Self-efficacy, autonomy, recognition, and relationships with personnel were positively related to AOC trajectories.