Development and evolution of commitment profiles among military recruits: Implications for turnover intention and well-being

We investigate the development and consequences of commitment profiles among Canadian Armed Forces (CAF) recruits who completed surveys at the end of basic training (N = 3998) and three (N = 636) and nine (N = 612) months later. The surveys included measures of affective, normative, and continuance commitment as well as measures developed by the CAF to assess recruits' experiences, career intentions, and well-being. Latent profile analyses of commitment at the end of basic training revealed four quantitatively distinct profiles (i.e., profiles differing in elevation but not shape). Strength of commitment related positively with perceived values fit, support from instructors and fellow recruits, and well-being, and negatively with turnover intention. Analyses of longitudinal data obtained following basic training revealed a stable and more differentiated 6-profile structure reflecting weak, exchange-based (continuance-dominant) and value-based (strong affective alone or in combination with strong normative and continuance) commitment. Value-based profiles were associated with greater perceived values fit, supervisor support, and well-being, and lower turnover intentions. The relative advantages of identifying the more nuanced commitment mind-sets reflected in commitment profiles is discussed along with the relevance of early onboarding experiences for the development of value-based commitment and retention.