Dr. John P. Meyer
Professor of Industrial/Organizational Psychology
Chair of Industrial/Organizational Psychology Area
Dr. John Meyer received his Ph.D. from The University of Western Ontario in 1978. After spending three years at St. Thomas University in Fredericton NB, he returned to Western where he is now a professor and chair of the graduate program in industrial and organizational psychology and director of the Research Unit for Work and Productivity. He is also an adjunct professor in the Institute for Positive Psychology and Education at the Australian Catholic University. His research interests include employee commitment, work motivation, leadership, and organizational change.
His work has been published in leading journals in the field of I/O psychology (e.g., Journal of Applied Psychology, Personnel Psychology) and management (e.g., Academy of Management Journal, Journal of Management), and has been cited more than 50,000 times according to Google Scholar. He is also co-author of Commitment in the Workplace: Theory, Research and Application (Sage Publications, 1997) and Best Practices: Employee Retention (Carswell, 2000), co-editor of Commitment in Organizations: Accumulated Wisdom and New Directions (Routledge, 2009) and editor of the Handbook of Employee Commitment (Elgar, forthcoming). He has been invited to conduct seminars and workshops in Canada and the US as well as Europe, Asia, and Australia. Dr. Meyer is a Fellow of the Canadian Psychological Association, the American Psychological Association, the Society for Industrial and Organizational Psychology, the International Association of Applied Psychology, and the Association for Psychological Science.
He is a former chair of Canadian Society for Industrial and Organizational Psychology and editor of the OB/HRM section of the Canadian Journal of Administrative Sciences. He currently holds the Science seat on the Board of Directors for CPA and is Chair of the Publications committee. In 2007 he was recognized by the Canadian Society for Industrial and Organizational Psychology for his “distinguished contributions to Industrial-Organizational Psychology in Canada,” and in 2012 was awarded the Helmuth Prize for Achievement in Research by The University of Western Ontario.
B.A. - University of Western Ontario, 1973
M.A. - University of Western Ontario, 1975
Ph.D. - University of Western Ontario, 1978
My research interests are in the areas of work attitudes, work motivation, leadership, and organizational change. A major objective of my research over the last 20 years has been to gain a better understanding of the meaning, development, and consequences of employee commitment. This research has demonstrated that employee commitment to the organization can take a least three-different forms (affect-based, cost-based, and obligation based), that each form of commitment develops in a somewhat different manner, and, perhaps most importantly, that each form of commitment has quite different implications for employee behaviour, performance, and well being. More recently, we have expanded the model to account for other workplace commitments (e.g., occupation, work team, management), and are conducting research to examine how these commitments combine to influence behaviour. Finally, I am beginning to evaluate the cross-cultural generalizability of our model of employee commitment.
Another major focus of my current research is on organizational change, with commitment to change being one of the variables of interest. More generally, I am interested in how employees react to the frequent and often dramatic changes taking place in the modern workplace, and in the leadership of the change process.
I am also currently involved in research projects concerning organizational justice, intrinsic and extrinsic motivation, trust and cynicism, and emotion. I am also interested in examining leadership, organizational culture, organizational justice, trust, and emotion in the context of organizational change. Finally, I am interested in assessing the cross-cultural generalizability of our model of employee commitment.
Klein, H. J., Becker, T. E., & Meyer, J. P. (Eds.) (2009). Commitment in Organizations: Accumulated Wisdom and New Directions. Florence, KY: Routledge/Taylor and Francis Group.
Meyer, J. P., & Allen, N. J. (1997). Commitment in the workplace: Theory, research, and application. Thousand Oaks, CA: Sage Publications.
Meyer, J. P., & Morin, A. J. S. (2016, in press). A person-centered approach to commitment research: Theory, research, and methodology. Journal of Organizational Behavior.
Meyer, J. P., Morin, A. J. S., & Vandenberghe, C. (2015). Dual commitment to organization and supervisor: A person-centered approach. Journal of Vocational Behavior, 88, 56-72.
Jackson, T. A., Meyer, J. P., & Wang, X. H. (2013). Leadership, commitment, and culture: A meta-analysis. Journal of Leadership and Organizational Studies, 20, 84-106.
Meyer, J. P., Stanley, L. J., & Parfyonova, N. M. (2012). Employee commitment in context: The nature and implications of commitment profiles. Journal of Vocational Behavior, 80, 1-16.
Meyer, J. P., Stanley, D. J., Jackson, T. A., McInnis, K. J., Maltin, E. R., & Sheppard, L. (2012). Affective, continuance, and normative commitment levels across cultures: A meta-analysis. Journal of Vocational Behavior, 80, 225-245.
Meyer, J. P., & Maltin, E. R. (2010). Employee commitment and well-being: A critical review, theoretical framework, and research agenda. Journal of Vocational Behavior, 77, 323-337.