Western University PsychologyFaculty of Social Science

John Meyer

Dr. John Meyer

Chair - Industrial/Organizational Psychology

Email: meyer@uwo.ca
Office: SSC 8411
Tel: 519-661-2111 ext. 83679
Curriculum Vitae

  • Bio

  • Publications

  • Research

Biographical Information

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.  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 49,000 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), and co-editor of Commitment in Organizations: Accumulated Wisdom and New Directions (Routledge, 2009). He has consulted with private and public organizations in Canada on issues related to his research and has been invited to conduct seminars and workshops in 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 and a member of the Academy of Management.  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.

Selected Publications


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.

Journal Articles

Kam, C., & Meyer, J.P. (in press). Implications of item keying and item valence for the investigation of construct dimensionality. Multivariate Behavior Research.

Kam, C., Morin, A.J.S., Meyer, J.P., & Topolnytsky, L. (in press). Are commitment profiles stable and predictable? A latent transition analysis. Journal of Management.

Meyer, J.P., Morin, A.J.S., & Vandenberghe, C. (in press). Dual commitment to organization and supervisor: A person-centered approach. Journal of Vocational Behavior.

Morin, A.J.S., Meyer, J.P., McInerney, D.M., Marsh, H.W., & Ganotice, F.A. (in press). Profiles of dual commitment to the occupation and organization: Relations to well-being and turnover intentions. Asian Pacific Journal of Management.

Kam, C., & Meyer, J.P. (2015). How careless responding and acquiescence response bias can influence construct dimensionality: The case of job satisfaction. Organizational Research Methods, 18, 512-541.

Meyer, J.P. (2013). The science-practice gap and employee engagement: It’s a matter of principle. Canadian Psychology, 54, 235-245.

Meyer, J.P., Kam, C., Goldenberg, I., & Bremner, N.L. (2013). Organizational commitment in the military: Application of a profile approach. Military Psychology, 25, 381-401.

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., & Vandenberg, R.M. (2013). A person-centered approach to the study of commitment. Human Resource Management Review, 23, 190-202.

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., 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., & Maltin, E.R. (2010). Employee commitment and well-being: A critical review, theoretical framework, and research agenda. Journal of Vocational Behavior, 77, 323-337.

Meyer, J.P., Hecht, T.D., Gill, H., & Toplonytsky, L. (2010). Person-organization (culture) fit and employee commitment under conditions of organizational change: A longitudinal analysis. Journal of Vocational Behavior, 76, 458-473.

Meyer, J.P., & Parfyonova, N. (2010). Normative commitment in the workplace: A theoretical analysis and re-conceptualization. Human Resource Management Review, 20, 283-294

McInnis, K. J., Meyer, J. P., & Feldman, S. (2009). Psychological contracts and their implications for commitment: A feature-based approach. Journal of Vocational Behavior, 74, 165-180.

Meyer, J.P., Srinivas, E.R., Lal, J.B., & Topolnytsky, L. (2007). Employee commitment and support for an organizational change: Test of the three-component model in two cultures. Journal of Occupational and Organizational Psychology, 80, 185-211.

Gellatly, I.R., Meyer, J.P., & Luchak, A.A. (2006). Combined effects of the three commitment components on focal and discretionary behaviors: A test of Meyer and Herscovitch’s proposition. Journal of Vocational Behavior, 69, 331-345.

Meyer, J.P., Becker, T.E., & Van Dick, R. (2006). Social identities and commitment at work: Toward an integrative model. Journal of Organizational Behavior. 27, 665-683.

Meyer, J.P., Becker, T. E., & Vandenberghe, C. (2004). Employee motivation and commitment: A conceptual analysis and integrative model. Journal of Applied Psychology, 89, 991-1007.

Herscovitch, L., & Meyer, J.P. (2002). Commitment to organizational change: Extension of a three-component model. Journal of Applied Psychology, 87, 474-487.

Meyer, J.P., Stanley, D.J., Herscovitch, L., & Topolnytsky, L. (2002). Affective, continuance and normative commitment to the organization: A meta-analysis of antecedents, correlates and consequences. Journal of Vocational Behavior, 61, 20-52.

Lee, K., Allen, N. J., Meyer, J.P., & Rhee, K-Y. (2001). Cross-cultural generalizability of the Three-Component Model of organizational commitment: An application to South Korea. Applied Psychology: An International Review, 50, 596-614.

Meyer, J.P., & Herscovitch, L. (2001). Commitment in the workplace: Toward a general model. Human Resource Management Review, 11, 299-326.


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.