This conceptual paper samples some of the studies conducted on organizational commitment. With fast changes happening in geometric rate, that causes changes in almost everything, including perception and nullification of certain rules that holds some years back. The author's objectives are to verify the claim of some theories such as Leadership-Member-Exchange (LMX), Two Factor Theory, and Maslow. It is observed from the study that despite the global changes in the theory or model still holds. Employees’ job satisfaction has a strong positive relationship with or without organization commitment intervening. Most studies also conclude that job satisfaction and organizational commitment have an adverse correlation to employee turnover. However, study by Genevi?i?t?-Janonien? and Endriulaitien? (2014) suggests that based on the approach in which commitment is investigated. It can also have an inverse correlation with organizational performance if viewed form “change approach”.
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