This paper is a conceptual based paper which gives theoretical evidence to support the idea. The paper also gives a brief overview model proposes that organizational commitment is experienced by the employee as three simultaneous mindsets encompassing affective, normative, and continuance organizational commitment. Affective Commitment reflects commitment based on emotional ties the employee develops with the organization primarily via positive work experiences. Normative Commitment reflects commitment based on perceived obligation towards the organization, for example rooted in the norms of reciprocity. Continuance Commitment reflects commitment based on the perceived costs, both economic and social, of leaving the organization. This model of commitment has been used by researchers to predict important employee outcomes, including turnover and citizenship behaviors, job performance, absenteeism, and tardiness (Meyer et al., 2002). Meyer and Allen (1997) provide a comprehensive overview of the theoretical lineage of this model.
Allen N J and Meyer J P (1990), “The Measurement and Antecedents of Affective, Continuance and Normative Commitment to the Organization”, Journal of Occupational Psychology, Vol. 63, pp. 1-18
Becker, B., & Gerhart, B. (1996). The impact of human resource management on organizational performance: Progress and prospects. Academy of Management journal. 39 (4), 779-801
Becker, T.E., Randall, D.M. & Reigel, C.D. (1995). “The multidimensional view of commitment and the theory of reasoned action: A comparative evaluation”. Journal of Management, 21(4), 616-639.
Benkhoff, B. (1997). Ignoring commitment is costly: new approaches establish the missing link between commitment and performance. Human relation, 50(6), 701-728.
Hawkins, W.D. (1998). Predictors of affective commitment among high school principles. Doctoral Thesis. Available from: http://scholar.lib.vt.edu/theses/available/etd-322
Jaros, S., Jermier, J., Koehler, J. & Sincich, T. (1993). Effects of continuance, affective, and moral commitment on the withdrawal process: An evaluation of eight structural equation models. Academy of Management Journal, 36, 951-995.
Mathieu, J. E., & Zajac, D. M. (1990). A review and meta-analysis of the antecedents, correlates and consequences of organizational commitment. Psychological Bulletin, 108(2), 171-194.
Mayer, R.C. & Schoorman, F.D. (1992). Predicting participation and production outcomes through a two-dimensional model of organizational commitment. Academy of Management Journal, 35(3), 671-684.
Meyer, J.P. & Allen, N.J. (1997). Commitment in the workplace. Theory, research
and application. Thousand Oaks: Sage.
Meyer J P, Stanley D J, Herscovitch L and Topolnytsky L (2002), “Affective, Continuance and Normative Commitment to the Organization: A Meta-analysis of Antecedents, Correlates, and Consequences”, Journal of Vocational Behaviour, Vol. 61, pp. 20-52
Meyer, J.P. & Herscovitch, L. (2001). Commitment in the workplace: Toward a general model. Human Resources Management Review, 11, 299-326.
Noor Harun Abdul Karin & Noor Hasrul Nizan Mohammad Noor, (2006). Evaluating the psychometric properties of Allen and Meyer’s organisational commitment scale: A cross cultural application among Malaysian academic librarians. Malaysian Journal Of Library & Information Science, 11(1), 89-101
.
O’Reilly, C. & Chatman, J. (1986). Organisational commitment and psychological attachment: the effects of compliance, identification and internalization on pro-social behavior. Journal of Applied Psychology, 71, 492-499.
Porter, L.W., Steers, R.M., Mowday, R.T., Boulian, p. (1974). Organizational commitment, job satisfaction and turnover among psychiatric technicians. Journal of Applied Psychology, 59,603-609.
Sommer, S., Bae, S.H., & Luthans, F. (1996). Organizational commitment across cultures: the impact of antecedents on Korean employees. Human Relation, 49(7), 977-93
Randall, D.M. & Cote, J. A. (1991). Interrelationships of work commitment constructs. Work and Occupation, 18, 194-211.
Romzek, B.S. (1990). Employee investment and commitment: The ties that bind. Public Administration Review, 50, 374-382.
NORAAZIAN, & KHALIP. (2016). A three-Component Conceptualization of Organizational Commitment. International Journal of Academic Research in Business and Social Sciences, 6(12), 15-21.
Copyright: © 2016 The Author(s)
Published by Human Resource Management Academic Research Society (www.hrmars.com)
This article is published under the Creative Commons Attribution (CC BY 4.0) license. Anyone may reproduce, distribute, translate and create derivative works of this article (for both commercial and non-commercial purposes), subject to full attribution to the original publication and authors. The full terms of this license may be seen at: http://creativecommons.org/licences/by/4.0/legalcode
