Natalie J. Allen

TL;DR: In this article, the authors proposed a three-component model of organizational commitment, which integrates emotional attachment, identification with, and involvement in the organization, and the normative component refers to employees' feelings of obligation to remain with the organization.

TL;DR: In this paper, the authors go beyond the existing distinction between attitudinal and behavioral commitment and argue that commitment, as a psychological state, has at least three separable components reflecting a desire (affective commitment), a need (continuance commitment), and an obligation (normative commitment) to maintain employment in an organization.

TL;DR: In this article, the authors tested the generalizability of J. P. Meyer and N. J. Allen's (1991) 3-component model of organizational commitment to the domain of occupational commitment.

TL;DR: The Meaning of Commitment and the Consequences of Organizational Commitment The development of organizational Commitment Managing for Commitment Multiple Commitments in the Workplace A Look Back and a Look Ahead as discussed by the authors.

TL;DR: Although some empirical questions remain at issue, the overall results strongly support the continued use of the scales in substantive research.