Organizational commitment is defined as “a psychological state that (a) characterizes the employee’s relationship with the organization, and (b) has implications for the decision to continue or discontinue membership in the organization” (Meyer & Allen, 1991, p. 67). This popular definition is an attempt to create consensus between different research traditions and definitions in the literature on organizational commitment. For example, Porter, Steers, Mowday, and Boulian (1974) strongly focused on the affective aspect by defining organizational commitment as “the relative strength of an individual’s identification with and involvement in a particular organization” (p. 604). Mowday, Porter, and Steers (1982) differentiate Porter, Steers, Mowday and Boulian’s (1974) definition further by specifying “identification” and “involvement” in three factors: “1. a strong belief in and acceptance of the.
