By understanding when and how commitments develop and how they shape attitude and behavior, organizations
will be in a better position to anticipate the impact that change will have and to manage it more effectively (Meyer &
Allen, 1997). By knowing what drives the commitment of employees, a positive environment can be created to
deliver tangible results quickly. The purpose of this paper is to identify theories of commitment in the workplace to
develop a framework that helps the field create higher levels of commitment, productivity, and satisfaction. The
paper is organized into five main sections: the method, commitment in the workplace, mapping workplace
commitment, and the implications for HRD and future research.