The three-component model of commitment developed by Meyer and Allen (1997) arguably
dominates organizational commitment research (Meyer et al., 2002). This 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