Previously mentioned critique has led to development of newer models. Cohen’s four
component commitment model is one of these (Cohen 2007). Regardless of similarities
in the name with previously introduced Allen and Meyer’s model, this one sees
commitment in a different way. One of the biggest differences is that this model
includes timeframe. It makes distinction between organizational commitment that
develops before entering the organization and commitment developed after the entry.
The other two dimensions are bases of commitment, whether it is instrumental or
psychological attachment. (Cohen 2007, 337.) When comparing these two, instrumental
commitment is attachment based on more tangible exchange relationship, like rewards
and salary while psychological attachment is perceptions of justice, perceptions of
organizational support and transformational leadership (Cohen 2007, 343, 349). Figure
1 describes how these four dimensions are connected. Next I will introduce all of these
dimensions briefly