Separating the commitment construct from the outcomes of affect, continuance, and motivation outcomes may seem to be theoretical nitpicking. However, it focuses research
attention on the variety of outcomes that can be observed, and considering these outcomes with
different HR practice sub-bundles leads to better understanding of the impact that each subbundle
can have. Rather than focus on laundry lists of “high commitment” or “high performance”
HR practices, the AMO approach enables a more theoretically specific understanding of the
relationships between HR practices and organizational commitment