Abstract
Commitment is one of the most frequently examined constructs in the
study of organizational phenomena. This is likely due to commitment
being a relatively convenient outcome to assess as well as the impact
workplace commitments have been shown to have on individual-level
outcomes important to organizations, such as absenteeism, turnover,
motivation, performance, and prosocial behaviors (Cooper-Hakim &
Viswesvaran, 2005; Mathieu & Zajac, 1990; Meyer & Allen, 1997; Meyer,
Becker, & Vandenberghe, 2004; Mowday, 1998). Commitment is also frequently studied outside of the workplace in numerous other disciplines,
suggesting that commitment is a fundamental concept for understanding
human behavior.