ABSTRACT
The importance of this topic rests on the argument that work commitment cannot be established as a valuable concept unless it can be verified as one that affects major work outcomes in the work environment. That is, continued interest in multiple commitments depends on whether commitments predict employees’ behavior in the workplace. Moreover, a stronger expectation is that in a multiple commitment model, more than one commitment will be related to outcomes. This is an important justification for studying multiple commitments rather than only one. In fact, a reason for the interest in the relation between multiple commitments and outcomes is the disappointing results obtained in terms of the relation between commitment forms examined separately and outcomes. Despite constant concern about the limited conceptual frame used to study work-related commitment, most studies have included only one form of commitment (Somers & Birnbaum, 1998).
