ABSTRACT
The concept of multiple commitments in the workplace has attracted the interest of scholars and practitioners particularly in recent years. Although early research on commitment focused on separate commitments, the tendency to view commitment as a more complex phenomenon is growing. It started by developing multidimensional perspectives on separate commitments, a trend demonstrated particularly in the case of organizational commitment in the works of Meyer and Allen (1991, 1997). It continued by developing a multidimensional perspective on the whole concept of commitment in the workplace (Morrow, 1993). This multidimensional view is justified conceptually. Multiple commitments seem to represent one’s linkages to the work setting better than a single commitment separately. As argued throughout this volume, examining one commitment independently seems not to capture the notion of employees’ commitment in the workplace.
