ABSTRACT
Research on organizational commitment has developed over several decades and is now quite extensive. In general, conceptualizations of commitment include a bond to the organization, a readiness to stay with it (Allen and Meyer 1990; Meyer and Herscovitch 2001). Most research on organizational commitment is based on traditional workers, that is, employees with one employer and open-ended contracts. Theories are thus built on employees’ identification with, and engagement to one organization—a single employment relationship where the employer and the workplace coincide.
