Managers used to believe that employee commitment was defined as: a feeling of attachment to the organization, the perceived costs of leaving it, and a feeling of obligation to stay with the company. Today’s best managers know that commitment means that an employee is willing to go above and beyond their regular job and perform acts on behalf of the organization. Having organizational commitment means that an employee: 1) has an emotional attachment to the organization, 2) identifies with and agrees to organizational norms, goals, & values, and 3) is ready to serve the organization when called upon to do so.
Source: Solinger, O. N., Van Olffen, W., & Roe, R. A. 2008. Beyond the three component model of organizational commitment. Journal of Applied Psychology, 93, 70-83.
