What is Organizational Commitment?

Organizational commitment is a psychological construct that describes the strength of an employee's identification with and attachment to their employer. The most widely used framework, developed by Meyer and Allen, identifies three components of commitment: affective commitment (emotional attachment — "I want to stay"), continuance commitment (perceived cost of leaving — "I need to stay"), and normative commitment (sense of obligation — "I ought to stay").

Affective commitment is the most valuable form because it correlates with discretionary effort, reduced absenteeism, and higher performance. Employees with strong affective commitment genuinely believe in the organization's mission and feel proud to be part of it. Continuance commitment, by contrast, keeps employees present but not productive — they stay because alternatives seem worse or switching costs feel too high. Normative commitment reflects loyalty driven by gratitude or social pressure.

Organizations build affective commitment through transparent leadership, meaningful work, investment in development, fair treatment, and a strong sense of community. When commitment erodes — often due to broken promises, leadership turnover, or misalignment between stated and actual values — employees first disengage psychologically before eventually leaving physically. Understanding which type of commitment dominates in your workforce helps leaders design more targeted retention strategies.

Commitment is a leading indicator of retention and performance. Employees with high affective commitment deliver better results, stay longer, and become culture carriers who attract and develop other talent. Measuring commitment alongside engagement helps organizations distinguish between employees who are genuinely invested and those who are merely comfortable. This distinction is critical for building a workforce that thrives through change and uncertainty.