Meyer and Allen's three-component model of organizational commitment has become the dominant model for study of workplace commitment. Given its widespread usage, analyzing the accuracy of the scales developed to tap the construct is warranted. This paper includes a critical analysis of the organizational commitment framework proposed by Meyer and Allen and examines the validity of its constituent subscales for the measurement of Affective Commitment (AC), Normative Commitment (NC), and Continuance Commitment (CC). It identifies the critical issues that need to be addressed to enhance the accuracy and usefulness of Meyer and Allen's model. It incorporates corresponding solutions and proposes an enhanced model for the measurement of organizational commitment.

The three-component model of commitment developed by Meyer and Allen (1997) arguably dominates organizational commitment research (Meyer et al., 2002). This model proposes that organizational commitment is experienced by the employee as three simultaneous mindsets encompassing affective, normative, and continuance organizational commitment. Affective Commitment reflects commitment based on emotional ties the employee develops with the organization primarily via positive work experiences. Normative Commitment reflects commitment based on perceived obligation towards the organization, for example rooted in the norms of reciprocity. Continuance Commitment reflects commitment based on the perceived costs, both economic and social, of leaving the organization. This model of commitment has been used by researchers to predict important employee outcomes, including turnover and citizenship behaviors, job performance, absenteeism, and tardiness (Meyer et al., 2002). Meyer and Allen (1997) provide a comprehensive overview of the theoretical lineage of this model.

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