ANALYZING THE THREE-COMPONENT THEORY : APPROPRIATENESS IN MEASURING ORGANIZATIONAL COMMITMENT

Abstract

               This academic article aims to study the three-component theory of Meyer and Allen, which is a widely recognized framework in organizational commitment research. It is divided into three dimensions: Affective Commitment, Continuance Commitment, and Normative Commitment. This theory helps to understand employee behavior in various aspects and serves as an essential tool in human resource management, especially in developing strategies to improve work efficiency and reduce employee turnover. This article presents 1) the fundamental concepts of the three-component theory, 2) the development of measurement tools, such as the Organizational Commitment Questionnaire (OCQ), 3) its application in various contexts, 4) the advantages and limitations of the theory, and 5) future research trends related to measuring and developing organizational commitment.  The knowledge presented in this article will help researchers, scholars, and organizational leaders design strategies to strengthen the relationship between employees and organizations. Specifically, applying this theory can aid in designing human resource development programs that align with the needs of different employee groups, such as creating career growth opportunities for employees with high affective commitment or improving benefits to retain employees with high continuance commitment. Moreover, it can be used to develop performance evaluation systems that are consistent with employees' commitment levels, which will help reduce turnover rates and improve long-term work performance.