Dear Kalpana, I think you would treat the three as a one construct, which relates to a job involvement.

Hi Kalpana,

You may want to look as well into Alice Eagly and Shelly Chaiken's Attitude-Behavior Model (1993, 2004). They stipulated that the types of commitment is a model for predicting turnover, explaining why people stay in the organization (want to, need to, ought to), a factor resulting from varying levels of Perceived Org Support and Job Involvement. Their study sheds light that organizational commitment and job involvement is perceived by TCM as a combination of different target (company) attitudes and behavioral attitudes. According to the model, affective commitment has stronger associations compared to normative and continuance commitment since it is associated with stronger identification to the organization's goals.

Dear Madam

As a faculty member of Business Administration and according to the model of commitmen i think Affective commitment is highly related with perceived organizational support and job involvement.

Well put and referenced by Emerald and suppported by Md. Mizanur and Ahed. Perception and affection are indeed related.

My Dear

According to social exchange theory, perceived organizational support always related with affective commitiment comparing with other dimension. 

I've always found affective commitment to be highest correlated to POS when I have measured these variables.

In previous studies affective commitment is the element which indeed correlates highest with POS but then this is rather obvious - is it not? The interesting additional question is whetjer different types of employee-employer relations mediate the correlation between all elements of commitment and POS and at what level.

Thank you Sibylle Heilbrunn. Good question from your point.

Hi Kalpana,

Results of meta-analyses showed that POS is more related to affective commitment than to nornative or continuance commitment (see Rhoades & Eisenberger, 2002; Meyer et al., 2002). Furthermore, Rhoades et al. (2001) have shown than POS is an antecedent of affective commitment while the reverse cannot be said. Research has also provided evidence for three mechanisms explaining this relationship between POS and affective commitment (i.e., fulfillment of socio-emotional needs, felt obligation and organizational identification; e.g., Marique et al., 2013).

Hope it helps!

I believe that continuance committment is more related to the perceived organizational support and job involvement.  

Until theory and empirical evidence expands beyond what has been observed today, it is difficult to argue with the meta-analytic findings noted by Florence Stinglhamer.

Generally the relationship is in organizational environments is very complex and flexible policy instruments that are required as forms of communication between employees that make up the organization, one of the important aspects is the self-satisfaction of employees that intrumentan from labor contracts and benefits they have in the organization

When you do empirical research and especially with use of instruments in representative perception Cultural UP, is very typical to find biases between worker commitment especially on issues of salary support or economic stimuli that is complications and is the opinion or perception that organizational you have of the participants in this series of studies as quantitative data but do not use more qualitative order, so that the consistency of the data collection and the subject of study are impotant to not have implications for their analysis