Abstract
The most commonly explored type of employee commitment involves attitudinal organizational commitment, which is an individual's psychological attachment to his/her organization. This type is made up of three components: affective, continuance, and normative. Scholars have investigated a myriad of factors which potentially influence employees' commitment levels as well as the impacts of commitment on employee behaviors. Committed employees are less likely to voluntarily leave their organization and more likely to contribute to its success. Research, including cross‐cultural research, utilizing the concept is strong, although critics point to measurement and conceptual problems. Communication research appears scant. However communication clearly applies to the process by which affective commitment is formed and shared. As a result, communication scholarship can fill a gap in how organizational behavior and/or management scholars conceptualize affective commitment.
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