Abstract
Organizational commitment is among the most studied topics in recent decades. Part of the interest in the topic is justified by the constant changes in the work environment. Thus, the construct of organizational commitment is part of the long tradition of studies that seek to identify and understand the personal factors that determine human behavior. This article intends to show the evolution of studies on the subject up to the present day, from a historical path of the theoretical and empirical development of the commitment construct, with emphasis, in particular, to the three-dimensional model of Meyer and Allen (1991), followed for the criticisms to the development of the concept, the current studies and the future perspective of the investigation.
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