Three-Component Model Scale
Description of the Three-Component Model Scale
Organizational commitment has drawn the focus of numerous scholars. Researchers have seen a growing need to identify the factors that promote career devotion. As a result, the study extensively used the three-component model scale to develop a deeper grasp of commitment.
Meyer and Allen’s three-component model scale improved the earlier organizational commitment literature. Initially, it was believed that the major ways to gauge an employee’s commitment were through their behavior and attitude (Limpanitgul et al., 2017). Contrary to what is already known, the two researchers developed a model that claims that commitment to an organization is based on passionate, ongoing, and normative dedication (Limpanitgul et al., 2017). As a result, three scales of measurement known as the “Affective Commitment Scale (ACS), Continuance Commitment Scale (CCS), and Normative Commitment Scale (NCS)” were created (Koskei, Kimutai & Bogonko, 2018). Nevertheless, some of the scales’ elements have been updated over time.
The three scale items specify how each component is designed. Affective commitment, for instance, is an emotional connection to a job or organization (Tadesse, 2019). This affection is frequently shown in the bonds between coworkers or in their perceptions of their importance inside the organization (Al-Jabari & Ghazzawi, 2019). Researchers can evaluate a worker’s affective commitment using the language questions in the ASC (Uraon, 2017). The metric considers compliments for businesses, such as “this company has great personal relevance to me” (Betanzos-Diaz, Rodriguez-Loredo & Paz-Rodrigues, 2017). There are related subscales to normative commitment, which happens when employees feel they should stay with a firm (Cherian, Alkhatib, Aggarwal, 2018). Language that is expected, such as “This company merits my devotion,” shows that an employee’s commitment is needed (Betanzos-Diaz et al., 2017).