摘要：The dynamic nature of contemporary work settings make it challenging for organizations to retain talent. Organization commitment is believed to be a strong indicator of intentions to leave and turnover behavior. Committed employees are believed to stay with the organization for longer durations of time and in affective respects; show greater loyalty and passion towards work. A review of literature has shown the multiple perspectives in which commitment has been studied. The objectives of the current study are two fold in nature. Firstly, this paper attempts to study the historic evolution and diverse conceptual views on accepted committed behavior; so as to establish clear relevance of these constructs into three components which are affective, normative and continuance commitment. This is done by establishing construct congruence with popularly accepted models. The second part of the paper tries to analyze the relationship aspects of each of these components with employee performance; so as to understand the differing importance of each, as a predictor of employee performance
