Employee commitment: An examination of the relationships among organizational commitment, occupational commitment, and organizational citizenship behavior in human resource professionals

This study tested the generalizability of the Three-Component Model (TCM) of commitment with human resource professionals. Relationships among organizational and occupational commitment constructs were examined along with the joint effects of the two commitments on the predictability on organizational citizenship behaviors. It was hypothesized that multiple commitments are a better predictor of organizational citizenship behaviors than a single form of commitment. While organizational commitment and occupational commitment when combined were able to predict organizational citizenship behaviors, the findings of this study indicate that commitment to one's occupation is a stronger predictor of behavior than is commitment to the organization. Why people work is more important than where they work. Furthermore, meaning, not money is a better predictor of citizenship behaviors.