Meyer and Allen’s three-component model of organizational commitment has become the dominant model for study of workplace commitment. Given its widespread usage, analyzing the accuracy of the scales developed to tap the construct is warranted. This paper includes a critical analysis of the organizational commitment framework proposed by Meyer and Allen and examines the validity of its constituent subscales for the measurement of Affective Commitment (AC), Normative Commitment (NC), and Continuance Commitment (CC). It identifies the critical issues that need to be addressed to enhance the accuracy and usefulness of Meyer and Allen’s model. It incorporates corresponding solutions and proposes an enhanced model for the measurement of organizational commitment.
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