“…Numerous studies have treated organizational commitment as a predictor of important outcomes such as turnover intentions, turnover, and absenteeism (Elangovan, 2001;Carmeli and Gefen, 2005;Meyer et al, 2004;Porter et al, 1974;Mathieu and Zajac, 1990;Lee, 1988;Falkenburg and Schyns, 2007). Apart from antecedent-consequence relationships organizational commitment has also been studied as a mediating variable by various researchers (For example, Suliman, 2002;Clugston, 2000;Tompson and Werner, 1997;Netemeyer et. al., 1995;Udo et al, 1997).…”