“…Understanding which factors contribute to employees' organizational commitment, a construct defined as the "strength of an individual' s identification with and involvement in a particular organization" (Mowday, Steers, & Porter, 1979, p. 226), is a topic of considerable interest for scholars and practitioners alike (Joo, 2010;Meyer, Becker, & Vandenberghe, 2004). This interest stems from assertions that organizations draw numerous benefits from having a committed workforce, a position supported by a wide variety of evidence that suggests that job-relevant outcomes depend to some degree on one' s level of organizational commitment (Graham & Nafukho, 2010;van Knippenberg & Sleebos, 2006). Specifically, desired individual outcomes such as enhanced job performance, greater extrarole performance, decreased withdrawal cognitions, and lower levels of absenteeism have each been shown to be related to organizational commitment (Harrison, Newman, & Roth, 2006;Meyer, Stanley, Herscovitch, & Topolnytsky, 2002;Ng & Sorensen, 2008).…”