INTRODUCTION
The survival, success and sustainability of organizations lie in the strong and unalloyed commitment of its employees. No organization can grow beyond the quality and strength of its employees. Commitment is a person’s belief in a course and resolves to pursue that course willingly, intentionally, voluntarily, actively, passionately and relentlessly (Akinyemi 2014). Kanter (1968) as cited in Akinyemi (2014) succinctly describes commitment as “the willingness of social actors to give their energy and loyalty to social systems which are seen as self-expressive”. Allen and Meyer (1991) developed an early model that has become the most popular in the literatures on organizational commitment. The three dimensional model of commitment developed by Allen and Meyer (1991) view commitment first as “an emotional attachment to, and identification with, and an involvement in the organization, (Affective commitment) The second is a feeling of obligation to continue in the employment, (Normative commitment), the third is a considerate of the cost associated with leaving the organization (Continuance commitment)”.
Affective, continuance and normative commitments are psychological states which suggest in particular the relationship of employees with the organization that determines their decision to continue or not to continue the relationship with the organization. A close look at all the various assertions on commitment presented here reveals a common proposition shared by all, Commitment has been considered generally to be a bond or linking of the individual to the organization. (Ebikeseye and Dickson 2018)
Akinyemi (2014), noted that “genuine individual commitment to a cause cannot be enforced or imposed, it is volitional. Organizational commitment connotes an individual’s strong belief in, and acceptance of organizational goals and values, readiness to exert considerable effort on behalf of the organizations and a strong desire to remain with the organization. (Mowday, Porter and..............................>>>>>

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