Construct validity of Meyer and Allen's three-component model Pages 2Researchers studied the construct validity of Meyer's three-component model of commitment and Allen (1991) along with his measures and found strong support for the scale. Allen and Meyer (1996) revised the model with a revised scale examining 40 samples and found the same validity. Despite evidence supporting the cross-40 sample validity of the Allen and Meyer (1996) scale, there still remain some important conceptualization and measurement issues highlighted by the sociologist. First, if we look at the uniformity of the scale of continuation commitments. McGee and Ford (1987) identified two subdimensions of continuance commitment. These dimensions were summarized as “low work alternatives” and “high personal sacrifice.” “Low job alternatives” believe that people do not leave organizations because they have no other alternatives, while “high personal sacrifices” suggest that people stay because they do not want to lose the investments of the years spent in the organizational relationship for their future (e.g. example, pension). These findings were studied under the umbrella of the dimensionality of continuance commitment by other research and also confirmed the above subdimensions. see (Dunham, Grube, & Castaneda, 1994; Hackett et al., 1994; Meyer, Allen, & Gellatly, 1990; Somers, 1993). Another argument that calls into question the validity of the three-component model of commitment is that, there are high correlations between the antecedents of affective commitment and dimensions of normative commitment, confirmed by research including Meyer and Allen. The fact is that the distinction between these two components of the commi...... middle of the document ...... 24, 285-308.O'Reilly, C., III, & Chatman, J. ( 1986) . Organizational commitment and psychological attachment: The effects of conformity, identification, and internalization on pro-social behavior. Journal of Applied Psychology, 71, 492-499. Abdel-Halim, A. A. (1981). A reconsideration of ability as a moderator of the role perception-satisfaction relationship. Personnel Psychology, 34, 549-561. Jones, F. F., Scarpello, V., & Bergmann, T. (1999). Payment Procedures: What Makes Them Fair? Journal of Occupational and Organizational Psychology, 72(2), 129-145.Scarpello, V., & Jones, F.F. (1996). Why justice matters in compensation decision-making. Journal of Organizational Behavior, 17, 285-299. Balfour, D., & Wechsler, B. (1996). Organizational commitment: Antecedents and outcomes in public organizations. Review of public productivity and management, 29, 256-277.