Construct validity of Meyer and Allen's three-component model Pages 2Researchers investigated the construct validity of Meyer and Allen's three-component model of engagement Meyer and Allen (1991), as well as his measures and found strong support for the scale. Allen and Meyer (1996) examined the model with a revised scale by examining 40 samples and found the same validity. Despite evidence supporting validity across 40 samples of Allen and Meyer's (1996) scale, some important conceptualization and measurement issues remain to be resolved. highlighted by a social scientist. First of all, if we are interested in the uniformity of the scale of continuity commitments. McGee and Ford (1987) identified two subdimensions of continuance commitment. These dimensions were summarized as “Low employment opportunities” and “High personal sacrifice.” “Low employment alternatives” consider that people do not leave organizations because they have no other alternative, and “high personal sacrifice” suggests that people stay because they do not want to lose the years they have invested in the business. relationship with the organization for their future (e.g. pension). These findings were investigated within the dimensionality of continuance commitment by other research and also confirmed the above sub-dimensions. see (Dunham, Grube and Castaneda, 1994; Hackett et al., 1994; Meyer, Allen and Gellatly, 1990; Somers, 1993). Another argument that questions 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 such as Meyer and Allen. The fact is that the distinction between these two components of commitment...... middle of paper ...... 24, 285-308.O'Reilly, C., III, & Chatman, J. ( 1986). Organizational commitment and psychological attachment: The effects of conformity, identification, and internalization on prosocial behavior. Journal of Applied Psychology, 71, 492-499. Abdel-Halim, A. A. (1981). A reexamination of ability as a moderator of the role perception-satisfaction relationship. Personnel Psychology, 34, 549-561. Jones, F.F., Scarpello, V. and Bergmann, T. (1999). Remuneration procedures: what makes them fair? Journal of Occupational and Organizational Psychology, 72(2), 129-145. Scarpello, V. and Jones, F. F. (1996). Why fairness matters in compensation decision making. Journal of Organizational Behavior, 17, 285-299. Balfour, D. and Wechsler, B. (1996). Organizational commitment: Antecedents and outcomes in public organizations. Productivity and Public Management Review, 29, 256-277.