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ent. These two explanations will be used to measure commitment.

To measure commitment, Mowday, Steers and Porter (1979) developed the Organizational Commitment Questionnarie (OCQ). This questionnaire consists of fifteen different statements, which try to measure the three commitment related characteristics as mentioned in the foregoing paragraph. In the appendix are the fifteen statements according to Mowday et al., (1979). More

Meyer & Allen argued that this approach to measure commitment only measures the part of affective commitment. To measure the three parts of commitment, affective commitment, continuance commitment and normative commitment, they developed the Three-Component Organizational Commitment Scale. This scale consists of several statements, each component of commitment can be measured by his own statements. Listed below are some examples of the Three-Component Organizational Commitment scale according to Meyer & Allen in several studies.

Affective Commitment
I would be very happy to spend the rest of my career with this organization

I really feel as if this organization's problems are my own

Continuance Commitment
Right now, staying with my organization is a matter of necessity as much as desire

It would be very hard for me to leave my organization right now, even if I wanted to

Normative Commitment
I do not feel any obligation to remain with my current employer

Even if it were to my advantage, I do not feel it would be right to leave my organization now

The Three-Component Organizational Commitment Scale appears to be a reliable scale to measure affective, calculative and normative commitment. The model and the measurement instrument focus especially on the commitment of a whole organization. In a later stage this model is also translated towards other objects of commitment, such as the appeal to test the generalization of the model. How an employee behave on his work depends on the organizational commitment and the occupational level. The occupational level is the level of commitment with reference to the profession itself. The three components of commitment with the profession are associated with variables who measure the antecedents of commitment as mentioned above. Meanwhile it point out to be that a high organizational and occupational commitment lead to performance improvements and low staff turnover. (Meyer & Allen, 1993)

2.3 Conclusion
In this paragraph a short conclusion about commitment will be given.

The most complete form to describe commitment is the Multi-Dimensional way. According to this description of Meyer & Allen commitment consists of three components. The affective component, the continuance component and the normative component. In fact, employees with a strong affective commitment remains with the organization because they want it. Employees with a strong continuance commitment wants to remain with the organization because they need it. And employees with a strong normative commitment remains with the organization because they ought it. These components where influenced by the different antecedents as shown in the figure of paragraph 2.1.

In an approach to measure affective commitment Mowday et al., (1979) developed a Organizational Commitment Questionnarie (OCQ).