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2.1INTRODUCTIONThe starting time chapter of this dissertation has indicated organizational commitment (OC) as the way to improve a wide range of positive organizational outcomes and in curing dollar volume and absenteeism problems. It is vital to have a thorough understanding of the overall innovation of OC. Therefore, the main objective of this chapter is to provide a review on OC found on an extensive search of existing literature.This chapter starts with the theoretical background of OC and its description in the current world. Different approaches of OC are then discussed and Three-Comp superstarnt Model pull up stakes be presented in detail. This chapter progresses to evaluate the OC in the construction industry establish on the existing literature. Finally, a summary is provided at the end of this chapter.2.2 circumstance AND DEFINITION OF ORGANIZATIONAL COMMITMENT (OC)Commitment is a multi-foci concept. One whitethorn find commitment to the profession associations, the u nion, the cut back teams as well as commitment to the family, the state or religion, projects, values or career (Reichers, 1985 Baruch, 1998 Meyer & Herscovitch, 2001 Paill, Fournier & Lamontagne 2011). OC is one of the five forms of work commitment indicated by Morrow (1983) and has been conceptualized in different constructs, definitions and interpretations to divulge understand the intensity and stability of an employees dedication to the organization (Cohen, 2007 Singh & Venugopal, 2008). The soonest attempt of the conceptualization of commitment is by Beckers (1960) side-bet theory. He argued that an several(prenominal) is committed in an organization is because of the hidden investments. The threat of losing these investments, along with a perceived lack of alternatives to replace or make up for th... ...onship is substantive in undertaking project tasks to attain the goals. To the QS, goal attainment inwardly the work group creates a positive influence to be a member o f the group. Hence, QS is likely to gain or maintain their membership in the group (Chiu & Ng, 2013). In order to achieve the desired attitude and behavioral changes among employees, it is essential to understand the objectives, expectations and goals of the organization and the employees (Mohyin, Dainty, & Carrillo, 2009). Failing in understanding what employees exact and expect from the employment relationship will often lead to the downslope in commitment and loyalty and thus increase employee turnover (Loosemore et al., 2003).This reflects a need in studying the antecedents of OC among QS, by looking at QS who work in different consultant and construction firms to fill the gaps in knowledge.