CHAPTER ONE
 1.1 INTRODUCTION
Over the years, researchers have been interested on the influence of organizational support on employee behavior in organizations. There has been the notion that organizational support such as organizational commitment could have a positive influence on workers behavior. Organizational commitment is the employee’s psychological attachment to the organization. Broadly construed, organizational commitment may be synonymous with occupational involvement or the commitment to a particular set off task where successful role performance is regarded as an end in itself and not as a means to an end (Rabinwits & Hall 1997). In the context of organizations, commitment is normally understood  as different ways of which one is a member.
Accordingly, Bratton and Goild (1999) define organizational commitment as a social-psychological state of deep identification with a work organization and acceptance of its goals and values. Becker (1960) asserted that the committed individual has acted in such a way as to involve other interest of his, originally extraneous to the action he is engaged in, directly in that action (this entails total commitment). Muchinby (2000) defined organizational commitment as the extent to which an employee feels a sense of allegiance to his or her employer. Wiener (1982) organizational commitment is viewed as the totality of internalized normative pressures to ace in a way that meets organizational goal and interest. Wiener (1982) opined that organizational commitment is conceived of as the psychological attachment felt by the person for organization; it will reflect the degree to which the individual internalize or adopts characteristics or perspectives of the organization. Meyer and   Allen (1997)    stated   that    commitment reflects the employee’s. Relationship with the organization and that it has implications for his or her decision to continue membership in the organization. Hence, committed employees are more likely to remain in an organization than un-committed employees. Porter et al, (1974): organizational commitment is defined “in terms of the strength of an individual’s identification with and involvement in a organization. Such commitment can be characterized by at least three (3) factors.
(a)    Strong belief in and acceptance of the organization’s goals and value
(b)   A willingness to exert considerable effort on behalf of the organization
(c)    A definitive desire to maintain organizational membership