Organizational commitment can be defined as an affiliation of employees to the organization and involvement in it (Nawab and Bhatti, 2011). Mowday et al.(1979) stated that organizational commitment was meant to consider and accept the goals, aims, and values of the organization and a wish to be a part of the organization. Committed employees portray strong intentions to work for their organization and have low intensions to leave (Robbins and Coulter, 2003; Hunt and Morgan, 1994; Porter et. al.,1982). Cooper-Hakim and Viswesvaran (2005) implied that commitment was a psychological state of mind that held the individual to a course of action relevant to one or more targets. It is also a willingness to continue working in the organization and to serve the organization dedicatedly. Meyer and Allen (1997) described (as reported by Jaros, 2007) organizational commitment as a psychological state that was concerned about how individuals felt about their organizational engagement and the desire to remain with the organization. They also stated that organizational commitment was a multi-dimensional contrast. Allen and Meyer (1990) developed a model of three different dimensions of commitment and the model suggested that the employees experienced organizational commitment as three simultaneous mindsets consisting of affective, normative and continuance commitment (Jaros, 2007).According to Allen et. al.(1990), affective commitment referred to how the employees felt emotionally to the values, objectives, and goals of the organization. Employees with high affective commitment are loyal and devoted to their workplace and they are ready to work with dedication for their organization. It is considered to be the best form of commitment and employees with a high affective commitment enjoy membership in the organization (The et. al.,2011). The next form of commitment in the model is continuance commitment. This refers to the employees’ contribution to the organization. These employees are calculative and consider the cost and the fewer options they have if they leave their present jobs (Hamidet. al.,2013). The third form of commitment, according to Allen and Meyer (2003) is normative commitment. It refers to employees’ feeling of moral obligation to stay and continue working in that organization.