Is it really a mediating construct?: The mediating role of organizational commitment in work climate‐performance relationship

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Career attitudes and success of managers: the impact of chance event, protean, and traditional careers (2012, background): “Organizational commitment is anticipated to mediate the relationships between work attitudes and organizational outcomes (Suliman 2002; Hochwarter, Kacmar, Perrewe and Johnson 2003).”
The relationship between high‐commitment HRM and knowledge‐sharing behavior and its mediators (2011, background): “Whitener (2001) found that high commitment HRM moderates the relationships among perceived organizational support, employee commitment, and trust-in-management.”
Linking rewards to commitment: an empirical investigation of four UK call centres (2007, background): “Hence, as indicated in literature, all three are essential in their own respect (Meyer, 1997 ; Suliman, 2002 ), and none can be ignored.”
The effect of organizational learning on organizational commitment, job satisfaction and work performance (2011, background): “Many studies have been done to test the role of organizational commitment (Suliman, 2002; Norris-Watts and Levy, 2004; Yousef, 2000; Cropanzano et al., 1993) and job satisfaction (Lok and Crawford, 2001; Yousef, 2002; Cropanzano et al., 1993; Chiu and Francesco, 2003) as mediating variables, but to…”