Meyer and Allen Model of Organizational Commitment: Measurement Issues

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The Effect of Islamic Work Ethics on Organizational Commitment (2016, background): “According to Jaros (2007), affective commitment is based on the emotional ties built by workers because of positive work experience.”
Different or alike?: Exploring the psychological contract and commitment of different generations of hospitality workers (2012, background): “Whereas the original normative commitment scale captured an internalization of social loyalty norms to the organization, more recent definitions of NC reflect reciprocity for a benefit (Bergman, 2006; Jaros, 2007; Meyer et al., 2002; Solinger et al., 2008), a concept essentially similar to the psych”
Commitment to Organizational Change: A Critical Review (2010, background): “…is an inherent aspect of the affective and normative constructs themselves (perhaps the allegedly different normative and affective mindsets are largely redundant – Jaros, 2009), or is a measurement artifact of the Meyer and Allen scales, is yet to be fully resolved (Bergman, 2006; Jaros, 2007).”
The Influence of Organizational Justice and Job Satisfaction on Organizational Commitment in Portugal’s Hotel Industry (2015, background): “Finally, normative commitment invokes a feeling of duty toward the organization, based on standards and personal values (Jaros 2007; Mathieu and Zajac 1990; Mayer and Schoorman 1998; Penley and Gould 1988).”