Organizational commitment and intentions to quit: An examination of the moderating effects of psychological contract breach in Trinidad and Tobago

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Employee development and turnover intention: theory validation (2013, background): “Turnover of critical employee is considered detrimental to the organization in terms of replacement cost and work disruption (Addae et al., 2006).”
Establishing Organizational Ethical Climates: How Do Managerial Practices Work? (2010, background): “…et al., 1990) makes the almost identical claim that empowered employees behave in ways that benefit the organization (benevolent), because they typically feel favorably treated by the organization and so are more likely to have positive attitudes towards the organization (Addae et al., 2006).”
Role stressors and organizational commitment: public sector employment in St Lucia (2008, background): “Although studies have focused, for example, on Europe (Vandenberghe, 1996), the Middle East (Yousef, 2002), East Asia (Chen and Fransecso, 2003), very few studies have been conducted in developing countries in the Caribbean (with the exception of Addae and Parboteeah (2006); Addae et al. (2006)).”