The relationship between commitment and behavioral intention
Osigweh (1989) defined commitment in a much too broad way, “both as an attitude and as behavior”. (Chimezie A. B. Osigweh, 1989). The commitment can be defined in different context such as organizational commitment, student’s commitment and marital commitment. Adams and Jones (1997) stated that there are three primary dimensions of marital commitment which are “constraining component that based on the emotional, fear of social, and financial costs results from the termination of marriage”, “moral normative component that based on the sense of responsibility and obligation to continue a marriage”, “attraction component that based on love and devotion”. (Adams & Jones, 1997). Meyer and Allen describe that there are three-dimensional of commitment which are continuance, affective, and normative commitment. (John P. Meyer, 1991). Rodrigues (2009) separate the continuance dimensions of commitment from the affective dimension of commitment because there is relevant empirical evidence that they display different relations with antecedents and consequents. For example, the affective dimension of committed worker present a positive relationship with performance but continuance dimensions of committed worker present negative relationship with performance. (Meyer, Paunonen, Gellatly, Goffin, & Jackson, 1989). Alba Couto Falcão Scheible and Antônio Virgílio Bittencourt Bastos had conducted an research on the influence of affective commitment and entrenchment on three behavioral intentions which are the intentions to stay in the organization, to defend it and to exert extra effort in favor of it showed that affective commitment had positive relationship with the behavioral intention but there is no relationship showed between continuance commitment and behavioral intention. (Alba Couto Falcão Scheible, 2014). Mowday (1998) stated that committed workers have better performance, reduced turnover and absenteeism. (Mowday, 1998). The research on the relationship between commitment and behavioral intention is not limited only on organizational context where it can be also carried out in other different contexts such as marketing, marriages and university. Research conducted on the influence of student’s commitment on the four behavioral intention of student includes “if i had to decide again, i would choose this university again”, “i consider this university as my first choice”, “i will spread positive word of mouth about this university” and “i will recommend this university to my friends and others”. The student’s commitment as an independent variable was measured according to this “I am committed to this university”, “I intend to maintain a relationship with this university”, and “I think this university deserves my effort to maintain a relationship”. Jeffrey J. McNally and P. Gregory Irving had conducted research on the relationship between University student commitment profiles and behavior showed that students with a pure AC profile that characterized high affective commitment, low normative commitment and low continuance commitment had lower turnover intentions than students with a pure CC profile that is low affective commitment, low normative commitment and high continuance commitment. (Jeffrey J. McNally, 2010). An example for an affective commitment is “My university has a great deal of personal meaning for me”;a normative commitment is “I owe a great deal to my university”;and a continuance commitment is “I feel that I have too few options to consider leaving my university”. (Jeffrey J. McNally, 2010). An example of turnover intention under the research conducted by Jeffrey J. McNally and P. Gregory Irving is “It is likely I will leave my university at some point in the next year”. (Jeffrey J. McNally, 2010)

Bibliography
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Jeffrey J. McNally, a. P. (2010). The Relationship Between University Student Commitment Profiles and Behavior: Exploring the Nature of Context Effects. Journal of Leadership & Organizational Studies , 201-215.
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Meyer, J. P., Paunonen, S. V., Gellatly, I. R., Goffin, R. D., & Jackson, D. N. (1989). Organizational commitment and job performance: It's the nature of the commitment that counts. Journal of Applied Psychology , 152-156.
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