e committed to families, churches, labor unions, and so forth can also be committed to their employing organizations.
One model for the development of organizational commitment involves the management of the central life interests (CLIs) of employees. A CLI is defined as an expressed preference by an individual for a specific locale or situation in which activi ties will be conducted (Dubin and Goldman, 1972). Several studies found a positive relationship between high levels of organizational commitment and individual CLIs centered in the work organization (Angle and Perry, 1984; Martin, 1981; Dubin, Champoux, and Porter, 1975). Studies conducted in the 1970s emphasized the transfer to, or retention in organizational environments of the CLIs of individual organizational members, as a means of enhancing the levels of organizational commitment (Dubin, Champoux, and Porter, 1975; Dubin and Goldman, 1972; Porter, Crampon, and Smith, 1972). More recent research indi cated, however, that efforts to cause the transfer to, or retention in organizationa
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