Researchers and practitioners alike have long been interested in the commitment that employees feel toward their workplace. Over the years, commitment researchers have grappled with the conceptualization and measurement of this complex construct and, accordingly, it has been examined from various perspectives. In this chapter, the author presents the case for conceptualizing commitment as a multi-dimensional construct. She begins with a brief historical overview, outlining early commitment work that preceded, and inspired, various multidimensional approaches to commitment and summarizes the key aspects of these latter approaches. Particular attention, however, is paid to the three-component model (TCM) of commitment. Specifically, the author summarizes the key features of this particular multidimensional model, describes how aspects of the model have been evaluated, and offers some suggestions for practitioners.