The aim of this article is to provide empirical evidence on two questions belonging to the research agenda of organizational commitment research: the possible existence of several facets of continuance commitment, and of non-linear relationships between organizational commitment and various organizational behaviors and their predictors, such as turnover and intention to leave the organization. An empirical research through a survey with 241 respondents has been carried out, and hypotheses have been tested through hierarchic linear regression. The results obtained confirm the relationship between affective commitment and intention to leave found in previous research, and the existence of two distinct components of continuance commitment. There have not been found non-linear relationships between organizational commitment and the intention to leave the organization. One of the most important managerial implications of this research is that in order to reduce turnover, human resource managers should foster affective and continuance organizational commitment among the employees.Organizational commitment; affective commitment; continuance commitment; work attitud
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