ABSTRACT
The fundamental human need to bond, connect, or attach to others is as crucial to humankind as the need for food and water, and this inherent drive extends into the workplace as well. Employee–organizational bonds have long been recognized as central to understanding employees’ relationships with their organizations. However, questions remain regarding whether several widely studied bond constructs represent empirically distinct phenomena or overlapping conceptual space. The present research examined the distinctiveness of four major employee–organizational bond constructs: organizational commitment, organizational identification, job embeddedness, and perceived organizational support. We reviewed existing meta-analyses and conducted a large-scale comparative meta-analysis spanning more than 1400 studies to evaluate intercorrelations among constructs and their relationships with shared antecedents and outcomes. Results revealed consistently strong correlations and highly similar nomological patterns among affective commitment, organizational identification, job embeddedness, and perceived organizational support, suggesting substantial empirical redundancy. In contrast, continuance and normative commitment demonstrated more divergent patterns. These findings raise concerns regarding construct proliferation within the employee–organizational bond literature and support calls for greater theoretical and measurement parsimony. Implications for construct refinement, scale development, and future research on organizational bonds are discussed.