If we knew what it was we were doing, it would not be called research would it?
— Albert Einstein

Zach is a PhD candidate in the Organizational Learning, Performance, and Change Program at Colorado State University in Fort Collins, CO. He researches and studies employee commitment and the meaning and meaningfulness of work. 


Mercurio, Z. A. (2015). Affective Commitment as a core essence of organizational Commitment: An integrative literature review. Human Resource Development Review, 1534484315603612.

Abstract: This article responds to the call for the identification of a core essence of organizational commitment. Since this call 14 years ago, scholars studying organizational commitment have not come to an agreement as to the nature of organizational commitment, and how it develops. The research’s fragmentation creates a problem in a time when practitioners are looking toward organizational commitment interventions to attract, retain, and       develop talent and enhance employee performance. With organizational commitment research remaining confounding and fragmented, further clarification of what commitment is and how it develops is warranted and important to guide future research and evidence-based practice. Through a review of the competing and overlapping organizational commitment theoretical frameworks and the empirical research on the consequences of affective organizational commitment, this article proposes a conceptual framework in which affective commitment, or the emotional attachment to the organization, is an important core essence of organizational commitment.


Mercurio, Z.A. (2015). The search for meaning at work: A critical analysis of the dominant and subordinate theoretical assumptions. Presented at: 2016 Academy of Human Resource Development International Research Conferences of the Americas.

Abstract: The search for meaning is a human activity that has transcended centuries of human civilization. As applied disciplines that investigate the development of organizations and the humans who comprise them, organization development (OD) and human resource development (HRD) scholars and practitioners have engaged in a steady stream of research and theorizing related to what “meaning” or “meaningfulness” in work is, how it develops, and most prominently in the literature, how it is operationalized. This paper seeks to add to the understanding of the concept of the meaningfulness of work through engaging in a critical analysis of the historical and theoretical assumptions of the meaningfulness of work and how these assumptions developed over time. In addition, through the interpretation of the reviewed theory, this paper will discuss the implications for future research on the meaning of work.

Mercurio, Z.A. (2015). Person-organization fit in the employee selection process: An instructive framework for practitioners. Presented at: 2016 Academy of Human Resource Development International Research Conferences of the Americas.

Abstract: Managers in modern organizations seem especially concerned with workforce turnover and strategies for hiring and selecting employees who have a low risk of early departure. Moreover, there is an increasing focus on utilizing person-organization fit (P-O fit) theories to structure and implement organizational selection practices. The concept of screening employees for “fit” with the organization (beyond cognitive abilities and skills) as a key strategy for reducing turnover is well-documented in the scholarly literature investigating P-O fit.  However, communication of the literature and empirical findings to practitioners is limited. Additionally, the complex conceptualizations, operationalization(s), and measures of P-O fit are confounding and multi-dimensional. To contribute to the P-O fit literature, this paper performs an integrative literature review on P-O fit with a specific focus on organizational selection processes. An integrated process model for using P-O fit in the organizational selection process is presented.