Organizational commitment has an increasing importance in today’s world. In the psychological state of commitment, employees create a connection between them and the organization. There are three types of organizational commitment: affective commitment, continuous commitment and normative commitment. Each type has positive and negative effects, but affective affects the employee most because it creates an emotional connection between the employee and the organization. Normative commitment attaches to a sense of debt while a continuous commitment attaches to the costs of leaving the organization, so it is considered that affective commitment has a greater impact on the employee than normative and continuous commitment. Organizational commitment affects various factors affecting the employee, so there are positive and negative links between commitment and other factors. Positive effects are evident in employee engagement, job satisfaction and job performance, while negative effects of organizational commitment are seen through influence on fluctuation, absenteeism and deviant behavior. It is also important to mention that it is necessary to build loyalty and trust between employees and superiors in order to increase the possibility of commitment. In addition to these effects, it is evident that there is a link between organizational commitment and organizational culture. The right organizational culture and good relations in organization create a better environment in which the employee thinks he is part of the organization and is emotionally connected to his work and tasks in the organization.