The investment of companies in human resources has been the latest trend in that the human resources with knowledge competitive power are not only the sources of business competitive edge, but also the strategy elements and core assets for their continuous existence and development. It is especially believed that human resource development is the concept including individual development focused on education about organizational members, career development for the integration of improvement of an individual`s specialty and the request of an organization, and organization development for the improvement of organization effectiveness and the ability in performing tasks. And it is the organizational commitment that is important in strategic human resources development which values organic relevance between an organization and organizational members. In addition, after IMF currency system, workers` occupation view has changed because of continuous reconstructing from companies, the loyalty for an organization has disappeared, and job turnover has become routine phenomenon caused by the increase in career elasticity of the talented. It indicates that members` way of thinking that prioritizes only organizational goals has been converted into their one prioritizing their own life and career. The survey presents independent variable like compensation system (wage, welfare, performance assessment), moderating factor like cooperative labor relations and job stability, and the model about the relationship between organizational commitment which is a result factor, and we will verify the relation among those factors through actual proof analysis. Finally, we will find the meaning and limit that this survey has.