The aim of this study was to explore the impact of work autonomy and organizational commitment on organizational communication. To this end, a questionnaire was designed by using the scales of work autonomy and organizational commitment to organizational communication. in this paper, the impact of work autonomy and organizational commitment on organizational communication was studied considering the perceptions of health employees. The results showed a high-reliability level (> .80) of organizational communication and organizational commitment scales which were applied in the research. Sub-dimensions of the organizational commitment scale, namely, normative commitment, affective commitment, continuance commitment, revealed a high-reliability values of dimensions. As a result of the applied structural equation model, work autonomy variable positively affects the organizational commitment variable. It was found that the increase in the organizational commitment and work autonomy variables affect the increase of the work autonomy variable. Confirmatory factor analysis of research scales was found to be meaningful because the model test values were x2, x2/df. Further, the fit index values GFI, CFI, SRMR, RMSEA were found to be within acceptable limits. In this model, work autonomy variable could be explained by 52% and organizational communication variable by 26%. In the designed model, Organizational Communication variable adversely affects the organizational commitment variable and work autonomy variable adversely affects it. The increase in the organizational commitment and work autonomy variables affect the organizational communication variable.