The improvement of individual performance essentially depends on management of human resources and motivation of employees. The key to mobilizing intrinsic driving force is commitment. Its development, alongside the increase of employee satisfaction which is the foundation of commitment, has become the centre of attention of theoretical experts and practicing managers in recent years. Not even during periods of economic crisis can companies afford to cut down investments into or put less emphasis on the improvement of human resources. Managers have to realize that labor costs are on the rise whereas employee commitment shows an inevitable decline due to different factors over time. Therefore they need to make a continuous effort to understand how commitment is created, which factors do influence it in order to ensure that the source of the organizations distinctive power and competitiveness alongside the value creating ability of human capital leads to desired business outcomes. In this article we are going to introduce and compare the different interpretations of commitment, and define its relationship to motivation and explain the evolution of commitment models with the intention to highlight the concept of commitment. Also, we will analyze the methods of improving commitment.