Many organizational behavior studies have shown that highly committed employees are less willing to leave their job, have a tendency to perform better in their career and display high organizational citizenship behavior (Jacobsen, 2000; Kim & Brymer, 2011; Meyer & Allen, 1991; Joung, et al., 2015). The study anchored on the Three Components Model of Commitment (TCM) developed by Meyer, & Allen (1997) identifies three forms of commitment associated with working experiences: affective, continuance and normative. Investigation of loyalty to an employer using the TCM model is extensive; the model has been used to measure the relationship between commitment and motivation (Meyer et al., 2004) and social identity (Meyer et al., 2006). A person’s loyalty to their employer has been linked to desirable outcomes such as attendance, performance and trust citizenship behavior (Meyer et al., 2002; Wasti 2005; Gilbert, Holdsworth & Kyle, 2017). This Study discusses the research design, research locale, respondents of the study, data gathering procedure, validity and reliability of the research instruments, data gathering procedure and statistical tools in analyzing the data generated during the research. The profile of the respondents work in an “AA” Resort in Bacolod City reveals that the majority of the respondents are younger individuals. Regarding Significant difference sex and age has significant Difference. Therefore, the status of the hypothesis was rejected, In the other hand length of service, there is no significant difference. Therefore, the status of the hypothesis was accepted. The organization should also give priority to the overall package of certain employees since they carry the name of the establishment plus, they are the reason why clients are coming in. Regarding the Age and Length of stay, it’s very alarming that most of the employees are young individuals and don’t stay in the company that long. Therefore, they should create training that suits the job description of each department that focuses on personality development. Customer’s engagements and proper way of delivering negative factor turn to positive impact. The Employees organizational Commitment in “AA” Resort in Bacolod City differs on how the management run the entire operations. The study presented the Normative, Effective and Continuance Commitment of employee’s organizational commitment that works in a resort of Bacolod City when they are grouped according to age, sex, Length of service. The current study determined employee’s organizational commitment of resort using researchers modify questionnaire which were given to employees who are still in the organization. Findings revealed that there is no significant level in employees organizational commitment when grouped according to sex and length of service however there is a significant difference when grouped accrording to age