This study included empirical methods of study such as surveys and interviews with military hospitaladministrators from 14 military hospitals across the country. The results of the study is described below. First,results by demographic characteristics show that higher level of organizational commitment was found in malesthan females and in singles than married couples. Also, by organizational units, major units of military hospitalsshowed higher level of organizational commitment as well as job satisfaction. Second, Fair compensation hadpositive(+) effects on the study participants`` job satisfaction and organizational commitment as the researchhypothesized. Compensation included monetary and social benefits for the work performed. A transparentcompensation system to reward members that performed the best for the department and the corps withappropriate amounts must be in place. Third, the organization culture of being considerate had positive(+) effectson job satisfaction and organizational commitment while the culture of giving commands had negative(-) effects. Fourth, Conflict factors had negative(-) effects on job satisfaction with no direct effect on organizationalcommitment. Any organization must take measures when adverse effects of conflicts surface. As shown by theanalysis results, conflict factors bring negative results to job satisfaction and organizational commitments. Department managers should utilize the proper function of conflicts as an accelerator in organization operation.