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Three commitment factors play an important role in the organizational activities of people in an organization. Recognizing their significance, this study examined discriminant validity in order to find out whether or not each factor is single dimensional and also analyzed the correlation between these three factors and job satisfaction. This study hopes to make a small contribution to sports service companies in managing their human resources in a more efficient manner. The participants of this subject were 317 full-time employees from comprehensive sports and fitness centers located in Seoul, Incheon, and Gyeonggi Province. In order to collect data, questionnaires were administered. For job involvement, Kanungo's(1982) analysis was used and for organizational commitment, Meyer and Allen(1991)'s measurement was employed. Regarding occupational commitment, Blau(1985)'s analysis was used, and lastly, for job satisfaction, Brayfield and Rothe(1976)' measurement was used. The reliability was .8046-.9183. For statistical data analysis, factor analysis and Cronbach's were used in addition to hierarchical multiple regression. The findings are as follows: First, when examining whether or not each factor is single dimensional by evaluating the validity of components of job involvement, organizational commitment, and occupational commitment, items in each factor were found to have the same concept. However, each commitment factor was discovered to have a different concept. Second, the three commitment factors exerted a great influence on job satisfaction, which indicates that the three variables are the major influencing factors towards job satisfaction. Third, among the commitment factors, occupational commitment had the greatest influence on job satisfaction(β=.516), next, job involvement(β=.240), and occupational commitment(β=.222) in order.