Over the last few decades, a comprehensive body of knowledge has emerged, which addresses the positive influence that an employee’s organizational commitment, i.e., his or her psychological attachment to the organization, can have on an organization’s performance [1–۸]. In particular, employees with low commitment to their organization have, e.g., higher turnover [9] or absenteeism [10] rates. In hospitals, there is strong consensus that nurses’ organizational commitment can hamper turnover intentions and stress [11–۱۴], a relationship that is of great importance in times of severe workforce shortages within hospitals, especially in the nurses, but also the physicians ’ ’ occupational group [15]. In addition, a recent study with physicians showed that organizational commitment was found to be positively related to improving patient safety culture [16]. As such, this enhances the need to identify and foster factors that may strengthen employee commitment. To date, a variety of factors that influence an employee’s commitment to his or her organization have been examined. According to Meyer and Allen [17], these can be broken down into three categories: Demographic characteristics or personal dispositions of an employee (personal characteristics), work-related factors an employee experiences during his or her work (work experiences), and characteristics of the organization in which he or she is working (organizational structures). The latter two can be differentiated by whether the factor influences one particular employee (work experiences) or all employees (organizational structure) within an organization [18]. However, studies examining antecedents of organizational commitment in hospitals tend to focus on only one level of analysis, rather than explaining the effect through variables at both the individual and the organizational level. This could reveal the extent to which an employee’s individual commitment can be explained by each level of analysis. In addition, the research on commitment in healthcare settings tends to focus solely on one particular occupational group, namely nurses, rather than considering all participating professionals who provide healthcare. Surprisingly little has been done to investigate the differential effect of antecedents on organizational commitment for employees from different professions, even though Cohen [19] emphasized early on the fundamental disparities of antecedent-commitment relationships by comparing occupational groups with low and high status. Using hierarchical multilevel modeling, our study aims to examine factors that influence an employee’s commitment to his or her hospital by differing between individual-level and organizational-level predictors.