Introduction. The article presents the research based on the organizations’ request to improve the effi ciency of their activities, the need to build complex HR systems in modern conditions of a dynamic and rapidly changing environment. Authors consider the results of the staff commitment diagnostics of “Social Support Department” and “Employment Center”. This research is a part of a comprehensive study of social support institutions and employment centers, implemented by order of the Ministry of Labor and Social Protection in the Saratov region. Theoretical analysis. The main factors infl uencing organizational commitment are analyzed, the basic theoretical models that served as the theoretical and methodological basis of the study are described: the behavioral approach of H. S. Becker, the attitudinal commitment of Richard T. Mowday, Richard M. Steers, Lyman W. Porter, multidimensional models of J. P. Meyer, N. J. Allen, P. Morrow, T. Becker’s theory of loyalty foci. The Porter-Stears OCS questionnaire was used for determining the level and structure of commitment within the context of integrated approach. Separate indicators of the author’s questionnaire were used to diagnose objects and commitment factors in addition. Conclusions. According to the study’s results, the authors conclude that the infl uence on the commitment level of such indicators as the category of personnel (managers, supervisors and ordinary employees); work experience in the organization (beginners and experienced employees); belonging to certain departments of the organization, respectively, aff ecting the functionality of employees; the level of professional burnout (tension, resistance, exhaustion). Separately, the infl uence of commitment on potential staff turnover is analyzed. It marks problem areas in personnel management and actualizes the tasks of securing personnel, which are extremely important for the social sphere.