The fact that it is difficult to draw the distinction between the concepts studied in the field of organizational structure and that some structures are complex and grift have been discussed in the literature. In this context, it is seen that there is an uncertainty about how there is a differentiation between other concepts in organizational and professional commitment. Therefore, it is important to establish conceptual distinction. For example, attitudinal concepts towards work such as organizational commitment, organizational identification, job satisfaction, internalization, psychological empowerment and job integration need to be separated. With this research, it is aimed to examine the theoretical and empirical perspectives that try to explain the organizational and professional commitment regarding the factors and dimensions that affect the retention of employees. It is aimed to enrich the literature on organizational and professional commitment and to present a road map that can guide future research patterns and practitioners. As a result of the research, it was concluded that the conceptual structures are interrelated, but the factors affecting the relations of employees with their jobs and organizations are different from each other and can be conceptually distinguished.