Certified clinical perfusionists (CCPs) operate a variety of complex, invasive devices to provide heart-lung support. Job-related stress has been identified as having unfavorable influences on self-efficacy and commitment of employees in many domains, but this relationship has not been examined among CCPs. Guided by self-efficacy theory and organizational commitment model, the purpose of this study was to investigate whether a relationship exists between self-efficacy and commitment among CCPs and the extent to which age, gender, workload, experience, or education impacted CCPs' commitment. Data were collected from 264 respondents via 2 established survey instruments: the organizational commitment questionnaire and the work self-efficacy inventory. Data were analyzed using simple linear regression and multiple regression to estimate the relationships between the predictor variables and commitment levels among CCPs. Descriptive analyses were used to summarize patterns emerging from the data in a meaningful way. The results indicated a statistically significant direct relationship between self-efficacy levels and commitment levels among CCPs. There was no statistical relationship between CCPs' age, gender, workload, experience, or education, and commitment. The resulting project consisted of a policy recommendation in the form of formative evaluations to guide self-efficacy training for CCPs. Implications for positive social change included educating CCPs, perfusion leaders, and perfusion community leaders regarding strategies that can be used to promote self-efficacy for all CCPs.