Medical service institutions and medical service types of Taiwan have experienced fundamental changes since the implementation of national health insurance. Therefore, the organizational vision and culture of a hospital and the professional commitment of doctors are critical in the hospital¡¦s ability to survive in the existing health environment. Among these factors, organizational human resources play the most important role, and doctors constitute the foremost human resources in a hospital. In recent years, armed forces hospitals have implemented programs to trim organization, leading to the further reduction of medical physicians. Moreover, the health environment external to armed forces hospitals has changed and wooed more medical officers from these hospitals. Therefore, it is the major purpose of this research to understand how to increase organizational loyalty of military physicians. This research examined factors that influence organizational commitment from dimensions including vision of organization, culture of organization, and career development and personal characteristics of doctors, and investigated the relationships of these dimensions with organizational commitment. Members on the military physicians at Armed Forces Tsoying General Hospital were targeted the population, and the research has resulted in findings as follows: (1) Among personal characteristics (of military physicians), only the variables of age and seniority made significant differences to the commitment to retention in organizational commitment; only unit of work made significant differences to effort commitment; and others made no significant differences to retention and effort commitment. (2) There existed a significant positive correlation between organizational vision and commitment to organization. (3) There existed a significant positive correlation between organizational culture and organizational commitment. (4) There existed a significant positive correlation between career development of employees and commitment to organization. This research has come up with two suggestions that follow: I. To high-level manager of armed forces hospitals: 1. Strengthen commitment to retention of junior military physicians. 2. Enhance military physicians¡¦ participation in planning for organizational vision. 3. Assist military physicians in job and personal development planning. II. To follow-up researchers: 1. Select different research variables. 2. Increase variable factors. 3. Draw samples from different populations. Keyword: Vision, commitment, health environment, personal characteristics, military physician