Abstract
Purpose - The purpose of this study is to confirm that five different working positions show different Organizational Commitment (OC) and factors influencing OC levels in the Chinese MNCs.
 Design/methodology/approach - The study collected data of 326 employees in different positions in Chinese MNCs abroad and in domestic country. To test hypotheses, ANOVA analysis and linearity regression are used with SPSS 26 and AMOS 26 software on the collected data.
 Findings - Results shows that different working groups do not show significant difference of AC and CC level. However, there are significant difference of NC among the five groups in the Chinese MNCs. Employee's position and marital status are positively related to CC and NC. Tenure is positively related to AC.
 Research implications or Originality - Our research offers insight for further research direction on OC difference research. It provides implication for Chinese MNCs to consider more about strategies how to stimulate host country employee's normative commitment.
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