<p>Organizational commitment is widely recognized as a reliable indicator of employees’ intentions to remain with their organization and their actual turnover behavior. However, employees have commitments to multiple targets, including organizational commitments, interpersonal commitments, and action commitments. The presence of multiple commitments in the workplace requires a scientific overview on which targets of commitment are predictive of employee turnover and how their effects combine. By conducting a systematic literature review, this study aims to examine the implications of multiple commitment targets for employee turnover and suggest avenues for future research. Leveraging a search across three databases, 86 relevant articles were identified and synthesized to provide insights into our research questions. The findings of this study not only shed light on the importance of various commitment targets for turnover but also reveal potential directions for future research in this domain.</p>