This paper examined whether Morrow's (1993) model of ®ve universal forms of work commitment (aective organizational commitment, continuance organizational commitment, career commitment, job involvement and work ethic endorsement) has empirical support. The paper explored the discriminant validity among the ®ve scales of these commitment forms. It also tested Morrow's model regarding the interrelationships among them in comparison with an alternative conceptualization proposed by Randall and Cote (1991). Two hundred and thirty-eight nursing sta from two hospitals in western Canada were surveyed. Results of con®rmatory factor analysis (LISREL VIII) and correlation analysis showed an acceptable discriminant validity among the ®ve commitment foci. The results of path analysis (LISREL VIII) showed a poor ®t with the data of Morrow's model and a better ®t with the alternative model of Randall and Cote. Revised models based on the modi®cation indices from both models were tested, and supported the Randall and Cote approach. The paper concludes with implications regarding the continuing assessment of Morrow's conceptualization to establish an acceptable de®nition and measurement of universal forms of work commitment.