The aim of this study is to examine perception and relationship with employees empowerment and organizational commitment. The research was carried out at a private port in İzmir Aliağa and the survey applied to 150 employees. The survey consists of 48 questions three scales (socio demographic, empowerment and  commitment). The survey was implemented in July of 2017. SPSS program was used for data analysis. Descriptive analyses of socio-demographic variables were performed. ANOVA and t tests were applied to investigate the differentiation between socio demographic variables and the empowerment and organizational commitment scales. Pearson correlation analysis and regression analysis were performed to measure the relationship between the scales. Differences in dimension of meaning were found among those over the age of 42 in subdimensions of empowerment. Differences in dimension of impact were found among those employees with 4 children. Differences in dimension of self determination were found among those employees with 2 children. Differences in dimension of impact were found among those 0-5 years employees who lives in İzmir. Differences in dimension of meaning were found among those 16-20 years employee who lives in İzmir. Differences in dimension of meaning were found for the participants of for more than 15 years working on the same title. According to the organizational commitment and educational status variable, continuance and normative commitment of primary education graduates were high. According to the title variable, the normative commitment of the operators was determined to be at the highest level. A positive and significant relationship was found between subdimensions of empowerment and organizational commitment. Regression analysis showed that empowerment has affected on employee’s organizational commitment by 17%.