The main purpose of this study was to examine the effect of organizational climate on employee commitment in the case of Ethiopian Ministry of Revenues large taxpayer office. To undertake the study, a quantitative research approach was applied, and structured questionnaires were adopted from previous research works and self-administered byrnVIIIrnemployees at Ethiopian Ministry of Revenues large taxpayer office. Out of a sample of 80 target respondents, 68 of them were able to complete the questionnaires. The relationship between the variables was analyzed using explanatory research designs and used descriptive and inferential statistics. The data gathered in the study further assessed using the Statistical Package for Social Science (SPSS) 20 statistical program via a number of statistical methods and test techniques (i.e. frequency distribution, correlation, and regression). The results of the study established that organizational climate dimensions which were discussed in this study (Support, Fairness, Trust, Autonomy, Reward and Recognition and cohesion of team workers) have positive association with employeeâ€™s organization commitment and they are antecedents of organizational commitment of employees. The research finding also indicated that affective and normative commitment dimensions of employeesâ€™ commitment are correlated significantly with organizational climate. However, Continuance commitment dimension is lacked significant correlation with the organizational climate. Hence, the change in organizational climate factors experienced in an organization necessarily changes the Organizational commitment of employees. Therefore, this finding is important for relevant organization to improve organizational climate perception of employees and this will ultimately increase organizational commitment of employees. Therefore, by Ministry of Revenue should give due emphasis in improving organizational climate dimensions in the workplace to bolster organizational commitment of employees.