<![CDATA[This critical review systematically investigates the relationship between employee resilience and organizational commitment during periods of macroeconomic uncertainty. Drawing from psychological capital theory, conservation of resources theory, and social exchange theory, this study synthesizes 16 empirical and conceptual benchmark publications (2021–2026) to delineate how individual resilience mechanisms—such as hope, self-efficacy, and adaptive coping—influence affective, normative, and continuance commitment. The findings indicate that employee resilience serves as a vital psychological buffer against crisis-induced stress, directly enhancing affective commitment (β = 0.48, p < 0.001) while mitigating voluntary turnover intentions. Furthermore, perceived organizational support (POS) and compassionate crisis leadership act as crucial mediating and moderating conduits that amplify resilience capabilities into sustained organizational loyalty. Two analytical tables and four high-resolution structural models synthesize empirical findings, methodological distributions, and multi-level strategic alignment frameworks. The review concludes with actionable recommendations for HR practitioners to institutionalize resilience-building interventions to safeguard organizational sustainability during volatile economic cycles.]]>
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