While the structure of telecommuting, or telework, varies across companies, most arrangements offer employees the option to perform their work responsibilities from various locations. A number of factors provide a compelling case for employers to consider such arrangements for their employees, such as motivating better performance and fostering commitment to the organization. Using data that were collected during the longitudinal experiment reported in Hunton (2005), the present study seeks to better understand how organizations might achieve these goals by examining the impact of alternative telework arrangements on the organizational commitment of employees and by evaluating the relationships among telework arrangements, organizational commitment, and task performance. Participants in three of the telework conditions exhibited significant increases in affective, continuance, and normative commitment, relative to a control group; however, in one of the telework conditions (working exclusively at home), organizational commitment was equivalent to the control group. While we postulated that participants with higher numbers of work location alternatives would exhibit greater increases across all three dimensions of organizational commitment, this expectation was only marginally supported. Finally, we report a positive association between organizational commitment and task performance across the treatment conditions and find that organizational commitment mediates the relationship between the telework arrangements and task performance.