This study aims to provide basic data for effective human resource management strategies of resort and hotel organizations by examining the impact relationship between Job Enthusiasm, Learning Agility to learn new knowledge and skills, and Change Commitment to support organizational change. In order to verify the hypothesis, 312 respondents from the mobile (Google) questionnaire were secured to the members of resorts and hotels in Gangwon and Gyeonggi, and SPSS 24 and AMOS 22.0 were used to verify the overall structural model, and as a result of the study, First, it was found that Job Enthusiasm had a positive (+) effect on Learning Agility, and members with high Job Enthusiasm were active in learning new challenging experiences. The second Job Enthusiasm was found to have a positive (+) effect on Change Commitment, and members with high Job Enthusiasm were found to be active in supporting organizational change. Third, Learning Agility was found to have a positive (+) effect on Emotional Change Commitment and Normative Change Commitment, but it was confirmed that it was not significant for Continuous Commitment. Fourth, Organizational Agility was found to be statistically insignificant as a result of verifying the moderating effect of strengthening the influence relationship between Job Enthusiasm and Learning Agility and the influence relationship between Job Enthusiasm and Change Commitment. From these findings, it can be found that members with high Job Enthusiasm and Learning Agility support organizational change, so the organization theoretically supports the practical validity of managing potential prior factors to secure members with strong job enthusiasm in terms of human management.