Korean firms have a high proportion of investment in labor-intensive manufacturing in Southeast Asia, making effective human resource management a critical factor for successful localization. It has been noted that effective human resource management yields the greatest results when harmonized with local culture, which directly influences employees' attitudes and behaviors within organizations. However, existing research on "organizational commitment," which serves as a useful tool for human resource management, has treated culture as an exogenous variable and only indirectly verified cultural influence through cross-country comparisons. This study analyzed the mediating effect of individual value orientations on organizational commitment among production workers and lower-level managers in Indonesia and China—where Korean corporate investment is concentrated—alongside Korean employees, thereby presenting implications for effective human resource management that considers value orientations. The analysis revealed that across all three countries, individualistic orientation showed a negative correlation with affective commitment and a positive correlation with continuance commitment. Among antecedent variables, tenure and formalization exhibited positive correlations with individualistic orientation. Therefore, tenure and formalization demonstrated a negative mediating effect on affective commitment and a positive mediating effect on continuance commitment through individualistic orientation. Based on these findings, the following implications for effective human resource management can be presented. First, as employees' tenure increases across the three countries, rather than emphasizing loyalty and voluntary dedication to the organization, human resource management measures that value individual goals and values and satisfy economic interests associated with tenure would be more effective. Second, it is deemed necessary for firms operating in East Asian countries to pursue systematization of management that assigns and evaluates jobs fairly according to documents and procedures, within a scope that does not impede individual autonomy and smooth communication.