The service quality of public sector organizations in Indonesia is currently considered to be less satisfactory than the private sector. One reason for the low performance of public sector employees is because the reward and punishment system is not applied firmly and consistently. The reward system is very important in both the private and public sectors, because rewards have a central role to keep employees motivated and tied to work. The Social Exchange Theory states that when a person is satisfied with the award given by the organization, they will reciprocate by developing a positive attitude towards the organization such as a higher level of commitment. This study aims to explore the effect of reward systems on the commitment and performance of public sector employees using quantitative methods. Analysis of research using primary data collected through questionnaires using survey methods and hypothesis testing using PLS software. The results showed that :extrinsic rewards negatively affected affective, normative, and sustained commitment; intrinsic and social rewards have a positive effect on affective, normative and sustainable commitment; Affective commitment has a positive effect on organizational performance, while normative and sustainable commitments negatively affect organizational performance