<p><em>This study aims to determine the effect of reward and punishment on work motivation and organizational commitment of employees at PT XYZ company. This study uses quantitative methods and non-probability sampling techniques, where samples taken using purposive sampling totalling 130 employees. Data was collected using a questionnaire with a Likert scale which was then analyzed using the Partial Least Squares – Structural Equation Modeling (PLS-SEM) technique on SmartPLS 3.0 software. The results of the study prove that organizational commitment has no effect on employee motivation and performance, while employee empowerment and reward and punishment have a positive influence on employee motivation and performance. The importance of implementing employee empowerment and reward and punishment will create a high level of motivation and performance for employees if it is carried out according to employee expectations.</em></p><p><strong>Bahasa Indonesia Abstrak: </strong>Penelitian ini bertujuan untuk mengetahui pengaruh <em>reward</em> dan <em>punishment </em>terhadap motivasi kerja dan komitmen organisasi karyawan pada perusahaan PT XYZ. Penelitian ini menggunakan metode kuantitatif dan teknik <em>non-probability sampling</em>, di mana sampel yang diambil menggunakan <em>purposive sampling </em>yang berjumlah 130 karyawan. Pengumpulan data dilakukan menggunakan kuesioner dengan skala Likert yang kemudian dianalisis menggunakan teknik <em>Partial Least Squares – Structural Equation Modeling (PLS-SEM) </em>pada <em>software </em>SmartPLS 3.0. Hasil penelitian membuktikan bahwa komitmen organisasi tidak berpengaruh terhadap motivasi dan kinerja karyawan, sedangkan <em>employee empowerment </em>serta <em>reward </em>dan <em>punishment </em>memiliki pengaruh positif terhadap motivasi dan kinerja karyawan. Pentingnya implementasi <em>employee empowerment </em>dan <em>reward </em>dan <em>punishment </em>akan menciptakan tingkat motivasi dan kinerja yang tinggi terhadap karyawan jika dilakukan sesuai harapan karyawan.</p>