This study examined reward mechanisms as predictors of teacher job commitment in public senior secondary schools in Rivers State, Nigeria. The study was guided by three objectives, three research questions and three null hypotheses. The study adopted a correlation survey research design. The population of this study consist of 6,893 teachers of 291 public senior secondary schools in Rivers State. A sample size of one thousand, three hundred and seventy eight (1,378) teachers representing 20% of the entire population was used. The instruments for the study were questionnaires titled, Reward Mechanisms Scale (RMS) and Teachers Commitment Scale (TCS) were used for this study. The instruments were validated and reliability coefficients of 0.80 and 0.87 for Reward Mechanism Scale and Teachers Commitment Scale respectively were derived using Cronbach alpha. Research questions were answered using simple regression, while the hypotheses were tested with t-test associated with simple regression at 0.05 level of significance. The findings of the study revealed that promotion, work-life balance and remuneration predict teachers commitment in public senior secondary schools in Rivers State to a very low extent. Based on the findings, it was recommended among others that government should ensure that teachers are promoted at when due to boost their commitment. The federal and state government through appropriate agencies should promulgate laws that will improve work-life schedule and activities of teachers. Where such law exist, efforts should be made to ensure proper implementation of it to create a good work-life balance.