This paper is the first exploratory research paper that structurally modeled and tested the relationship between job satisfaction and organizational commitment in public organizations as a relationship between each detailed component. Through literature review, the three factors (intrinsic, extrinsic, general) that make up job satisfaction derived six structural relationships with the three factors(affective, continuance, and normative) of organizational commitment. Based on these, hypotheses were established for six structural relationships and hypotheses were verified using Work Orientation IV data. Among the six hypotheses, hypothesis 3 (relationship between extrinsic job satisfaction and continuance commitment) and hypothesis 5 (relationship between general job satisfaction and affective commitment) were statistically adopted. Although only two hypotheses were statistically significant, it was confirmed that the relationship between all factors was positive. In particular, from the result it was confirmed that extrinsic job satisfaction factors encourage employees to stay in the organization and perform their work. In future research, it is necessary to expand the measurement items and survey targets within the factors for elaboration and further generalization of this model.