Earlier studies on motivation have all showed that there is a strong correlation between the organizational commitments and motivations of the workers. The purpose of this study is to investigate the effective factors of job motivation and organizational commitment. With this purpose Explanatory Factor analysis and Structural Equation Modelling (SEM) used to determine the relations between three sub factors of organizational commitment (Affective Commitment, Continuance Commitment and Normative Commitment) on Intrinsic Motivation and Extrinsic Motivation. The data set is obtained from academicians at Afyon Kocatepe University-Turkey between the dates 15 April-15 May 2013, by using “Organizational Commitment Questionnaire” which is modified form of Meyer and Allen’s (1997) organizational commitment scale (OCS) and the “Motivation Questionnaire” which is developed based on Mottaz (1985), Brislin et al. (2005), and Mahaney and Lederer’s (2006) motivation works. \n\nThe results indicate that the intrinsic motivations of the academicians are more than their extrinsic motivation and much experienced academicians’ intrinsic and extrinsic motivations are higher than the others. On the other hand whereas normative commitment found the most effective on intrinsic motivation, affective commitment is the most effective on extrinsic motivation than the other commitments. And while all the other commitments have positive impact on intrinsic motivation and extrinsic motivation; Continuance Commitment has a negative impact on intrinsic motivation.