The aim of this article is exploratory: we test empirically whether employment commitment varies by birth cohort, age, and time period. We also examine how perceived work rewards, work values, and labor market regime types are associated with employment commitment. We used data from four waves of the International Social Survey Programme from more than 30 countries. Using hierarchical age-period-cohort models (HAPC) we separated the effect of the three time-related variables. We did not find significant gaps between birth cohorts with respect to employment commitment. Our results show that employment commitment is U-shaped by age with the highest level among the young. Employment commitment fell between 1997 and 2005 but then made a recovery. Both perceived work rewards and work values associated strongly with employment commitment. Those who seek extrinsic rewards are less committed, whereas those who seek intrinsic rewards are more committed. Though both extrinsic and intrinsic perceived work rewards correlate positively with employment commitment, the role of the intrinsic rewards seems to be more important than extrinsic rewards. The level of employment commitment is the highest in Scandinavian countries and the lowest in southern European and post-communist countries.