The aim of this study was to uncover the complex relationships between organizational rewards, organizational trust, employee self-efficacy, and employee commitment within the hotel sector. A survey questionnaire was administered to employees working in upscale (five-star) hotels in Iran. The study employed CFA and reliability analyses to assess the construct validity and structural reliability of the scale. Subsequently, a Structural Equation Model (SEM) was utilized to examine the hypotheses within the proposed research model. The findings from this study indicated that both organizational rewards and employee self-efficacy play significant roles in shaping employee commitment. In addition, findings revealed that there is no significant relationship between organizational trust and employee commitment. In conclusion, this research has the potential to enhance the comprehension of rewards' significance within the hotel industry for researchers, while also offering practical insights for practitioners in developing effective reward systems for hotel employees. This paper provides evidence that by cultivating specific organizational conditions, Iranian hotel management can elevate employee empowerment and commitment, thereby nurturing a positive work environment, drives performance improvements, and contributes to long-term success and competitiveness.