Individuals with high levels of Public Service Motivation (PSM) are assumed to be a good fit for public organizations due to their commitment to service-orientated values. However, public organizations vary in terms of performance, leadership, and other qualities, and some organizations may be a better fit for PSM-driven employees than others. This study examines whether organizational characteristics influence the relationship between PSM and affective organizational commitment. The findings indicate that perception of organizational performance and transformational leadership strengthen the relationship between PSM and commitment. On the other hand, climate for innovation is shown to have a strong direct influence on organizational commitment for all employees regardless of their PSM level. A number of theoretical and practical implications of these results are discussed.