Employee job satisfaction is an important issue in the commercial banking industry, since the effectiveness of organizations is highly determined by their employees’ motivation, commitment, stability, and performance. Additionally, reward management is a key human resource management technique, which makes it possible for organizations to impact employees’ behaviours and attitudes toward their duties. While remuneration and other forms of financial rewards play a vital role in the process, more attention is currently paid to non-financial aspects of reward management, including promotion, acknowledgment, and job security. The paper is aimed at analyzing the impact of reward management on employee job satisfaction in the commercial banks of Nepal. The research investigates five elements of reward management, such as salary, bonus, promotion, recognition, and job security. The theoretical background of the study is based on the theories of Herzberg, Vroom, Adams, and Job Characteristics. In this study, a quantitative research design was utilized within the framework of positivism and deduction. Primary data were gathered from 250 employees of commercial banks in Nepal through a structured questionnaire. Descriptive statistics, reliability analysis, correlation analysis, and multiple regression analysis were used to analyze the data. Job security has been identified as the strongest determinant of job satisfaction (β = .324), followed by salary (β = .281), recognition (β = .238), bonus (β = .196), and promotion (β = .142). The results of the research suggest that all five reward components have a positive and statistically significant impact on employee job satisfaction. Employees' job satisfaction appears to be influenced by the combination of individual rewards types – financial, professional, psychological, and employment-related.