Public sector organizations face persistent challenges in strengthening employees’ affective commitment within rigid bureaucratic structures and increasing demands for innovation. Job satisfaction remains a critical issue, and efforts to promote an innovative climate and innovative behavior do not always translate into stronger emotional attachment to the organization. These conditions highlight the importance of understanding how job satisfaction and innovation-related factors interact in shaping affective commitment. This study examines the effect of job satisfaction on affective commitment, with innovative climate and innovative behavior tested as moderating variables. A quantitative explanatory design was employed using a census survey of 115 civil servants and probationary civil servants at the Regional Office XII of the National Civil Service Agency in Pekanbaru, Indonesia. Data were analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM). Job satisfaction was modeled as a second-order construct reflected by satisfaction with pay, promotion, supervision, coworkers, and the work itself. The results indicate that job satisfaction has a positive and significant direct effect on affective commitment. Innovative climate and innovative behavior also show significant direct effects, but their moderating effects are not supported. Satisfaction with promotion emerges as the most dominant dimension, followed by satisfaction with pay and supervision. Overall, job satisfaction remains the primary antecedent of affective commitment, while innovative climate and innovative behavior act as complementary contributors. These findings highlight the importance of fair career advancement, equitable compensation, and supportive organizational practices.