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Primarily due to the importance of organizational commitment for both employees and employers, over the last few decades, the model of antecedents has continued to attract researchers. Hence, in this paper, the authors aim to build a model of antecedents to strengthen organizational commitment. In this study, the authors reviewed six main concepts and then applied the quantitative methods to research. The findings show that the three most prominent factors positively affecting organizational commitment are intrinsic motivation, extrinsic motivation, and organizational identification. This model will facilitate leaders to make plans of action to design suitable and efficient policies for motivating employees to increase their job performance and be more committed to their organization.