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.

Job satisfaction, leadership, meeting effectiveness, and organizational commitment have become the subjects of numerous research papers, due mainly to their vital roles in the development of organizations. We based our research on previous studies related to leadership, meeting effectiveness, job satisfaction, and organizational commitment and an empirical study. The authors emphasize the influence of leadership on meeting effectiveness and the impact of the mediating role of job satisfaction on the relationship between meeting effectiveness and organizational commitment, increasing more employees’ commitment to their organizations. Our research aims to show whether leadership has a positive effect on meeting effectiveness, how meeting effectiveness affects organizational commitment, and to what extent job satisfaction impacts this relationship. We used data collected in our analysis and created a questionnaire that was distributed to 249 respondents working at 34 Vietnamese organizations from a variety of sectors such as tax, banking, health service, airlines, education, and business. Using non-probability sampling with the calculation of exploratory factor analysis, confirmatory factor analysis, and structural equation modeling, the authors found that leadership significantly affects meeting effectiveness, and meeting effectiveness positively influences organizational commitment with the mediation of job satisfaction.