Many theories have been proposed regarding the motivation and belongingness of employees to work and organization, precious experiences have been published and many models and strategies have also been published. In these models and ideas, factors that create and promote employee motivation and satisfaction are introduced and emphasized.

Familiarity with these models first introduces us to various factors that have an effect on employee motivation and satisfaction from different perspectives. Secondly, it reveals to us the interesting point that many of the factors mentioned in these models are similar, which means that fortunately there is a relatively reliable and solid consensus on how to increase employee enthusiasm and attachment. Thirdly, it helps us to identify the most important factors and use them in the organization's motivation program.

In the models that were introduced above, many factors are proposed and emphasized as the promoters of employees' enthusiasm and motivation. We introduce the list of these factors below

1- Optimism about the future of the organization

2- A sense of pride and honor towards the mission goals and ideals of the organization

3- Notifying employees of the organization's direction and direction

4- Availability of training opportunities for employees

5- Availability of opportunities for growth and career development for employees

6- Adequate and favorable benefits and salaries

7- Varied, timely and stimulating rewards

8- A good and desirable system of employee performance evaluation

9 - Employees feel important

10- Employees feel that what they do and the role they play is important

11 – A good, positive, and trusting cooperation atmosphere

12 – Having diligent, enthusiastic and motivated colleagues

13 – Availability of opportunities to improve authority and space for innovation, initiative and self-expression of employees

14 – Employee participation in decision making

15 – Employee participation in ownership and profit

16 – The clarity and reasonableness of the organization's or managers' expectations from the employee

17 – Suitability between person and job

18 – Fit between person and colleagues

19 – Fit between person and organization (organizational culture)

20 – Availability of necessary and sufficient tools, facilities and equipment to work well

21 – Appreciation of the organization and appreciation of managers

22 – An atmosphere of respect and respectful and fair behavior with employees

23 – Having a good relationship with the direct supervisor

24 – Belief in the managerial qualifications and technical and specialized skills of the direct supervisor

25 – The possibility of establishing a balance between work and personal life

26 – The social credibility of the organization, the reputation of the organization in the society

27 – The attention of the organization and its managers to the health and safety of employees

28 – Happy and cheerful working environment

29 – Challenging job and duties

30 – Appropriate physical conditions at work

31 – Job security

32 – Suitable working volume or pressure

33 – The possibility of achieving visible results, achieving success and receiving feedback

34 – Income security

35 – The possibility of meeting some social and family needs in the work environment

36 – The attention of the organization and its managers to the employees' families

37 – The alignment of the individual's values ​​with the organization's values

38 – Easy and effective work processes and methods

39 – Availability of opportunities for employee talent search

40 – Job richness, job variety, job research possibility

41 – The organization's adherence to social responsibilities