What can bust-up and dedicate an employee towards to an organization: appreciation, motivation or salary?

Appreciation

A combination of all three.
Employees tend to remain engaged and dedicated when they are regularly appreciated for their accomplishments, they understand that they are being compensated fairly and when they work within an environment that encourages fun and motivation.
 

According to my opinion motivation and salary both are needed for busting up and dedicate an employ towards to an organization  

Recent studies has revealed that monetary benefits were proved secondary, "engaged employees" founds to be more dedicated and happy with the organizations where they unleash their talent and climb the ladder.
 

Appreciation, trust and community, to mention some.
Several studies show that organizations that has the highest percentage of employee engagement pay about5% less than the organizations having less engaged employees.

First of all in my view, appreciation and a good salary are also a kind of motivators.
It takes good motivators to accomplish employee dedication.

Appreciation

During my early years of my career I had met an experienced HR consultant. For helping me out in my job search he asked me a question -

" Out of these three factors, which would help you chose a company offer letter?"

The choices:

1. Reputation of the company or brand name (This is associated with respect, recognition)2. Highly paid job (Lot of money for the employee)

3. Designation (Responsibility, aspiration for power)

 

After I had given my priorities in these three, I asked him a question

"Will this priority remain the same throughout my life?"

And he responded stating 

"No, these priorities keep changing in one's life".

 

That means, it is not always the priority to be appreciated or awarded or recognized. Not always will a lot of money be attractive for the employer. Neither would giving a high position always be satisfactory to have the employee continue with the company. But all these may undergo changes in the way we think and are also influenced by other external factors like the place we live, the cost of living, the standard of living, number of people around who can be friends and much more.

 

Considering the above factors, for an employer to really have the loyalty of the employee, it becomes important even for the employer to exhibit influence or responsibility towards the living conditions which are actually outside the scope of business management. 

 

By and large, there are such loyalty factors (direct or indirect) which would help an employer retain an employee for a long term.

There are two types of needs that we as humans have.
One relates to physical realm and the other pertains to the spiritual arena.
A good employer takes care of both worlds: physical and spiritual.
You would find people motivated in those organizations which caters to our physical as well as spiritual needs.
Physical needs are normally satifisified by the quality and extent of the remuneration package and hence the salary.
Spiritual needs are numerous and diffcult to cater to.
Spritual needs directly impact your happiness.
You may be having a good salary but if you are still not satisfied with your job.
This means it is spiritual side which is not being catered to.
If you are satisfied with the kind of work that you are doing, it is an indication that your spiritual needs are also being fulfilled.
If you are surrounded by friendly people, your happiness would soar. 
This would translate into strenthening your relationship with the orgnization.
Answering your question, a human being is not just material or physical.
This means salary is not enough.
In fact, my people leave their jobs not because of salary but because of the reasons that their spiritual needs are not being fulfilled.
Salary means that a person is not demotivated.
But spritual needs, if fulfilled, would mean that a person is motivated.
Appreciation and counselling, providing good environment, ensuring growth and care in the environment is more important.