The importance of commitment of employees to their organizations is evident in the volume of research that continues to be conducted on the subject and in the research findings that have linked high levels of commitment to favourable organizational outcomes. Factors that lead to differential levels of commitment appear to differ from one context to another. For this reason, each organisation should periodically determine the extent to which its employees remain committed, as well as factors that distinguish highly committed employees from those who are less committed to the organisation. This study uses one aspect of the construct of affective commitment, namely, the “desire to work for the organisation for ever” to study the extent to which a representative sample of 360 employees at a university were committed to the organization. Chi-squared tests of association were used to determine univariate correlates of commitment, while multiple logistic regression analysis was used to determine a parsimonious predictive model for commitment. A total of 15 of the numerous factors initially investigated were found to be statistically associated with “desire to work for the organisation for ever”. A multivariate logistic regression model revealed that only six of the factors associated with “desire to work for the organisation for ever” were adequate to predict the type of commitment investigated. These factors were educational attainment, use of food supplements, frequency of symptoms of fatigue, support from supervisors and responsiveness of the management.
Key words: Affective commitment, employee, management, university, Botswana.