The importance of commitment of employees to their organizations is evident inthe volume ofresearchthat continues to be conducted on the subject and in the research findings that have linkedhigh levels of commitment to favourable organizational outcomes. Factors that leadtodifferential levels ofcommitment appear to differ from one context to another. For this reason, eachorganisation shouldperiodically determine the extent to which its employees remain committed, as well as factors thatdistinguish highly committed employees from those who are less committedtothe organisation. This study uses one aspect of the construct of affective commitment, namely, the “desire towork forthe 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 associationwere usedtodetermine univariate correlates of commitment, while multiple logistic regression analysis was usedtodetermine 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 organisationforever”. A multivariate logistic regression model revealed that only six of the factors associatedwith“desire to work for the organisation for ever” were adequate to predict the type of commitmentinvestigated. These factors were educational attainment, use of food supplements, frequency ofsymptoms of fatigue, support from supervisors and responsiveness of the management.

Keywords: Affective commitment, employee, management, university, Botswana.

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