Original Research

Predictors of affective commitment at municipalities in the Nkangala district, Mpumalanga

Thulani B. Skosana, Molefe J. Maleka, Thulie L. Ngonyama-Ndou
SA Journal of Human Resource Management | Vol 19 | a1567 | DOI: https://doi.org/10.4102/sajhrm.v19i0.1567 | © 2021 Thulani B. Skosana, Molefe J. Maleka, Thulie L. Ngonyama-Ndou | This work is licensed under CC Attribution 4.0
Submitted: 12 February 2021 | Published: 30 June 2021

About the author(s)

Thulani B. Skosana, Department People Management and Development, Faculty Management, Tshwane University of Technology, eMalahleni, South Africa
Molefe J. Maleka, Department People Management and Development, Faculty Management, Tshwane University of Technology, eMalahleni, South Africa
Thulie L. Ngonyama-Ndou, Department People Management and Development, Faculty Management, Tshwane University of Technology, eMalahleni, South Africa


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Abstract

Orientation: Less committed employees have a huge impact on organisational performance. The affective commitment of municipal employees is critical for a municipality to achieve its strategic objectives.

Research purpose: To determine the predictors of affective commitment at the four municipalities in the Nkangala district, Mpumalanga.

Motivation for the study: There is a shortage of studies conducted at South African municipalities that have simultaneously measured negative emotions, positive emotions and job satisfaction as the predictors of affective commitment.

Research approach/design and method: The approach was quantitative and cross-sectional in nature. A closed-ended questionnaire was developed and administered to 808 respondents who were conveniently selected from four municipalities in the Nkangala district. The data were analysed using descriptive statistics. Inferential statistics were used to determine whether the predictors and affective commitment were unidimensional and to determine the relationships and the highest predictor.

Main findings: The results showed that job satisfaction was the greatest predictor of affective commitment and negative emotions were the lowest predictor. Job satisfaction, positive and negative emotions explained 68% of the variance in affective commitment.

Practical/managerial implications: This research will empower municipality managers in cultivating a conducive work environment. Improving the interpersonal skills of supervisors and implementing fair human resource practices that promote a conducive work environment have been highlighted as some contributors towards increased affective commitment.

Contribution/value-add: This study has developed a two-path framework that could be used by human resource management practitioners to determine the affective commitment of employees in Mpumalanga municipalities.


Keywords

affective commitment; job satisfaction; negative emotions; Nkangala district; positive emotions

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