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Original Research
The influence of training and career development opportunities on affective commitment: A South African higher education perspective
Submitted: 29 March 2021 | Published: 31 March 2022
About the author(s)
Dasy Muleya, Department of Human Resource Management and Labour Relations, Faculty of Management, Commerce and Law, University of Venda, Thohoyandou, South AfricaHlanganipai Ngirande, Department of Human Resource Management and Labour Relations, Faculty of Management, Commerce and Law, University of Venda, Thohoyandou, South Africa
Sharon R. Terera, Department of Human Resource Management and Labour Relations, Faculty of Management, Commerce and Law, University of Venda, Thohoyandou, South Africa
Abstract
Orientation: Employees with affective commitment are significant assets to their organisations because they remain loyal even when faced with attractive external opportunities. Therefore, there is a need to understand how different organisational factors enhance the affective commitment of employees.
Research purpose: The study aimed to investigate the impact of training and career development opportunities on affective commitment amongst employees at a selected higher education institution.
Motivation of the study: Literature on the influence of training and career development opportunities on affective commitment is still limited in South Africa’s higher education sector, yet the sector requires a committed and highly skilled workforce.
Research approach/design and method: Using a cross-sectional survey design, a quantitative approach was used to collect data from 274 employees at a selected South African higher education institution using a stratified sampling method. Item analysis, Confirmatory factor analysis (CFA), Pearson product-moment correlation coefficient, and multiple regression analyses were performed in analysing the data using Statistical Package for Social Sciences (SPSS) version 27 software.
Main findings: Significant positive correlations were found between training, career development opportunities, and affective commitment. However, the availability of career development opportunities was the most significant predictor of affective commitment.
Practical/managerial implications: Higher learning institutions are encouraged to invest in various types of training for their employees. However, more funding should be directed to career development opportunities, as these influence affective commitment.
Contribution/value-add: The CFA carried out in this study validates the use of the training, career development opportunities, and affective commitment scales in a South African setting.
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