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.

The success of higher education institutions worldwide lies in the quality of their employees. The study investigated the influence of human resource practices on academic staff members’ intention to leave. The study which was conducted at a selected university in South Africa, consisted of (n = 35 males = 85.7% and female = 14.3%) who completed a questionnaire on their perceptions of human resource practices on employees’ intention to leave. Data was analyzed to determine the human resource practices which have significant influence on employees’ intention to leave. Findings from the correlation analysis indicated a significant relationship between organizational culture, working conditions, remuneration, as well as remuneration administration, and employees’ intention to leave. Keywords: intention to leave, recruitment, organizational culture, remuneration, working conditions, organizational policy. JEL Classification: J63, M12, J31, J81