Having an emotional attachment to an organization is a valuable asset for the quality input of nursing faculty in educating and facilitating the development of a qualified and competent nursing workforce. Nepalese universities are facing challenges in the retention of experienced and efficient faculty. However, evidence is scarce regarding the affective organizational commitment that might facilitate the retention of employees in the organization. To address this gap in the evidence, this study aimed to identify the factors explaining Affective Organizational Commitment (AOC) among the Nepalese nursing faculty. A cross-sectional path analytical study was conducted among 186 randomly selected nursing faculties. Data were collected through the questionnaire method using valid and reliable instruments. Descriptive and inferential statistics were used to analyze the data. The findings show the significant direct and Positive Effect of Perceived Faculty Development Opportunity (PFDOP) and Job Satisfaction (JS) on AOC; and the significant indirect and positive effects of perceived organizational support [POS] and PFDOP on AOC via JS. The model confirms a better fit with the empirical data that explained 40% of variance by PFDOP, POS, and JS on AOC. Job satisfaction and PFDOP are the significant factors explaining AOC among the Nepalese nursing faculty. The finding suggests that job satisfaction and perceived faculty development opportunity should be promoted to enhance the effective organizational commitment among the Nepalese nursing faculty.