The purpose of the study on which this article reports is to use affective events theory as a theoretical framework to develop a model that could be used by municipal supervisors to create an environment conducive to working. The study comprised 227 non-management, middle managers and senior managers in a municipality. Confirmatory factor analysis (CFA) and structural equation modelling (SEM) were used to analyze the data. There was a low negative correlation between supervisory support and job satisfaction. It was also found that positive emotions mediated the relationship between supervisory support, participation and job satisfaction. Keywords: autonomy, job satisfaction, positive emotions, participation, supervisory support, work overload. JEL Classification: J38, L29

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.