Abstract:
Background: Employee task performance is an important latent variable that determines the
effectiveness and success of any organisation. An empirical evaluation of its antecedents is therefore
required. This study therefore aimed at determining how the latent variables of training and affective
commitment relate to task performance.
Methods: A quantitative ex post facto correlational design was used to achieve the research objectives.
Item analysis was performed to determine reliability while dimensionality analysis was used to
investigate the factor structures underlying the dimensions of the instruments. Confirmatory factor
analysis was performed for the measurement model and through structure equation modelling (SEM)
the structural model was investigated.
Results: Reasonable fit with the data was found for the measurement and structural models through
confirmatory factor analyses. A positive relationship between training and employee performance was
found while non- statistically significant relationships between affective commitment and task
performance as well as between training and affective commitment were found.
Conclusion: The study makes a significant contribution to industrial psychology as well as human
resource literature. The results of this study have provided empirical support to the proposition that
training is a predictor of employee task performance in Zambia. By implication human resource
practitioners ought to pay attention to training when trying to enhance employee performance.
