23 Mulungushi University Multidisciplinary Journal Vol. 3 No. 1 © Mulungushi University 2022 https://research.mu.ac.zm/research/index.php/mu An empirical study on the influence of training on affective job commitment and employee task performance among public service workers in Zambia Lungowe Sinvula 1* , Victor Chikampa 2 , Blessings Mataka and Fred Moonga 4 1 Ministry of Works and Supply. Email; lulukasi3@gmail.com 2 Mulungushi University, School of Social Sciences, Department of Social Development Studies, P.O. Box 80415, Kabwe, Zambia. Email; victorchikampa@gmail.com 3 Mulungushi University, School of Social Sciences, Department of Political and Administrative Studies, P.O. Box 80415, Kabwe, Zambia. Email;matakab@gmail.com 4 University of Eswatini ,Department of Social Work, Email: moonga4@gmail.com *Correspondence: Lungowe Sinvula Email: lulukasi3@gmail.com Abstract INTRODUCTION In order to improve on, cost effectiveness, efficiency, quality and service delivery of public goods and services to the people of Zambia, the Zambian government introduced the public sector reform program (PSRP) in 1993(Mulikita,2000; Malisase,2020; Mate,2006; Banda & Chibomba,2020). Within the PSRP was the 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 Key words: Key words: Training, Affective Commitment, Employee Task Performance