The study sought to examine the influence of organizational factors on employee commitment among public Universities in Uganda, with a view of finding out how public universities can improve the commitment of their staff to achieve their goals. Organizational factors included; organizational dependability, organizational climate and organizational social processes while employee commitment constituted affective, continuance and normative commitment. The study adopted cross-sectional, descriptive and explanatory research designs with quantitative research approach. The sample for the study population of 1343 staff in the two universities (Makerere and Kyambogo) was 302 staff selected using Krejcie and Morgan (1970) sampling guidelines, to which copies of a questionnaire was distributed, yielding a response rate of 220 staff , equivalent to 72.8%. Data was analyzed using SPSS software version 20 with the help of descriptive statistics which summarized responses provided on a 5-point likert scale and inferential statistics (Pearson’s correlation and Regression) for establishing the significance of the relation and the cause-effect relationships. The study established that, organizational dependability, organizational climate and organizational social processes had significant relationships with employee commitment. Organizational social processes had the highest significant relationship with commitment, followed by organizational climate and then organizational dependability. Results further revealed that, these organizational factors had a positive effect on the commitment of staff at the selected universities. It was concluded that, the low commitment of staff at universities was mainly explained by weaknesses in organizational social processes, followed by organizational climate and then organizational dependability. The study recommended that universities in Uganda should highly ensure effectiveness of their social processes, their organizational climate and dependability in order to improve staff commitment.

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