Organizational commitment refers to employee commitment to an organization regarding desire-based (affective commitment), obligation based (normative commitment) and cost-based (continuance commitment) [1]. These form an ecosystem that encourage an employee to voluntarily continue working in an organization [2]. Organizations often try to foster commitment in their employees, which provides an impetus to work harder and be more enterprising to achieve organizational objectives. A combination of these factors ensures that an organization attains stability and reduces costly employee turnover [1]. Therefore, the faculty’s commitment to their organization, students, teaching activities, occupation, and colleagues has a positive influence on the effectiveness of an academic institution [3]. Universities worldwide are aiming to retain committed faculty in their system [4]. Job satisfaction is the most dominant factor in organizational commitment [5] and a previous study on predictors of nursing faculty members’ organizational commitment in governmental universities in Jordan showed that age, job satisfaction, and perceived organizational support were significantly related to faculty members’ commitment [6]. Similarly, ex post-facto type descriptive study of private universities’ faculty and staff in Nigeria highlighted that marital status, job type, and job tenure significantly predicted organizational commitment and turnover intention [7]. A comparative study on qualification and organizational commitment among the faculty of private universities in Pakistan revealed that faculty members with a master’s degree were more dedicated than those with either an MPhil or PhD degree [8]. In Nepal’s context, based on available literature, there has been only one study on factors associated with organizational commitment among nurses. This study revealed that 34% of nurses had a high level of organizational commitment, and perceived organizational support was associated with organizational commitment [9]. A qualified and committed nursing faculty is essential to sustain a nursing institution and deliver high quality education. However, there is no rigorous academic inquiry into organizational commitment among nursing faculty and its associated factors. This study was aimed to determine the predictors of organizational commitment among university nursing faculty within Kathmandu Valley, Nepal so that it can help the nursing administrators and managers of various universities to find ways to improve organizational commitment.