HOW DOES EMPLOYEE REPRESENTATION CONTRIBUTE TO STAFF TURN-OVER INTENTIONS IN A UNIVERSITY SETTING?

Abstract

The study aimed to establish the effect of employee representation on academic staff turno-ver intentions in chartered universities in Kenya. The study was anchored on the Universal-istic Theory, the Harvard HRM model, and the Unfolding Model of the Voluntary Turnover model. A positivist research philosophy guided the study and used a descriptive cross-sectional survey design. The study population was 17210 academic staff in chartered univer-sities in Kenya, from whom a sample of 364 academic staff was drawn. A multistage sam-pling technique was used. Data was collected using a structured questionnaire and analyzed using descriptive and inferential statistics. The study findings were presented using tables, charts, and graphs. The results revealed that employee representation significantly negative-ly influenced academic staff turnover intentions in universities in Kenya. The study's find-ings offer insight into the situational positioning of employee representations in influencing academic staff turnover intentions in Kenyan universities and managerial and epistemologi-cal insights for managers and scholars in HRM, respectively. The findings further contribute to policy development on employee representation and retention.