Title:
Leadership Styles and Academic Staff Turnover Intentions in Universities in Kenya

Authors:
Dr Andrew T.Muguna, Dr Isaac N. Micheni,Dr James M.Kirika, Dr Catherine K. Kaimenyi, Kenya

Abstract:

The purpose of this study was to establish the effect of leadership styles on academic staff turnover intentions in universities in Kenya. The specific objectives were to: establish the effect of employee leadership styles on academic staff turnover intentions; examine the effect of autocratic leadership style on academic staff turnover intentions; investigate the effect of employee democratic leadership style on academic staff turnover intentions and finally assess the effect of laissez-faire leadership styles on academic staff turnover intentions. The study hypotheses were derived from the stated objectives. H0₂: There is no statistically significant relationship between leadership styles and academic staff turnover intentions in universities in Kenya; H0_2a: There is no statistically significant relationship between autocratic leadership styles and academic staff turnover intentions in universities in Kenya; H0_2b: There is no statistically significant relationship between democratic leadership styles and academic staff turnover intentions in universities in Kenya; H0_2c: There is no statistically significant relationship between laissez-faire leadership styles and academic staff turnover intentions in universities in Kenya. The study was anchored on Lewin Kurt model of leadership and the Harvard model of HRM. The study was anchored on positivism research philosophy and a descriptive cross-sectional survey design. The population of the study was 17210 academic staff in Kenya chartered universities from whom a sample of 364 academic staff was drawn. A multistage sampling technique was used. Data was collected using a questionnaire. Data were analyzed using both descriptive and inferential statistics. Data were presented using tables, charts, and graphs. A pilot study was conducted amongst 37 respondents from Meru University to test the validity and reliability of the research instrument. Reliability was established through the use of Cronbach's Alpha coefficient. The findings of the study contributed to theory, policy-making, and HRM practices.

DOI: http://dx.doi.org/10.51505/IJEBMR.2022.6108