Human Resource and Leadership Journal https://carijournals.org/journals/index.php/HRLJ <p>Human Resource and Leadership Journal is an internationally peer reviewed journal published by CARI. The journal is Published both online and printed version it has classical branches of human resource which are recruitment, selection and industrial relations. Also often remuneration and payroll, corporate social, investments and employee health and welfare component of leadership. The journal is of high factor and has vital insight information for scholar, human resource managers and auctioneers. <br />The journal prides itself in cheap and fast publication and is indexed in google scholar among other journal indexes. The journal promotes open access journal publishing. As far as research peer review is concerned, the journal applies double blind peer review process. This leads to high impact peer review and refereed research publications. This journal is considered to be one of the top academic journal publishers in the field of human resource and leadership. Due to the timely publication process, authors get academic research article peer review comments within 14 days. The journals welcomes research papers from all jurisdictions across the world.</p> CARI Journals Limited en-US Human Resource and Leadership Journal 2520-4661 AN INVESTIGATION OF THE RELATIONSHIP BETWEEN WORK ENVIRONMENT PRACTICES AND EMPLOYEE RETENTION IN INTERNATIONAL NON-GOVERNMENTAL ORGANIZATIONS IN NAIROBI COUNTY, KENYA https://carijournals.org/journals/index.php/HRLJ/article/view/632 <p><strong><em>Purpose:</em></strong> The purpose of this study was to investigate the relationship between workplace environment practices and employee retention in selected International Non-Governmental Organizations in Nairobi County.</p> <p><strong><em>Methodology:</em></strong> This study adopted a descriptive survey design. The sampling frame was the listing of staff in 93 International Non-Governmental Organizations that were selected using a simple random sampling method from the 1,252 INGO’s with offices in Nairobi County. Purposive sampling was used to select 120 staff from the 93 INGOs who participated in the study. A semi-structured self-administered questionnaire was used to collect primary data while secondary was collected through a review of published literature such as annual INGO reports, journal articles and published theses. Data analysis involved preparation of the collected data - coding, editing and cleaning of data in readiness for processing using Statistical Package for Social Sciences (SPSS) package version 24.0. Cronbach’s Alpha was used to measure consistency and content validity. Quantitative data was analyzed using detailed statistics that include mean, standard deviation as well as the statistical package of social sciences (SPSS) version 24 and Microsoft Excel. Qualitative data was evaluated and analyzed using content analysis. Multiple linear regression analysis was used to evaluate the relationship between the independent and dependent variables and information obtained from the study presented using graphs, charts, written text and tables.&nbsp;</p> <p><strong><em>Results:</em></strong> Internal promotion plans, mentoring programs, management support, effective career development policy, proper individual performance management, practical on-the-job training, effective organizational training policy, flexible leave plans, job sharing and job scheduling practices strongly influence the intention of the respondents to stay with their employers. More work needs to be done to improve succession planning, career break practices and the overall effectiveness of the work life balance policy.</p> Fred Domiano Musinya Copyright (c) 2021 Human Resource and Leadership Journal 2021-08-02 2021-08-02 6 1 16 48 10.47941/hrlj.632 A COMPARATIVE ANALYSIS ON THE RELATIONSHIP BETWEEN ORGANIZATIONAL CULTURE AND SERVICE QUALITY IN PUBLIC AND PRIVATE UNIVERSITIES IN KENYA https://carijournals.org/journals/index.php/HRLJ/article/view/631 <p><strong><em>Purpose:</em></strong> The purpose of this study was to compare the relationship between Organizational Culture and Service Quality between public and private universities in Kenya.</p> <p><strong><em>Methodology:</em></strong> The methodology of this study comprised of descriptive and causal research designs. The target population was 2,475 teaching staff in the 23 chartered public and 17 chartered private universities in Kenya. Sample size comprised of 225 teaching staff in the business program in two chartered public and two chartered private universities in Kenya. The collected questionnaires were 189 (Public 75, Private 114) which resulted in a response rate of 84%.</p> <p><strong><em>Findings:</em></strong> The study findings showed that, in universities in Kenya, there was a significant difference in means of Organizational Culture between public (mean=3.60, p-value=0.000&lt;0.05) and private (mean=4.13, p-value=0.000&lt;0.05), with private universities having a higher mean. The study findings showed that, in universities in Kenya, there was a significant difference in means of Service Quality between public (mean=3.68, p-value=0.000&lt;0.05) and private (mean=4.18, p-value=0.000&lt;0.05), with private universities having a higher mean. The findings also showed that Organizational Culture has a positive, significant relationship with Service Quality in both public (r=0.649, p-value=0.000&lt;0.05) and private (r=0.587, p-value=0.000&lt;0.05) universities, where the relationship was stronger in public universities compared to private universities. Organizational Culture has a significant influence on Service Quality in Public universities (r<sup>2</sup>=0.421) and in Private universities (r<sup>2</sup>=0.345). The study concluded that there is indeed a significant, positive relationship between Organizational Culture and Service Quality in both public and private universities in Kenya. The Study also concluded that Organizational Culture was a significant predictor of Service Quality in both public and private universities in Kenya.</p> <p><strong><em>Unique contribution to theory, practice and policy:</em></strong> This study made an outstanding contribution to theory by validating use of systems theory of management. The study also contributed greatly to theory by showing a significant relationship between Organizational Culture (using DOCS) and Service Quality (using SERVQUAL) as measurement instruments in public and private universities in Kenya. This study recommended that leadership in public universities needs to emulate the culture in private universities so that there is higher service Quality for the students. Also, leadership in private universities need to improve on how they use their strong and positive organizational culture to deliver Service quality to its students amidst the unique challenges they face.</p> Diana Wanjiku Ngugi Hazel Gachunga Clive Mukanzi Copyright (c) 2021 Human Resource and Leadership Journal 2021-08-02 2021-08-02 6 1 1 15 10.47941/hrlj.631