Moderating Effect of Participatory Management on the Relationship between Human Resource Management Practices and Collective Bargaining Process in Public Universities in Kenya

  • L. Yano Kuto School of Business and Economics, Department of Human Resource Development, Moi University, P.O. Box 3900, Eldoret
  • J. K. Kwonyike School of Business and Economics, Department of Human Resource Development, Moi University, P.O. Box 3900, Eldoret
  • L. S. Mulongo School of Business and Economics, Department of Human Resource Development, Moi University, P.O. Box 3900, Eldoret
Keywords: Human Resource Management, Collective Bargaining Process and public universities

Abstract

The objective of this study was to determine influence of human resource management practices on collective bargaining process in public universities in Kenya. The study was anchored on Dunlop’s Systems Theory of industrial relation and adopted sequential explanatory research design. The target population of the study was made up of 1462 members and officials of KUSU comprising 1087 from Moi University and 375 from Masinde Muliro University of Science and Technology and eight key informants four from each university. A sample of 314 respondents was obtained using Yamane formula. Quantitative data was collected using structured questionnaires with items from a sample of 284 respondents selected randomly from each stratum while qualitative data was collected using interview schedule from 8 key informants. Both descriptive and inferential statistics were used to analyze the data. Inferential statistics were done using hierarchical regression. The regression results indicated that human resource practices (β=0.284, p<0.05) has a significant and positive influence on collective bargaining process. Participatory management negatively and significantly moderated the relationship between Human Resource practices and collective bargaining process (β=-0.892, p<0.05). The study concludes that human resource practices collective bargaining influence collective bargaining process and that this effect is positively moderated by participatory management. The study recommends that for public universities to have effective collective bargaining process, they should utilize human resource practices by adopting participatory management practices. In this study, participatory management accounted for 54.4% of the variation in collective bargaining process. This means that other factors not in this study should not be ignored and should be considered in future studies for more insight and knowledge in Kenya and beyond.

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Published
2020-07-17
How to Cite
Kuto, L., Kwonyike, J., & Mulongo, L. (2020, July 17). Moderating Effect of Participatory Management on the Relationship between Human Resource Management Practices and Collective Bargaining Process in Public Universities in Kenya. African Journal of Education,Science and Technology, 6(1), Pg 294-309. Retrieved from http://ajest.info/index.php/ajest/article/view/485
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Articles