| Summary: | Research on organisational commitment has gained momentum over the last two decades because of its association with positive work practices. As organisations undertake restructuring measures to maintain a leaner workforce, employee commitment to the organisation has now become more critical than ever. The main objectives of this research are: (a) to establish whether Meyer and Allen's multidimensional organisational commitment is applicable to a Kenyan setting; (b) to determine whether there are any sector (i.e. public and private) and occupational group (i.e. academic and administrative) differences in the levels organisational commitment, job satisfaction and turnover intentions; and (c) to examine the extent to which demographic characteristics, professional commitment, job and role-related factors, and HRM practices influenced organisational commitment, job satisfaction and turnover intentions among employees in public and private universities. This study was motivated by the state of Kenyan universities, particularly public universities as centres of excellence which are responsible for the development of human resources required for national development. Over the last two decades, public universities have been facing a myriad of problems which have affected their ability to motivate and retain their employees. This has been as a result of the general state of economic decline the country has been experiencing since the late 1980s. Consequently, facilities are rundown, students' unrest on the increase while employees are dissatisfied because of various monetary and non-monetary factors resulting in high turnover rates among academics while those who have remained are actively involved in moonlighting activities to supplement their income. The declining conditions in public universities have pushed private universities from the periphery to the forefront. Although, they offer market-oriented courses, their dependence on tuition fees as their main source of funding has made them unaffordable to ordinary Kenyans, thus raising concerns about equity in these institutions. The data for this study was collected using questionnaires from 829 academic and 785 administrative employees from three public and three private universities, with a response rate of 54% (446 academic employees) and 62% (486 administrative employees) after data screening. The data was analysed using statistical package (SPSS). In addition, semi-structured interviews were conducted from 15 academic and administrative employees with the aim of validating the data collected from the questionnaires. The findings indicated that Meyer and Allen's multidimensional organisational commitment was applicable in the Kenyan context. Secondly, the independent variables (i.e. personal characteristics, job and role-related factors, professional commitment and HR practices) were stronger predictors of organisational commitment, job satisfaction and turnover intentions for academics than for the administrative employees. Thirdly, employees from private universities were more committed to their universities and satisfied with their jobs than employees from public universities. Finally, age, education, professional commitment, role overload, supervisory support, job security, promotional opportunities, distributive justice and participation in decision making were the most important predictors of organisational commitment, job satisfaction and turnover intentions among employees in Kenyan universities. These results are significant for theory, policy and practice. In light of the applicability of the multidimensional organisational commitment to the Kenyan context, university managers should try to understand and establish work-related practices which are likely to enhance the most 'desirable' component of commitment.
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