Relationship Between Leadership Qualities and Employee Retention among Staff at Selected Public and Private Universities

Abstract

This study examines the relationship between leadership qualities and employee retention among staff at selected public and private universities. Employing a quantitative approach within the positivist paradigm, the research aims to uncover the mechanisms through which effective leadership fosters a stable and committed workforce. Data were collected from a sample of 300 respondents, selected using a random sampling method, and analyzed using the Statistical Package for Social Sciences (SPSS) version 26. The results indicate significant differences in perceived leadership qualities and retention intentions between public and private university staff. Public university leaders were rated higher on attributes such as effective communication, approachability, support, feedback provision, and fairness, which correlated with higher job satisfaction and retention intentions among staff. Conversely, private university staff reported lower perceptions of leadership quality and retention intentions. The study highlights the critical role of servant leadership and socially responsible human resource management (SR-HRM) in promoting a supportive and inclusive work environment, which significantly influences employee retention. The findings suggest that public universities exhibit stronger leadership qualities that positively impact employee retention compared to private universities. The study recommends that both public and private universities invest in leadership development programs emphasizing servant leadership and SR-HRM practices to enhance employee retention. Additionally, addressing the specific needs of younger employees, such as work-life balance and technological integration, can further improve retention rates. Future research should explore the long-term impact of leadership development programs on employee retention across different institutional contexts.