https://ir.zou.ac.zw/files/original/47b41ed319baea42ea103e341a13f182.pdf 67e378bea669586887a12f40e5e561af Dublin Core The Dublin Core metadata element set is common to all Omeka records, including items, files, and collections. For more information see, http://dublincore.org/documents/dces/. Title A name given to the resource Staff Publications Text A resource consisting primarily of words for reading. Examples include books, letters, dissertations, poems, newspapers, articles, archives of mailing lists. Note that facsimiles or images of texts are still of the genre Text. Dublin Core The Dublin Core metadata element set is common to all Omeka records, including items, files, and collections. For more information see, http://dublincore.org/documents/dces/. Title A name given to the resource A COMPARATIVE CASE STUDY OF ZIMBABWE’S PUBLIC AND PRIVATE UNIVERSITIES’ STAFF RETENTION STRATEGIES Creator An entity primarily responsible for making the resource TICHAONA MAPOLISA Description An account of the resource This study sought to find out staff retention strategies in selected Zimbabwe’s two public and two private universities. Three Human Resources personnel who were selected using stakeholder sampling and four Retained and seven Returnee lecturers who were selected using criterion sampling participated in the thesis’ multiple case study. The research instruments were the ‘self’, open-ended interviews, observation and documentary analysis. The interview data were analysed using NVivo data analysis software, while the observation and documentary data were analysed using the traditional thematic content analysis. With regards to staff retention’s strategies obtaining in Zimbabwe’s public and private universities, both sets of universities were found to have some conditions of service which served as part of the staff retention strategies. Chief among such conditions of service were provision of opportunities for research, staff development leave, contact, sabbatical and study leave. Regarding differences in staff retention strategies, public and private universities had different sources of income. The effectiveness of staff retention strategies in both kinds of universities was undermined by lack of funds, which was the greatest staff retention challenge in the studied universities. The effectiveness of particular staff retention strategies such as salaries, allowances, tuition waiver, staff development, as well as research and career opportunities was of varying degrees in the studied public and private universities. The study revealed that various mechanisms such as staff appraisal, departmental discussions and monitoring candidates undertaking their Doctor of Philosophy Degree studies among other mechanisms have been used by public and private universities to monitor staff retention strategies. Public and private university lecturers were not involved in the formulation and monitoring of staff retention strategies Publisher An entity responsible for making the resource available Zimbabwe Open University Date A point or period of time associated with an event in the lifecycle of the resource 2014 higher education public and private universities staff retention