Abstract: The study examined the influence of Power Relations of Parties (PRP) on the collective bargaining process (CBP) and the moderating effect of participatory management in public universities in Kenya. Anchored on Dunlop’s Systems Theory of Industrial Relations, it adopted a pragmatic paradigm, mixed methods approach, and sequential explanatory research design. The target population comprised 1,462 Kenya Universities Staff Union (KUSU) members from Moi University and Masinde Muliro University of Science and Technology, with a sample of 314 respondents determined using Yamane’s formula. Quantitative data were collected through structured questionnaires, while qualitative data were gathered via interviews with eight key informants. Data analysis utilized descriptive and inferential statistics, including correlation and hierarchical regression. Findings revealed that PRP positively and significantly influences CBP (β=0.228, p<0.05), while participatory management negatively and insignificantly moderates this relationship (β=-0.205, p>0.05). PRP and participatory management accounted for 58.5% of the variation in CBP. The study concludes that PRP enhances CBP, but participatory management does not significantly moderate this effect. The study recommends promotion of cooperation between unions and management and integrating participatory management practices in CBP. Future studies should consider additional factors such as technology, economic conditions, and market context to provide further understandings into CBP in Kenya and beyond.