Whistle blowing is essential to organizations as it helps to expose wrongdoings or behaviors which if left, may degenerate to unethical actions that may further bring about loss of property or damage reputation. Even though whistle blowing in Kenyan public universities is rare, some surveys have illustrated instances of whistle blowing from both members of the public and administrators. The purpose of this study was to determine the relationship between altruism and whistle blowing intentions among employees in public universities in Kenya. The study was anchored on Prosocial Behavior. The study adopted a positivist research philosophy and correlational research design. The research utilized questionnaires as the tool in the collection of primary data. The reliability was examined using the Cronbach Alpha coefficient where an average of 0.85 was obtained from study parameters for internal consistency. Descriptive statistics were obtained using frequencies and percentages and multivariate linear regression was used to determine the factors that were associated with whistle blowing intentions among employees in public Universities in Kenya. The target population was 30,818 employees from public university in Kenya. A sample size of 395 respondents was obtained using Yamane formulae. Proportionate sampling was used to obtain the number of respondents in each university and simple random sampling was used to select respondents to fill the questionnaires. Descriptive statistics were analyzed in form of Mean and Standard deviation while multiple linear regression model and correlation analysis were used to establish the relationships. One-unit increase in altruism was associated with an increase in whistle blowing intentions by 0.14 (R2 = 0.18, β =0.14, p-value = 0.016), The study findings revealed that altruism, ethical values and attitude all have positive and significant relationships with whistle blowing intentions and organizational support moderates the relationship. The study recommends that universities need to formulate policies which take into account gender differences, put in place mechanisms of identifying altruists who will promote whistle blowing, continuous sensitization of employees on whistle blowing intentions, need to create a positive culture and finally develop policies that ensures protection of whistleblowers. The study may be beneficial to Universities, Academia and also Government.