Whistle blowing is essential to organizations as it helps to expose misbehavior which if left, may degenerate to unethical actions that may bring disrepute to the organization or lead to loss of property. 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 to determine the relationship between attitudes and whistle blowing intentions among employees in public universities in Kenya. The study was anchored on the theory of planned behaviour. The study adopted a positivist research philosophy and correlational research design and utilized questionnaires as the main tool in collecting primary data. A coefficient of 0.85 was obtained using the Cronbach Alpha which showed internal consistency. Descriptive statistics were obtained using frequencies and percentages. 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 of the study constructs. The relationship between attitude and whistle blowing intentions was significant. One unit increase in attitude led to an increase in whistle blowing intentions by 0.12 (R2 = 0.21, β = 0.12, p-value = 0.024). The study findings revealed that gender, 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 should continuously sensitize employees on whistle blowing so as to promote the culture of whistle blowing.