John Philip D. Ordoñez (Author)
Abstract
The Covid-19 epidemic brought many realization, among this is the importance of having been employed regardless of how much one receives. As the world welcomes back the in-person appearance, workplaces may have posted new expectations which could be affirmative or not as new innovations in work set-up becomes available to the work force. With this, present study explored on a different dimension of job turnover analyzing the institutional factors that contribute in decision-making to stay in the company particularly after the pandemic. When job-turnover continues to increase, human resource intervention shall be enacted to figure out causes and solutions. With the aim of discovering why employees stay, the study involved participants nationwide from one of the biggest companies in education and training. Using a survey-questionnaire and purposive quota sampling, 48 participants from Luzon to Mindanao casted responses via online on what makes them stay. The study revealed with a mean of 3.46 affirmed that many institutional factors increased their drive to stay in the present employment leading with state-of-the-art facilities gaining a mean of 3.63, positive work culture, strong employee-client and inter-branch relationship followed as primary reason why employees decide to stay. Surprisingly, compensation was least among the factors identified with a mean of 3.21. Likewise, with 5% margin of error, all individual profiles did not show any statistical differences when compared to the various institutional factors, which means that experiences in the workplace is the key determinant to increase employee retention. This emphasized that compensation and benefit does not show loyalty but drivers of employee loyalty maybe found within the institution. Thus, employers are recommended to continue to include practices that promotes satisfying workplace such as those revealed by the study.
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Keywords: Institutional factors, Retention, Employee, Job turnover, Workplace