Determinants of Employee Turnover at Nueva Vizcaya State University Bambang Campus
DOI:
https://doi.org/10.67167/vertex.680Keywords:
determinants, employee turnover, intention, personal factors, professional factors, institutional factors, employee retentionAbstract
This study examined the determinants of employee turnover among teaching and non-teaching personnel of Nueva Vizcaya State University (NVSU)–Bambang Campus, focusing on personal, professional, and institutional factors that influence turnover intention. Based on Mobley’s (1977) Model of the Turnover Process, the study employed a quantitative, descriptive–correlational design and surveyed 88 personnel using a validated researcher-made questionnaire. Data were analyzed using descriptive statistics, Pearson’s correlation, and multiple regression to identify significant predictors of turnover intention. Findings revealed that respondents generally demonstrated a moderate level of turnover intention and a high level of organizational commitment, reflecting their overall satisfaction with NVSU despite certain challenges. Among the three categories of determinants, personal factors—particularly financial needs and family responsibilities—emerged as the strongest predictors of turnover intention (β = 0.48, p < 0.001). Professional factors, such as workload, recognition, and career development, also significantly influenced turnover intention (β = 0.31, p = 0.005). Meanwhile, institutional factors—including management support, fair policies, and work environment—were perceived as positive but not statistically significant predictors when considered alongside personal and professional variables. Furthermore, significant differences in turnover intention were observed based on employment status, with contractual employees showing higher intentions to leave compared to regular staff (p = 0.004). The overall regression model accounted for 42% of the variance in turnover intention, highlighting the multifaceted nature of employee retention. The study concludes that addressing turnover at NVSU requires holistic interventions, including career advancement opportunities, and favorable work-life policies, to sustain employee commitment and institutional stability.
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