Authors :
Leonilo M. Cruz; Bea Teresa S. Sengco; Nuquie P. Gadin
Volume/Issue :
Volume 7 - 2022, Issue 3 - March
Google Scholar :
http://bitly.ws/gu88
Scribd :
https://bit.ly/3NaX8gA
DOI :
https://doi.org/10.5281/zenodo.6374905
Abstract :
Turnover intentions are the main concern for
an organization as this corresponds to the actual
behavior. This, however, could be solved if the quality of
work life of employees is satisfied. To address this, the
purpose of this study is to determine through a
quantitative research design whether the quality of work
life factors (development, participation, compensation,
supervision, and working environment) has a negative
impact on turnover intentions of employees at Dr. Carlos
S. Lanting College. Purposive sampling was utilized
among the 152 teaching and non-teaching employees and
accomplished the questionnaire, which includes the
Quality of Work Life Factors Scale and Turnover
Intention Scale (TIS-6). The data were statistically
analyzed using multiple regression analysis. Findings
indicated that quality of work life significantly predicts
turnover intentions; however, it has been found that
among the five factors, only three were significant with
turnover intentions. In addition, only compensation and
work environment negatively predicted turnover
intentions, while in contrast, development positively
predicted turnover intentions of employees. In
conclusion, this demonstrates that when employees
perceive they have insufficient compensation and are
employed in an unsafe and unpleasant work
environment, therefore it would lead them to have
higher turnover intentions. Finally, it is recommended
that the institution concentrates on developing and
implementing compensation and work environment
policies and programs in order to reduce the employee
turnover rate.
Keywords :
Turnover Intentions, Quality of Work Life, Development, Compensation, Work Environment.
Turnover intentions are the main concern for
an organization as this corresponds to the actual
behavior. This, however, could be solved if the quality of
work life of employees is satisfied. To address this, the
purpose of this study is to determine through a
quantitative research design whether the quality of work
life factors (development, participation, compensation,
supervision, and working environment) has a negative
impact on turnover intentions of employees at Dr. Carlos
S. Lanting College. Purposive sampling was utilized
among the 152 teaching and non-teaching employees and
accomplished the questionnaire, which includes the
Quality of Work Life Factors Scale and Turnover
Intention Scale (TIS-6). The data were statistically
analyzed using multiple regression analysis. Findings
indicated that quality of work life significantly predicts
turnover intentions; however, it has been found that
among the five factors, only three were significant with
turnover intentions. In addition, only compensation and
work environment negatively predicted turnover
intentions, while in contrast, development positively
predicted turnover intentions of employees. In
conclusion, this demonstrates that when employees
perceive they have insufficient compensation and are
employed in an unsafe and unpleasant work
environment, therefore it would lead them to have
higher turnover intentions. Finally, it is recommended
that the institution concentrates on developing and
implementing compensation and work environment
policies and programs in order to reduce the employee
turnover rate.
Keywords :
Turnover Intentions, Quality of Work Life, Development, Compensation, Work Environment.
