Global Pressures, Local Attachments: Employee Retention in a Private Higher Education Institution in the Philippines

This study examined how employees at Aldersgate College, Inc. interpret institutional conditions influencing their intention to stay despite external employment opportunities. Guided by labor-mobility, social-exchange, self-determination, organizational-justice, and job-embeddedness perspectives, it employed an explanatory sequential mixed-methods design integrating descriptive statistics, reliability and validity testing, correlation, hierarchical regression, and thematic analysis. Results showed favorable perceptions across institutional factors, with leadership and organizational support rated highest (M = 4.11), while compensation, benefits, and Job Evaluation System fairness received the lowest, though still positive ratings (M = 3.79). Culture, employee voice, and belonging demonstrated the strongest association with intention to stay (r = .548). Although institutional factors improved the regression model, external mobility pressure was the only significant unique predictor. Qualitative findings highlighted mission alignment, supportive relationships, professional growth, and job security as key retention drivers, while concerns about salary, workload, recognition, career advancement, and transparency tempered employees' commitment.