Date of Publication

7-16-2025

Document Type

Master's Thesis

Degree Name

Master of Science in Industrial Relations Management

Subject Categories

Commercial Law

College

Ramon V. Del Rosario College of Business

Department/Unit

Commercial Law

Thesis Advisor

Atty. Charito F. Fariñas-Rodriguez

Defense Panel Chair

Dr. Jocelyn P. Cruz

Defense Panel Member

Dr. Severo Cañete Madrona Jr.

Atty. Neptali B. Salvanera

Abstract (English)

This study examined the key organizational factors influencing employee retention among rank-and-file employees at China Banking Corporation through a quantitative descriptive-correlational research design. Grounded in the Theory of Reasoned Action and Social Exchange Theory, the research investigated how compensation and benefits, opportunities for growth and advancement, work-life balance, and recognition impact the retention intentions of non-supervisory personnel. A structured questionnaire utilizing a five-point Likert scale was administered to 78 employees selected through stratified random sampling from ten branches in the National Capital Region.

Descriptive and inferential statistical techniques, including multiple linear regression, were used to analyze the data. Findings revealed that compensation and benefits were the only statistically significant predictor of employee retention, with a standardized beta coefficient of 0.249 and a p-value of 0.024, leading to the rejection of the null hypothesis (Ho1). Other factors like growth opportunities, work-life balance, and recognition although positively perceived by employees, did not show statistically significant relationships with retention outcomes.

The overall model yielded an R value of 0.651 and an R² of 0.424, indicating that 42.4% of the variance in employee retention could be explained by the tested variables. The results affirm the primacy of financial incentives in shaping employee decisions to stay, particularly among younger, college-educated employees with short to moderate tenures. While non-monetary factors enhance job satisfaction and organizational commitment, their retention impact appears contingent on the presence of strong compensation structures. These findings emphasize the need for China Banking Corporation to prioritize financial competitiveness while aligning non-financial initiatives with employee expectations to foster long-term retention.

Abstract Format

html

Abstract (Filipino)

None

Abstract Format

html

Language

English

Format

Electronic

Keywords

Employee retention

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Embargo Period

7-16-2028

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Available for download on Sunday, July 16, 2028

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