Employee Retention: Factors Affecting School Personnel of

Pasay City National Science High School

A Proposal Submitted to the

Senior High School Department of
Pasay City National Science High School

In Partial Fulfillment
of the Requirements
for the Subject
Research in Daily Life
I

Presented by:
Carulasan, Krent Xander V.
Duran, Alrin Cale G.
Manalang, Irish D.
Menor, Princess Kate R.
Ramirez, Joyce Anne D.
Rubindiaz, John Remar J.
Sangalang, Nehemiah Daniel U.
Sy Chuan, Akia Kishi C.

Presented to:
Sarah Lee C. Fedelin
Research Adviser

June 2023

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 Table of Contents

I. Chapter I: Introduction ….………………………………………………...…………. 2

1.1. Background of the Study ……………………….………………………………. 2
1.2. Statement of the Problem ……………………………….……………...……...... 5
1.3. Research Hypothesis ………………………………..……………………………6
1.4. Objectives of the Study………………...………………………………………... 7
1.5. Significance of the Study …………………...…………………………………... 8
1.6. Theoretical Framework ……………………………..…………………………. 10
1.7. Conceptual Framework ………………………………..………………………. 14
1.8. Scope and Limitations ………………………………..……………………….. 16
1.9. Definition of Terms …………………………...……………………………….. 16
II. Chapter II: Review of Related Literature ………………..…………………………. 18
2.1. Psychological factors…………………………...……………………………… 18
2.2. Students …………..…………………………...………………………………. 20
2.3. Facilities and resources………………………...……………………………… 20
2.4. Job Satisfaction …..…………………………...………………………………. 21
2.5. Policy Decisions ….…………………………...………………………………. 22
2.6. Synthesis of the Study ………………………...………………………………. 22
III. Chapter III: Methodology …………………………...…………….……………….. 24
3.1. Introduction of Methodology …………………………..……………………… 24
3.2. Research Design / Framework ……………………..………………………….. 24
3.3. Research Methods and Techniques ……………….…………………...………. 27
3.4. Participants, Population and Sample ……………………….…………………. 31
3.5. Data Analysis …………………………………………….…………………… 31
IV. References ……………………………..………………………………………….. 33

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 CHAPTER 1: INTRODUCTION

1.1 Background of the Study

Teaching is considered a noble profession as it is a crucial part of delivering

quality education to society and has a lifelong impact on students' lives. Teachers hold
a significant role in shaping the growth of future generations for they are granted the
ability to influence the youth toward becoming better and more productive citizens of
the nation. Though it is tremendously demanding and draining, the task of a teacher is
not simple — it requires a lot of hard work, patience, commitment, and passion. The
individuals committed to the field of work do so mainly because they want to make a
difference (“7 Factors,” 2019).

Undoubtedly, it wouldn’t be possible for them to execute their job without the
help of non-teaching personnel. Non-teaching staff members are an essential
component of the educational system because, without them, the administrators will
find it more challenging to run the educational system since they won't have someone
to assist them with paperwork and the maintenance of records (Francisco, 2020).
Moreover, the non-teaching staff is regarded as the support group in achieving the
school's goals and objectives and delivering high-quality instruction to its students. In
fact, the non-teaching staff partners with educators and school administrators in
managing administrative offices. Hence, recognizing the factors affecting school
personnel will play a vital role to verify if the students are acquiring knowledge in a
secure and healthy environment (School Support Staff | Safe Supportive Learning,
2019).

Associated with this fulfilling service are the everyday challenges that school
staff are facing. As reported by Robosa et al. (2021), numerous teachers encounter
substantial concerns such as lack of funds, student management, and submission and
responsibilities which added to anxiety and fatigue. There is also an issue regarding
countless paperwork and long working hours, and pressure from school administrators
that leads them to be burnt out (“10 Challenges of Teaching,” 2022). Granthorn
(2020) stated that teachers in the Philippines are primarily troubled owing to a

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shortage of funds and it has been discovered that they are exploring methods of
guaranteeing that the account that the local government granted to them will meet the
student's needs. In line with this, the Department of Budget and Management (DBM)
said in 2022 that the suggested budget is not sufficient to tackle the issue of classroom
shortage in the country. Furthermore, according to a study conducted by ONG'OLA A
(2019), issues that non-teaching personnel frequently face related to work terms and
conditions are income, promotions, and job security. Without adequate manpower
planning, an organization may, for a large part, be unable to hire the right kind of
individuals with the relevant abilities necessary to operate efficiently (Agunwa et al.,
2019). With these difficulties faced, a detailed action plan is needed to resolve them
so it would not result in employee turnover.

One of the significant concerns in education today is not the ability to obtain
teachers but the ability to keep them. Teacher retention is a critical issue in the
Philippines, with many teachers leaving the profession due to low salaries, poor
working conditions, and limited opportunities for professional development.
According to the National School Boards Association (2019), the cause of teacher
retention struggles came from various factors; this includes inadequate preparation, a
lack of mentoring or adequate mentoring, pressures of test-based accountability, low
salaries, and poor teaching conditions. This results in the country's need for more
experienced and qualified teachers.

It can also be said that non-teaching employees play a crucial role in school
management. To operate schools, the non-teaching staff is recruited and paid for by
the school administration. They provide support services (ONG'OLA A, 2019).
Despite being one of the most important professions for the progression of our future,
they receive relatively low salaries compared to other occupations, leading to many
employees seeking alternative employment, or migrating to other countries where
they can earn higher wages. Many teaching and non-teaching staff work in
overcrowded classrooms with limited resources and facilities, making a stressful
experience in the workplace. These factors may lead to burnout and exhaustion and
may eventually cause an employee to leave the workplace.

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 As reported by the Philippine Statistics Authority (2018), every year there is a
net loss of 132 teachers in the country, meaning that more people are leaving the
profession than entering it. As a result, in addition to having a scarcity of teachers, the
Philippines was also losing the professionals who were already teaching. Teachers are
33% more likely to leave the profession in the next two years than they were before
the pandemic, a 20% increase from before the pandemic. Educators who left the field
frequently cited burnout and low pay even before COVID-19 closed schools in 2020.
The pandemic not only exacerbated the experience of educators, but they also claim
that the shift to virtual learning caused them to lose aspects of their profession that
they enjoyed. According to a recent National Center for Education Statistics study,
49% of schools had at least one non-teaching staff vacancy. Furthermore, according to
Bureau of Labor Statistics data, the number of employed school bus drivers has
decreased by 14.7%. School custodians have lost 6% of their jobs, while teaching
assistants have lost 2.6% (Ed, 2022).

Analyzing the important aspects that influence individuals to stay in their

professions encompasses a range of demographic features such as length of service,
socioeconomic status, age, and civil status. It is essential to consider both intrinsic and
extrinsic factors when assessing the influential factors of teachers' choice to remain in
their job (La Velle, 2020). Extrinsic factors such as salary, benefits, and working
conditions can have a significant impact on an employee's decision to stay. School
districts can gain a better understanding of what motivates them and utilize this
knowledge to inform policy decisions, improve teacher retention, and create a more
positive work environment for teachers (Herrity, 2023). Identifying the factors that
affect the retention of non-teaching personnel is crucial for organizations seeking to
maintain a stable and productive workforce (Vishwaroop, 2022). These factors can
help schools develop strategies to improve retention rates, create a positive work
environment, and allocate resources more effectively, leading to improved student
outcomes.

The study intends to determine the factors that affect the Pasay City National
Science High School personnel’s choice to remain in their workplace and discern how

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socio-demographic profile, motivators, and hygiene factors contribute to the school
personnel’s decision-making of staying in their chosen workplace.

1.2 Statement of the Problem

The main problem of this study is to determine the factors that

affect employee retention at Pasay City National Science High School.

Specifically, this study aims to:

1. What is the Socio-demographic profile of the respondents in terms of:

1.1 Age,
1.2 Location,
1.3 Length of Service,
1.4 Civil Status, and
1.5 Socio-economic status
1.5.1 Bachelor’s degree
1.5.2 Occupation
1.5.3 Salary

2. What factors affect the school personnel's decision to remain in their

workplace?

3. What are the factor/s that affect the school personnel not vital to critically
vital for them to remain in their workplace.

4. How do these aspects affect the school personnel’s decision-making in

staying at their workplace?

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1.3 Research Hypothesis

Null Hypothesis:
There is no significant relationship between the factors and the teacher's
choice of remaining in their profession.

Alternative Hypothesis:
There is a significant relationship between the factors and the teacher's choice
of remaining in their profession.

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1.4 Objectives of the Study

The study aims to determine the factors that affect employee retention at Pasay
City National Science High School.

Specifically, this study will answer the following:

1. Identify the Socio-demographic profile of the respondents in terms of:

1.1 Age,
1.2 Location,
1.3 Length of Service,
1.4 Civil Status, and
1.5 Socio-economic status
1.5.1 Bachelor’s degree
1.5.2 Occupation
1.5.3 Salary

2. Determine the factors that affect the school personnel's decision to remain
in their workplace.

3. Determine the factor/s that affect the school personnel not vital to critically
vital for them to remain in their workplace.

4. Comprehend how these aspects affect the school personnel’s

decision-making of staying in their workplace.

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1.5 Significance of the Study

Knowing what motivates an individual to pursue a job is vital. Likewise, the

driving force behind their motivation to stay put in their workplace. This not only
presents the institution with the aspects they can ponder while ameliorating their
approach to lessen employee turnover but also benefits the person dear to the
employee. There could be a lot of factors, such as personal development or
practicality, that may affect the decision of school personnel to remain in their
workplace.

The researchers aim to analyze the aspects and their influence on the choice of
Pasay City National Science High School personnel to stay in their workplace. This
study, though not exhaustive, will be beneficial to the school personnel because, from
this research, they will become knowledgeable of the abilities they need to grow
professionally and eventually evaluate these during their decision-making process on
what they will do in their job in the future.

To the students, given that staff members at the school are significant in
assisting them when it comes to obtaining the resources they need, maintaining a
consistent relationship with the staff can affect the students' outcomes. Moreover, it is
essential to understand the factors affecting school employees to guarantee that the
students are learning in a safe and healthy setting.

Parents because some parents stop working when they are old enough and
their children already have stable jobs. The retention of their children primarily
affects them because they cover most of the household expenditures and provide
financial support to their dependents.

The members of the academe, the school administrators, and stakeholders will
gain a deeper perspective of their struggles. They could also consider these factors to
strengthen their strategies to notify policy decisions, increase retention rates, and
ensure a conducive work environment.

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 To future researchers, this study will serve as a foundation for those interested
in conducting investigations related to the factors affecting the employee retention of
school personnel and, thus, will be a basis to resolve the issue of employee turnover in
schools.

In general, this research will provide assistance to the school personnel of

Pasay City National Science High School, students, parents, members of the academe,
and future researchers by making this scrutiny available.

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1.6 Theoretical Framework

This study is founded on six theories and a principle: Abraham Maslow's

hierarchy of needs; the Incentive Theory (B. F. Skinner and Clark Hull); Hertzberg's
two-factor theory; Vroom's theory of expectancy; Sirota's three-factor theory; the Law
of Effect Principle (Edward Thorndike); and McClelland's theory of need, which
explains why people change careers or stay in their jobs.

Maslow recommended organizing human needs into a hierarchy. This

hierarchy goes from more physical demands like food and water to philosophical
ideas like self-actualization. When a lower need is satisfied, the following need on the
hierarchy becomes our center of attention, according to Maslow. The Hierarchy of
Needs proposed by Abraham Maslow starts with physiological needs and states that
these allude to basic physical demands like drinking when thirsty or eating when
hungry. According to Maslow, several of these demands entail our efforts to meet the
body’s need for homeostasis, that is, maintaining stable levels in distinct biological
systems. Maslow believed physiological requirements to be the most basic of human
wants. Once people’s physiological necessities are addressed, the next need that arises
is a safe environment. Even as young children, we are aware of the need for safety
because we observe how youngsters respond to unsafe or unpredictable settings with
fear or worry. Maslow noted that safety requirements in adults in industrialized
countries are more pronounced in emergency situations, but this need can also
account for why we frequently choose the comfortable or why we take actions like
buying insurance and contributing to a savings account. Feeling accepted and loved is
the next need on the hierarchy. This need covers both romantic relationships as well
as links to friends and family members. It also involves our urge to feel that we
belong to a social group. Importantly, this need covers both feeling loved and
experiencing love towards others (Hopper, 2020). The social needs in Maslow’s
hierarchy include love, acceptance, and belonging. At this level, the need for
emotional relationships drives human behavior (Cherry, 2022). The esteem is an
important part of Maslow's hierarchy, with the needs at the bottom three levels being
the need for appreciation and respect. It is becoming increasingly important to gain
the respect and appreciation of others and to sense value for one's contribution to the

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world. People need to accomplish things, have their efforts recognized, and be
confident in their abilities. Professional activities, academic accomplishments, athletic
or team participation, and personal hobbies can all play a role in fulfilling the esteem
needs. Self-actualization relates to feeling fulfilled, or feeling that we are living up to
our potential. One distinctive element of self-actualization is that it looks different for
everyone. For one person, self-actualization might involve assisting others; for
another person, it might require achievements in an artistic or creative sector.

According to the incentive theory, rewards and penalties serve as incentives

that motivate people. People are motivated to act in ways that will result in personally
favored results or refrain from actions that would. It highlights the significance of
outside influences (Paul, 2023). With operant conditioning, where actions are taken to
either receive reinforcement or avoid punishment, incentive theory is comparable.
There are two types of incentives: positive incentives and negative incentives.
Positive incentives refer to the benefits obtained in return for doing particular things,
while negative incentives are the penalties or punishments. Operant conditioning, also
known as instrumental conditioning, is a type of learning that uses incentives and
sanctions to shape behavior. Through operant conditioning, a connection is
established between a behavior and a result, whether favorable or unfavorable
(Cherry, 2023). In operant conditioning, there is reinforcement in which pertains to
any event that strengthens or increases the behavior it follows.

The two-factor theory contends that job happiness and discontent exist on two
distinct continuum, each with its own set of elements. It is sometimes referred to as
Herzberg's motivation-hygiene hypothesis. This runs opposite to the standard
understanding of job satisfaction, which holds that job satisfaction and unhappiness
are interrelated. Herzberg and his associates evaluated fourteen elements pertaining to
job satisfaction in their original study, defining them as either hygienic or motivating
factors. Motivation elements improve job happiness while the presence of cleanliness
aspects minimize job dissatisfaction (Nickerson, 2023). Frederick Herzberg developed
the theory that job satisfaction depends on two factors: motivators/satisfiers
(performance, recognition, job status, responsibility and growth) and hygiene should
have access to the fundamental necessities that respect their physiological, financial,

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and psychological requirements. The elements in this section resemble Herzberg's
description of the hygiene factors. Physiological aspect, which relates to having a safe
environment. Employees shouldn’t have to juggle their emotional and physical health.
Financial aspect, It provides a level of job security where individuals receive
competitive compensation and variable bonuses for performance. In the psychological
aspect, create an atmosphere of respect where all personnel are treated the same,
regardless of their status or power. Leaders should demonstrate interest in their team
members and support individuals as needed. Positive feedback and praise should be
offered openly, although sufficient autonomy should be promoted (Belyh, 2019).
Achievement, the second factor in Sirota's Three Factor Theory that influences
employee motivation, states that reward or recognition is a simple way to boost
employees' enthusiasm. Employees want their accomplishments to be recognized and
receive simple praise. Simple changes can improve an employee's morale and make
them take their work seriously. By concentrating on the four key areas, it can lead to a
positive change in employee behavior. — work environment states that in order for
employees to perform their jobs effectively, it is necessary to provide a suitable
workplace as well as the essentials that the employee will use while at work.
Challenging Work can motivate employees to improve and test their skills and
abilities while executing their job. Organizations should create enriching jobs,
communicate how employees contribute to the organization, and offer chances for
personal growth. A great way to boost employee confidence is to provide them with
feedback, recognition, and rewards because they have a tendency to grasp their roles
and carry them out appropriately. Purpose and principles drive people to seek
employment with organizations they can rely on and be proud of. Organizations need
to be able to sustain their values and articulate a clear vision based on solid moral
principles. The final requirement is that the service or item offered be of high caliber.
Lastly, under the three-factor theory is camaraderie, which refers to A culture that
fosters trust, friendliness, effective teamwork, good communication, and excitement is
referred to as camaraderie. It must strive for effective communication among various
groups engaged in various duties.

According to Edward Thorndike's law of impact principle, answers closely

followed by satisfaction become securely connected to the event and therefore more

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likely to reoccur when the situation is repeated. If the scenario is followed by
discomfort, the links to the circumstance weaken, and the reaction behavior is less
likely to occur when the situation is repeated (Cherry, 2020). There are two aspects to
the law of effect: the first is that behaviors that are promptly followed by positive
outcomes are more likely to repeat themselves. It implies that when people obtain a
favorable result, they are more likely to continue working or to do it again. Second,
unfavorable outcomes reduce the possibility of repeat behavior. An implication of this
is that when people receive negative outcomes, they tend to leave their job or don't
continue their work.

David McClelland published "The Achieving Society" in 1961. He identified

three factors that influence human behavior, achievement, power, and affiliation. All
persons possess these motivating traits, according to McClelland, but only one will be
prominent. The company should make an effort to pinpoint the key element driving
employee motivation. By recognizing this company, a target can be defined, feedback
can be given, and the optimal strategy for employee motivation and reward can be
established (Reuben M. Badubi, 2017). Achievement Dominance. Employees with an
achievement dominant personality are more likely to be content and pleased when
they can meet tough objectives. The company should take on some hard tasks for
these people. Such individuals can solve problems on their own and require less
assistance. Affiliation Dominance. Employees who have affiliation should place a
high value on forming relationships with others and desire to be well-liked by their
coworkers. Additionally, they favor working together over competing with others. To
keep them, the company should make them a part of the team and provide them
low-risk assignments. Power Dominance. People appreciate having power and using it
to influence others within the organization. They prioritize achievement and position
within the company. It can need ongoing challenges, such as helping them advance
their job goals, to keep them interested (Hussainy, 2020).

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1.7 Conceptual Framework

Factors affecting Employee Retention are the independent variable of this

study while the decision-making of School Personnel is the dependent variable. The
research process includes administering the questionnaires, conducting interviews,
categorization of school personnel's responses, data analysis, and interpretation.

Figure 1. Conceptual Framework of Factors Affecting the Employee Retention of

School Personnel

Abraham Maslow's Hierarchy of Needs Theory (1943) claims that five

categories of the basic human determine a person's behavioral wants. These indicators
will transition to five theories: (i) B. F. Skinner's (1938) and Clark Hulls (the 1940s
and 1950s) Incentive Theory; (ii) Frederick Herzberg's Two-Factor Theory (1966);
(iii) Victor Vroom's Theory of Expectancy; (iv) David Sirota's Three-Factor Theory
(1966); (v) Edward Thorndike's Law of effect principle; and (vi) David McClelland's
Theory of Need. (i) Incentive Theory states that external incentives and punishments

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are the primary motivating factors for a person's behavior; this includes positive and
negative incentives. This theory can also be likened to operant conditioning, a
learning method that employs rewards and punishments for behavior—followed by
positive and negative reinforcement, which involves adding and removing something
to increase response. These factors will then lead to (ii) Two-Factor Theory, which
theorizes that employee satisfaction has two dimensions: hygiene factors, or the
elements of a job that satisfy an employee's basic needs and motivators that are vital
job elements that motivate people to stay and grow in a role. The (iii) Theory of
Expectancy that concluded that expectancy, instrumentality, and valence are the three
components determining human motivation. (iv) Three-Factor Theory states that three
factors influence employee motivation: fairness, achievement, and camaraderie. (v)
the Law of Effect Principle, which claims actions that provide pleasing results are
more likely to be repeated which is also connected to the (vi) Theory of Need,
rewards and penalties operate as incentives to motivate people. People are motivated
to do work that will result in individually desired results or to refrain from taking
those that would.

The following theories can further justify the stated theory; McClelland's
Human Motivation Theory (1961) explains how humans have three emotional or
motivating drivers: achievement, power, and affiliation. It can determine each person's
primary motivator and use that information to direct their behavior and goal-setting.
These theories form a reasonable basis regarding the relationship of(i) B. F. Skinner's
(1938) and Clark Hulls (the 1940s and 1950s) Incentive Theory; (ii) Frederick
Herzberg's Two-Factor Theory (1966); (iii) Victor Vroom's Theory of Expectancy;
(iv) David Sirota's Three-Factor Theory (1966); (v) Edward Thorndike's Law of effect
principle (1905); and (vi) David McClelland's Theory of Need (1961). These theories
classify the possible determinants in personnel's decision-making on why they stay at
their workplace.

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1.8 Scope and Limitations

The study's primary objective is to identify, using survey questionnaires and

informal interviews, the factors that influence school staff to remain at Pasay City
National Science High School. Via surveys and interviews, the researchers would
elicit their sociodemographic data and life experiences to give a basis and guide for
the school on how to keep as many staff members as possible.

These surveys and interviews will be conducted with the personnel within the
PCNSciHS. The 57 school employees that comprise the study's population and who
will eventually form our sample may decrease when the pre-assessment is finished.

1.9 Definition of Terms

This study will discover the factors affecting the employee retention of school
personnel at Pasay City National Science High School. This also employed
terminologies that will be conceptually and operationally defined within the context
of the study.

Employee Retention refers to the ability of an organization to retain competent

employees and lessen turnover rate by promoting a healthy work environment.

Socio-Demographic profile is a term used to describe the mix of social and

demographic characteristics that identify persons within a certain group or
community.

Socioeconomic status is the economic and social status of an individual or family.

Student outcomes state that students must be able to demonstrate their knowledge,
skills, and abilities after completing a course or program.

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Allocating resources is the process of assigning and managing assets to meet strategic
goals.

Work environment is the environment, social factors, and physical conditions in which
a person does their profession.

Policy decisions instruct us on how to make decisions so that in the future, we can act
in a manner that is in line with our objectives.

Exacerbated is to make a bad situation even worse.

Reinforcements are the act of creating a habit of conduct, typically through a reward.

Hygiene Factors are often referred to as dissatisfiers and an element of a job that will
make an employee discontented if it is not effectively addressed.

Weighted Mean is a form of mean that is computed by averaging all the products after
multiplying the weight (or probability) connected to a specific event or result by the
related quantitative outcome.

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 CHAPTER II: REVIEW OF RELATED LITERATURE AND STUDIES

This chapter presents the related literature and studies assimilated after the
thorough and in-depth search done by the researchers. Several works of authors here
and abroad were analyzed in order to formulate a solid background of the present
study. Only those relevant were studied.

2.1 Psychological Factors

Teachers' professionalism is based on their ability to address personal and

social issues, including their willingness to protect others' social security, eliminate
social hazards, and forge positive interpersonal connections. After numerous years of
teaching at a disturbing rate, teachers were among the paid professionals who left the
service in the Philippine context. Because of a number of underlying problems,
administrators frequently struggle to choose and recruit teachers, especially in
high-poverty schools. Based on studies demonstrating psychological influences, it
only slightly affected the teacher's decision to leave the school. Their feelings of being
demoralized and insecure by their peers, their lack of interest in interacting with
fellow students, and their perception that their family does not support them are the
three main psychological reasons why they leave school. This showed that the
problem of the relationship with coworkers or workmates might be related to the issue
of leaving the workplace (Santiago et al., 2022).

Therefore, it is expected that instructors striving to adapt into these difficult

circumstances would find having strong personal qualities to be extremely beneficial.
Researchers agree that socioemotional competence in instructors is essential for
fostering a positive learning environment, reducing conflict, being helpful, and being
receptive to the needs of each student (Jennings and Greenberg, 2009;
Schonert-Reichl, 2017). The ability to manage stress, resilience, and having a good
attitude toward organization and motivation are other factors that we believe may be
useful in predicting job placement success.

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 According to Abraham Maslow's (1943) Hierarchy of Needs Theory, all
people have wants that must be met, from the most fundamental to the most complex.
People will be absorbed by fundamental demands before progressing to more
complex needs. It lists the following human wants in ascending order: physiological
wants, safety, love and belongingness, self-esteem, and self-actualization.

The Incentive Theory of B. According to F. Skinner (1938), individuals are

not driven to act aggressively because they are unhappy. Deprivation, satiation, and
unpleasant stimuli, on the other hand, motivate or incentivize us to behave. Clark Hull
(1940s and 1950s) reviewed and showed that biological deprivation drives behavior,
providing a motivation to act. Operant conditioning, also known as instrumental
conditioning, is a learning strategy that uses rewards and punishments to motivate
action. Reinforcement in instrumental conditioning consists of rewarding an action by
associating it with a result, causing that action to become a conditioned reinforcer.

Based on Frederick Herzberg's Two-Factor Theory (1966), various sets of

mutually incompatible workplace qualities influence job satisfaction or
dissatisfaction. According to Maslow's Hierarchy of Needs, satisfaction and
dissatisfaction cannot be adequately evaluated on the same continuum. He conducted
a series of studies to determine what factors in work situations promote contentment
or dissatisfaction.

Following Victor Vroom's (1964) Theory of Expectancy, an individual's desire

to execute a certain activity is based on their assumption that their effort will result in
high performance and that high performance will result in a desirable outcome.

Equity, achievement, and camaraderie are the three components of David

Sirota's Three-Factor Theory (1972). The three-factor approach outlines keeping
employees motivated and fostering a healthy work environment. Employees will be
more motivated and enthusiastic if they can access the three factors or variables.

According to Edward Thorndike's Law of Effect Principle, when replies are

closely followed by satisfaction, they become securely attached to the experience.

19
They are thus more likely to repeat when the circumstance is duplicated.

Based on David McClelland's Theory of Needs (1961), everyone possesses

one of three major driving motivators: the drive for accomplishment, affiliation, or
power. These motivators do not come naturally; we acquire them from our culture and
life experiences. It assists a person in determining what inspires individuals. This
enables a person to deliver appropriate praise and criticism, assign suitable tasks, and
motivate employees.

2.2 Students

Whether the teachers intend to stay in the classroom until retirement or go on

to another role within education, teachers choose the profession because they enjoy
working with children. But, the difficulties of the job are frequently too great despite
their affection for the pupils (Hope, 2019). The interpersonal context of students at
school has a significant impact on their academic development, and this includes their
connections with teachers (Martin, 2019). A good working relationship between the
teacher and the student in the classroom is essential to fostering mutual respect and
trust. This relationship can include getting to know your students better, giving them
choices, and motivating them to improve as learners every day. Teachers who act in
this way respect their students, value their uniqueness, and are kind. Positive
interactions with your students not only increase their academic progress but also
create a friendly and safe environment for all children in your classroom (Coristine,
2022).

2.3 Facilities and resources

A study claims that the Philippines' college system uses a qualitative technique
to look at these impacts and has a low faculty retention rate. The lack of resources and
procedures to assist faculty retention was one of the contextualized themes that
emerged from the coding analysis. The task of developing efficient and long-lasting
solutions to school issues has been one that national and local education policymakers
in the Philippines have faced repeatedly. In order to give high-quality instruction to

20
students and to contribute to the secure educational advancement of the nation's
citizens, schools must constantly have access to teachers and staff. The absence of a
national policy in the Philippines to provide long-term job stability for its citizens
made this problem worse. It led to an average of 5,000 professionals departing the
country each day. With 126,900 teachers retiring starting in the 2020–2021 academic
year and a shortage of 31,400 needed teachers as of the 2019–2020 school year
(Zarate, 2023).

2.4 Job Satisfaction

Prior studies have demonstrated the value of a collaborative culture as well as

work dedication and satisfaction among teachers when navigating challenging school
reform procedures (Meredith, 2022). Teacher job satisfaction warrants more focus
since teacher scarcity is a global issue. Not only is job satisfaction strongly tied to
teacher retention, but it also improves the standing of the teaching profession and
benefits both instructors and their pupils. Prior studies have demonstrated the value of
a collaborative culture as well as work dedication and satisfaction among teachers
when navigating challenging school reform procedures. Teacher subject-matter
competence, teaching experience, and professional growth, which are crucial
components of professional expertise, may influence work satisfaction and, in turn,
the propensity to switch schools or leave the field entirely. Teachers with STEM
majors were less likely to switch schools in the global context (Johansson, 2019). It is
essential that research continually maintains looking at job satisfaction, its causes, and
its effects. Understanding what might contribute to teachers’ decisions to stay in the
educational setting might be framed by looking at how they feel about their jobs
(Hope, 2019).

In 1976, Hackman and Oldham created the model of job characteristics.

Employers can use this model to enhance and make the work of their staff more
interesting. The concept suggests that the five factors of skill diversity, job identity,
task significance, autonomy, and feedback can be changed to increase the interest,
motivation, and satisfaction of employment. Through skill diversity, task identity, and
task importance, employees can engage in meaningful work. Employees feel

21
accountable for the results of their labor because of their work's autonomy. Employees
can better comprehend the impact of their effort with feedback from the job. If
adjustments are necessary, it will assist them. These psychological conditions promote
high levels of internal motivation, excellent work output, high levels of job
satisfaction, and minimal absenteeism and turnover.

2.5 Policy Decisions

Sociocracy demands that policy decisions be made with the permission of those
designated to implement them in order to guarantee equality and freedom. The
choices we make now will shape how we act in the future and direct how we can act
in a way that is consistent with our aims and goals. Policy decisions are dispersed to
all areas or levels of an organization because they are made by those who must
implement them (Villines, 2023). Schools and other educational environments are
intricate learning communities with a wide range of roles and responsibilities. Clear
policies, processes, and expectations must be in place for schools to be welcoming
spaces where students may learn and flourish. All faces of school life are covered by
policies and procedures. Policies help to offer a framework for both personnel and
students by defining expectations clearly and ensuring that ideals are applied
consistently. The policies and procedures set forth by the school are the responsibility
of the staff, who are also responsible for familiarizing themselves with them (Watts,
2022). In the past, the work that teachers do has often been undervalued and
underappreciated. As a result, when making policy decisions, educational leaders tend
to disregard them. Leaving them out of the conversation when discussing educational
policy suggests that their input is not being valued as much as it should be (Austin,
2022).

2.6 Synthesis of the Study

The professionalism of teachers depends on their capacity to deal with social

and personal issues, including their willingness to safeguard others' social security,
remove social risks, and build strong interpersonal relationships. Other factors that we
consider may be beneficial in predicting job placement success include resilience, the

22
ability to manage stress, and a positive outlook on organization and motivation.
Mutual respect and trust are only possible to develop in a classroom environment
where the teacher and students get along well. Positive interactions with your students
allow them to grow academically while also encouraging a safe and enjoyable
atmosphere for all students in your classroom. One of the contextualized themes that
emerged from the coding analysis was the lack of resources and procedures to help
with faculty retention. Not only is job satisfaction closely related to teacher retention,
but it also raises the profession's profile and is beneficial to both teachers and their
students. Given the fact that teacher shortage is a prevalent issue, attention should be
paid to teacher job satisfaction. Schools must establish clear policies, procedures, and
expectations in order to be welcoming environments where students can learn and
thrive.

23
 CHAPTER III: METHODOLOGY

3.1 Introduction of Methodology

This study offers a wider discussion about the factors affecting Pasay City
National Science High School's employee retention through qualitative survey
questionnaires and informal interviews. Through purposive sampling, the researchers
will conduct the pre-assessment by giving consent forms from 57 of Pasay City
National Science High School's employees to identify the number of participants as
the sample. Once the number of participants is identified, a peri-assessment will be
conducted, which is done by distributing a Likert scale survey and interviews. Then
for the post-assessment, responses will be used to analyze the participants'
perspectives, classifying them from slightly vital to critically vital.

3.2 Research Design/ Framework

Overall framework

Every teaching and non-teaching staff at Pasay City National Science High
School who agreed to participate in the survey will be given a questionnaire and an
interview as part of the phenomenological research approach. To analyze the data, the
researchers will use the weighted mean while the triangulation method will be used to
increase the reliability and validity of the information gathered. The main objective of
a phenomenological research approach is to identify and describe a phenomenon's
fundamental concepts. The approach examines human experience in daily life while
putting aside the researchers' preconceived notions about the phenomenon.

The study of an individual's real-life experiences in the world is the primary

purpose of the qualitative research method referred to as phenomenology (Neubauer
et al., 2019). According to the study of Alhazmi et al. (2022), The qualitative
phenomenological method offers a theoretical tool for educational studies since it
enables flexible tasks which can be used to describe and support the understanding of
complex phenomena, such as different aspects of social experience in humans.

24
 Also, it is much easier to recognize the strength of conclusions enhanced by
constantly changing data in research involving several participants, serving scenarios
involving multiple performers. As a result, it becomes increasingly simple to
discriminate between statistical reliability when phenomenological research methods
are employed (Greening, 2019).

Blueprint of methods and procedures

Figure 2: Schematic Diagram of the Methodology

25
 The resulting figure demonstrates the elements and systematic flow of the
methodology, starting with the specification of the variables in the samples and data
collection, then proceeding toward the analysis of the data.

Table 1: Participant Socio-Demographic Data

Socio-demographic Variables Frequency Percentage

Characteristics

Age (years) 20-30

30-40
40-50

Home location Barangay,

Municipality/City

Work experience 1-5

(years) 5-10
10-15
15 above

Civil status Single

Married
Widowed

Socio-economic
status

Bachelor’s degree Bachelor's

Master's
Ph. D.

Occupation Teacher
Custodian
Coordinator
Academic Adviser
School Nurse
Registrar
Guidance Teacher
Superintendent
Principal

Monthly salary ₱15,000- ₱20,000

₱20,000- ₱30,000
₱30,000 above

26
 Gathering the respondents' socio-demographic information can clarify a
person's identity. It gives specific characteristics that the researchers may utilize to
categorize the respondents into subgroups and narrow down the segment of
respondents. The level of education and degree the respondent has, their marital
status, the number of children they have, their occupation, their work experience,
where they live, and their salary will all be used as evidence for the researchers as
they try to understand the factors influencing the respondents' career choices.

3.3 Research Methods, Techniques, and Instruments

Research method

The broad concepts or frameworks that direct a research study, such as the
theoretical perspective, research design, sampling strategy, data collection and
analysis methodologies, and ethical considerations, are referred to as the methods of
research techniques (Hassan, 2022). Research methods are the tools that make it
possible to gather data and information in a structured and logical manner to pursue
knowledge. The methods employed in an investigation must be backed up by theory
and justified (Tempest, 2021).

Before conducting the study, the approval of the school's teaching and
non-teaching employees is requested following ethical norms. This study aims to
identify the factors that affect employee retention at Pasay City National Science High
School. A Likert scale and open-ended questions for the interview created by the
researcher served as the primary method for collecting the data. A person can express
how much they agree or disagree with a statement using the Likert scale (Mcleod,
2023). Interviews are frequently employed to compile in-depth data regarding
someone's experiences or opinions (Hassan, 2022).

Interviews are intended to gather more detailed information from a smaller

group of participants and aid in explaining, improving understanding, and studying
the experiences, behaviors, preferences, feelings, attitudes, opinions, and knowledge
of study participants (DeBose, 2018). A qualitative interview technique allows

27
researchers to use innovative methods to understand potential participants better. This
involves introducing broad topics or asking open-ended questions encouraging
participants to express their thoughts and perspectives. The researcher can delve
deeper into particular topics or responses that call for clarification as the researcher
gets to know the participant further.

Research technique/strategy

The general methodologies or frameworks that drive a research study,

including the theoretical perspective, research design, sampling strategy, data
collection and analysis procedures, and ethical issues, are referred to as research
techniques methods (Hassan, 2022).

Purposive sampling is used since it more accurately aligns the sample to the
objectives and goals of the research, enhancing the quality of the research and the
reliability of the data and findings. It relies on the researcher's judgment when
determining which participants, circumstances, or incidents will be most useful to
accomplish the study's objectives. Purposive sampling is carried out by first
explaining your research problem, then establishing the criteria you want to look for
in a sample, and finally selecting the sample that meets your criteria.

Research instruments

Google Forms is an excellent tool for administering surveys because it comes

with various options that researchers can utilize to gather data and information in a
convenient and structured manner. It includes different question types from which
researchers can select according to their liking: short answer, paragraph, multiple
choice, checkboxes, drop-down, linear scale, multiple choice grid, and checkbox grid.
In addition, it can also be divided into sections to organize the questions and add
individual headings to each of them ("The Features and Functions", 2022). In this
study, the researchers will employ the Likert scale to be aware of the employees'
satisfaction in the given categories.

28
 Another research instrument that will be used in this study is the informal
interview. There will be a set of open-ended questions that will be asked in a casual
setting to obtain a deeper understanding and explore employees' everyday experiences
in their workplace in detail. Furthermore, the interviewer may inquire about the
background, interests, and hobbies in addition to the education and professional
background. Personal subjects like your life goals and aspirations may come up
during the chat.

Enclosure of questions:
1. Name
2. Age
3. Civil Status
4. Length of service
5. Bachelor’s degree
6. Occupation
7. Salary

Likert Scale
Rate your level of satisfaction with each statement.

Very Dissatisfied Neutral Satisfied Very

dissatisfied (2) (3) (4) Satisfied
(1) (5)

Hygiene
Factors

Working
conditions

Co-worker
relations

Policies and
rules

29
 Supervisor
quality

Base wage,
salary

Motivators

Achievement

Recognition

Responsibility

Work itself

Advancement

Personal
growth

Interview
1. Why did you choose to be in that profession?
2. What drives you to stay in your profession?
3. Will this profession be your job throughout your retirement?
4. Do you ensure that you feel valued and recognized for your contributions on
the school campus?
5. Do you establish a positive working environment that supports employee
engagement, productivity, and retention?

3.4 Participants, Population, and Sample

Population
The population will include the 57 teaching and non-teaching staff of Pasay
City National Science High School during the academic year 2022-2023.

30
Sample
The sample will be gathered by giving consent forms to the population if they
are willing to participate in the interview and assessment. The sampling technique that
the researchers will use is purposive sampling.

Participant
The participants are the teaching and non-teaching employees who agreed to be
part of the study once the pre-assessment was done.

3.5 Data Analysis

The researchers would analyze their answers in an informal interview and on a

Likert scale. In an informal interview, researchers will use thematic analysis to
carefully study the data to uncover common themes—subjects, concepts, and meaning
patterns that appear again (Caulfield, 2019). Researchers use the deductive approach
in thematic analysis, a logical strategy in which general ideas lead to specific
conclusions. In deductive analysis, theory is applied to data to test the theory; in
qualitative analysis, preset codes are applied to the data. Literature, theory, or
concepts can all be used to generate codes (Bingham, 2022).

Participants were then asked to choose one of five options on a Likert scale to
describe their feelings about each factor. The percentage and weighted mean were
used to interpret the results. The resulting weighted mean utilized the following
intervals for interpretation: 5.00-4.21 Critically vital, 4.20-3.41 Very vital, 3.40-2.61
Fairly vital, 2.60-1.81 Slightly vital, and 1.0-1.80 not vital (Teacher Retention:
Preventing Teacher Turnover, 2022).

All data on a Likert scale will be collected and analyzed by computing its
weighted mean and classifying the factors. The weighted mean calculation assists
researchers in classifying if the specific factor is not vital, slightly vital, fairly vital,
very vital, or critically vital. Classifying these factors would help the school
understand what is required to improve performance and treatment. Likert scales are
advantageous when measuring unobservable individual features or characteristics that

31
do not have a tangible, objective assessment. These can be attitudes, sentiments, or
ideas influencing behavior (Bhandari & Nikolopoulou, 2020). Once the data is
classified and thematic analysis is done on the answers from the interview, the
researcher will use methodological triangulation to check if the data are valid and
reliable. Methodological triangulation is a research method that uses various datasets,
methodologies, theories, and/or investigators to answer a research topic, helping to
improve the validity and trustworthiness of findings while reducing study biases
(Bhandari, 2022).

Figure 3. Formula of Weighted Mean

32
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