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Employee Turnover and Its Impact on the Employees and Management of Saint Louise De Marillac College of Sorsogon Incorporated



Mildred Estañol Tenerife, 2024. Employee Turnover and Its Impact on the Employees and Management of Saint Louise De Marillac College of Sorsogon Incorporated. United International Journal for Research & Technology (UIJRT). 5(7), pp160-176.


This research investigates how Saint Louise de Marillac College of Sorsogon Incorporated’s management is affected by employee turnover.  The study involved 15 participants, with 10 being resigned employees and 5 still associated with the institution. Most of the resigned employees were females aged 25-34 years old and were part of the teaching personnel with 1-5 years of service. All the employees still associated with the school were also in the same age range and mostly female. The factors influencing employee turnover, in order of impact, were compensation and benefits, work-life balance, career growth opportunities, organization culture, and job satisfaction.

Employee turnover had significant impacts on the institution’s service delivery, including diminished efficiency and increased operational costs. The resigned employees experienced negative emotional reactions and saw apparent career advancement in new settings. The retained employees faced discomfort due to additional workloads, a new environment, and reduced morale. To reduce employee turnover, participants suggested providing greater opportunities for holistic development, enhancing the working environment, and offering competitive salary raises.

The study concludes that the primary factors influencing their decision to resign were compensation and benefits, followed by work-life balance and career growth opportunities. Employee turnover presents multiple challenges for the school, including decreased productivity, increased operational costs, and various emotional, professional, and personal difficulties. The turnover also led to a noticeable change in the working environment and a decrease in morale for both the employees who left and those who remained. To mitigate employee turnover, participants suggested additional training for holistic development, improvements to the general working environment, and reasonable pay increases.

The study recommends several strategies to reduce employee turnover. These include providing programs that cater to the interests of the majority demographic (25-34-year-old female teachers), soliciting and acting on employee feedback, and considering a more diverse participant pool for future studies. The school is advised to revisit its salary scale and ensure all entitled benefits are granted, which could foster loyalty and commitment. Promoting work-life balance initiatives and addressing factors affecting employees can enhance their motivation and commitment. Recognizing outstanding performances, providing flexible work arrangements, offering training opportunities, scheduling regular feedback sessions, launching wellness initiatives, and initiating annual personnel evaluations are also recommended. Lastly, implementing a Comprehensive Human Resources Development Program could assist in reducing employee turnover.

Keywords: Employee Turnover, Impact of Turnover

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