Advisers

Vinalyn L. Sarzata, MBA

Discipline

Business administration

Abstract

In the evolving landscape of the Philippine labor market, manpower agencies played a critical role in bridging the gap between job seekers and employers. Employees of manpower agencies often faced unique circumstances such as varying work assignments, limited direct supervision from their parent company, and differences in workplace culture and conditions across client organizations. These factors were associated with their overall job satisfaction and retention. This study focused on ELI Consolidated Resources Corporation which is a manpower placement and outsourcing agency that provides staffing solutions on a contractual and per-project basis. By examining the relationship between job satisfaction and retention in a manpower agency setting, the study may inform efforts to create more stable employment opportunities and strengthen labor–management relations. A descriptive-correlational quantitative design was used to determine the relationship between job satisfaction and employee retention. It allowed the researcher to described the current conditions and perceptions of employees without manipulating any variables. Seventy-five employees were selected through stratified random sampling technique to ensure proportional representation of respondents across the company’s various demographic segments. Data were collected using a structured questionnaire. Statistical tools included frequency and percentage, weighted mean, and Pearson r to analyze and interpret results. Results showed strong high level of job satisfaction in terms of compensation and benefits (WM=3.29) and work environment (WM= 3. 26) the overall weighted mean of 3.26, interpreted as Strongly Satisfied, reflects a generally positive assessment of job satisfaction among employee. Employees also reported highly agree in terms of organizational commitment (WM=3.25) and work-life balance (WM=3.30), the overall weighted mean of 3.23, with a verbal interpretation of Agree, indicates that employees are generally inclined to remain with ELI Consolidated Resources Corporation. Correlation analysis revealed a strong positive relationship (r = 0.74, p <.05), indicating that employees who reported higher levels of job satisfaction also tended to exhibit higher levels of retention. In conclusion, this result implies that job satisfaction is significantly associated with employee retention, suggesting that more favorable job satisfaction factors are associated with stronger employee retention within the organization.

Keywords

job satisfaction, organizational commitment, retention, career development opportunities, compensation and benefits, manpower agency, recognition and rewards