Abstract: The purpose of this research is to know the different factors that are related with the retention and turnover of the faculty members of Lyceum of the Philippines University-Cavite Campus. The study used descriptive-survey research design method since it is more appropriate to identify the concerns of the teaching personnel. The data for this study used a researcher-made questionnaire with input from books in the areas of human resource management and interviews with some faculty and school administrators. The total respondents are one hundred full-time and part-time teaching personnel of Lyceum of the Philippines University-Cavite Campus. Based on the data gathered, the researcher has drawn the following conclusions: The individual applied at LPU-Cavite Campus because of the convenience in terms of accessibility of transportation to their residence, and they believed that they had a chance to develop their career in this institution. The school’s reputation and standing in the academic community were also considered by the applicants. The eye catching structure of the building does not get too much attention on the part of the applicant since it landed on the seventh spot. Teaching personnel enjoy working at LPU-Cavite campus because of the feeling of belongingness since they have established harmonious working relationship with their colleagues. The faculty also considered the good working condition that the management provides, and the fair treatment by of superior. The last consideration why they enjoy working is that their expected compensation is achieved. With this, teaching personnel give much weight on harmonious relationship and less on monetary values. The faculty may intend to leave LPU-Cavite Campus if there are better opportunities for career development offered by other institutions. They also leave the institution if the management does not offer job security and there is a better compensation package offered by other institutions. The teaching personnel also seeks recognition for their satisfactory performance. They may leave the institution if they did not get much-needed support from the management. Another reason for leaving if they may change residence and that would affect travel time. Landed in the last spot reason for leaving is, if the working relationship with colleagues gets worse. Based on the findings and conclusions, the researchers recommend the following: LPU should provide staff room for rent (minimal fee) to teaching personnel whose residence is located distantly from the academe. LPU should regularly remind their constituents that LPU’s name should be protected at all times. LPU should encourage mandatory participation of full-time and part-time faculty in every activity to encourage familiarity among teaching personnel. Team building for the faculty per college should also be conducted regularly at the end of academic year to establish camaraderie among themselves. LPU should maintain good working conditions (functional facilities and free from work pressure). LPU should provide continuous training for superior regarding coaching and mentoring to be familiar with different applications on how to establish acceptable superior-subordinate relationship. LPU should implement rotation of appointment since faculty are expecting for career development/movement. Rotation of appointment for supervisory level position should be done every three (3) years so that qualified personnel may have a chance for career movement and others would be inspired to do their best to be qualified for the upper level position. The maximum term of individual in supervisory position should be within the period of three years (3). Since the management shows transparency in declaring the number of students enrolled, the management should also be transparent in declaring other operational expenses incurred (utilities, equipment, supplies, maintenance, etc.) so that teaching personnel will not expect that wage/salary is not the only expenditure incurred by the institution. The management should provide a copy of written policies (faculty manual) to teaching personnel for them to know the benefits and compensation packages that the faculty will receive in-case they will obtain regular employment. This written reference would serve as a basis for the faculty if the management offers job security. The orientation given to the newly hired teaching personnel is not enough to identify the job security offers by the institution. Similar studies will be done after five (5) years to anticipate again the reasons why teaching personnel may leave LPU-Cavite Campus.
Keywords: Faculty Retention, LPU-Cavite campus.
Title: Faculty Retention: A Case Study of Lyceum of the Philippines University-Cavite
Author: Shirley Anne V. Gaspar MBA, Reynaldo C. San Mateo CPA, MBA, Antonio Arias Jr. MBA
International Journal of Management and Commerce Innovations
ISSN 2348-7585 (Online)
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