000			02470nam a22002297a 4500
001			15815
003			OCLRC
005			20260731013018.0
008			240604t xxu||||| |||| 00| 0 eng d
040			_aOCLRC
082			_aT 658 2024 520
100			_aArmisa, John Michael B.
245			_aRetention and job motivation of teaching staff at Rizal technological university: _ba basis for retention program/ _cJohn Michael B. Armisa.
260			_aParañaque City: _bOlivarez College, _c2024.
502			_aMaster Thesis
520			_aThe study aimed to assess the level of motivation and retention among the teaching staff at Rizal Technological University and to explore the relationship between these two aspects, specifically examining how workload, salary, benefits, and administrative support influence teacher motivation and retention. This research utilized a descriptive-correlation method with the use of simple random sampling, involving 199 respondents. The findings indicate that the motivation levels of RTU's teaching staff, particularly regarding workload, are commendably high. The overall motivation regarding salary and benefits at RTU falls within the motivated range, and the motivation levels concerning administrative support are generally positive, suggesting that faculty feel supported by RTU'S administration. The retention influences at RTU, particularly concerning the environment, are moderate. Regarding support, the data shows that professional development programs, emotional and psychological support, and administrative responsiveness are important in influencing faculty decisions to stay. Statistical analysis at Rizal Technological University (RTU) reveals no significant differences in job motivation and retention across age, gender, and educational attainment, suggesting that RTU's practices are uniformly effective across diverse demographic groups. However, significant differences in perceptions related to salary, administrative support, and environmental factors based on years of service indicate that tenure influences faculty satisfaction. Based on these insights, the RTU Teacher Enhancement and Retention Program (TERP) is proposed, aiming to address identified gaps in HR practices and enhance both job satisfaction and retention rates.
650			_aTeacher motivation.
650			_aFaculty retention.
650			_aAdministrative support.
650			_aSalary and benefits.
942			_cTHES _jT 658 2024 520
999			_c15815 _d15815