International Journal of Research Studies in Management
CollabWritive Special Issue
2026 Volume 14 Issue 5
Available Online: 31 August 2026
Author/s:
Galay-Limos, Jenny A.*
Philippine Christian University, Philippines (jennygalay05@gmail.com)
Primero-Reyes, Marie Angeli T.
Philippine Christian University, Philippines (angel.primero@yahoo.com)
Usman, Hanna N.
Philippine Christian University, Philippines (hanna_usman@cotsu.edu.ph)
Unson, Melissa Joy G.
Philippine Christian University, Philippines (melissajoyunson@gmail.com)
Sario, Jay A.
Philippine Christian University, Philippines (docjayasario@gmail.com)
Abstract:
This quantitative study sought to determine the structural relationships among organizational culture, employee loyalty, and retention in Philippine Higher Education Institutions (HEIs) and to propose a Faculty and Staff Retention Framework. Data were collected from a simple random sample of teaching and non-teaching personnel in Philippine HEIs using adopted and validated instruments. The data were analyzed using the weighted mean, standard deviation, Pearson R, structural equation modeling (SEM) for mediation and moderation analyses, and multiple linear regression. Descriptive results showed the organization had a “Very High” organizational culture, driven by shared values and institutional commitment, with the lowest ratings for leadership and organizational support. Employee loyalty was rated very high, driven by normative and affective commitment. Leadership support and retention outcomes (intention to stay and desire to remain) were rated very high. But turnover intention was still high. Structural equation modeling suggested that organizational culture directly improves employee loyalty, mediating retention outcomes. The culture-retention path was strongly modulated by leadership support, with supervisory assistance, participative decision-making, and employee recognition serving as positive boosters and mentoring and coaching as a protective buffer. Leadership, organizational support, and culture of excellence were direct predictors of retention. The findings confirmed that retention depends on cultural congruence and supportive leadership, as outlined by Schein’s Organizational Culture Theory, Meyer and Allen’s Commitment Model, Herzberg’s Two-Factor Theory, and Social Exchange Theory. The resulting P.A.C.T. Retention Framework (Purpose, Alignment, Care, and Transformation) offers institutional leaders specific techniques to build commitment, reduce turnover, and ultimately create long-term worker stability.
Keywords: organizational culture, employee loyalty, leadership support, employee retention, Philippine HEIs
DOI: https://doi.org/10.5861/ijrsm.2026.26121
Cite this article:
Galay-Limos, J. A., Primero-Reyes, M. A. T., Usman, H. N., Unson, M. J. G., & Sario, J. A. (2026). Organizational culture, employee loyalty, and retention in Philippine higher education institutions: Basis for a faculty and staff retention framework. International Journal of Research Studies in Management, 14(5), 203-226. https://doi.org/10.5861/ijrsm.2026.26121
* Corresponding Author