| dc.description.abstract | This paper investigates the intricate dynamics between Employee Value Proposition (EVP), Employee Engagement (EE), and Turnover Intention (TI) within the context of the Philippines’ labor market. Drawing upon Social Exchange Theory (SET), the research examines how EVP influences TI, with a particular focus on the mediating role of EE. The research framework integrates SET to explore the reciprocal relationship between employers and employees, hypothesizing that a robust EVP negatively correlates with TI. Additionally, the thesis proposes that EE, encompassing cognitive, emotional, and behavioral engagement, mediates the EVP-TI relationship. The study employs a quantitative research method, analyzing data from 317 employees across various sectors in the Philippines. Utilizing Structural Equation Modeling, this study examined the direct and indirect effects of EVP on TI through EE.
Key findings reveal that EVP significantly impacts EE and TI. Additionally, EE is negatively related to TI. However, tests for mediation reveal that EE does not significantly mediate the relationship between EVP and TI. The results suggest that organizations aiming to improve employee retention should focus on enhancing their EVP and fostering higher levels of employee engagement.
This research contributes to the existing body of knowledge by offering a localized perspective on employee retention strategies in developing economies. The paper concludes with practical recommendations for organizations to improve their EVP, thereby reducing turnover and promoting a committed workforce.
Keywords: Employee value proposition, Employee engagement, Turnover intention, Social exchange theory, Philippines labor market | en_US |