ANALYZING EMPLOYEE ENGAGEMENT, MANAGEMENT EFFECTIVENESS, AND TURNOVER RATES IN A PRIVATE EDUCATION INSTITUTION: RECOMMENDATIONS FOR INSTITUTIONAL POLICY AND LEADERSHIP EFFECTIVENESS

Author

FRANCIZ T. BALABALA


Abstract

 Employee turnover remains a continuing challenge for many private educational institutions, as frequent employee movement disrupts instructional continuity, affects organizational stability, and increases administrative and recruitment costs. In academic organizations, maintaining a stable and committed workforce is essential to ensure consistent program implementation and sustained institutional development. At Surigao Education Center (SEC), recurring voluntary turnover among faculty and staff has raised concerns regarding the level of employee engagement and the perceived effectiveness of institutional leadership and management practices. Organizational literature highlights that employees who experience low engagement and insufficient managerial support are more likely to develop intentions to leave their organizations. Despite the growing recognition of these concerns, limited empirical investigations have simultaneously examined employee engagement, perceived management effectiveness, and turnover tendencies within private educational institutions, particularly in regional contexts in the Philippines. This gap underscores the importance of examining how internal organizational factors shape employees’ work attitudes and retention behaviors. Anchored on the premise that engaged employees and supportive leadership practices contribute to stronger organizational commitment, this study explored the dynamics between employee engagement, perceived management effectiveness, and turnover tendencies among faculty and staff of Surigao Education Center during the academic year 2025–2026. Employee engagement was examined through the dimensions of vigor, dedication, and absorption, while management effectiveness was viewed in terms of support, guidance, recognition, and clarity of direction provided by institutional leaders. Understanding how these organizational factors relate to employees’ likelihood of voluntary turnover provides valuable insights for strengthening institutional policies and leadership practices. The findings contribute to the growing body of knowledge on workforce management in private educational institutions and offer practical insights for enhancing employee retention, promoting a supportive organizational climate, and sustaining long-term institutional stability.



Keywords

employee engagement, management effectiveness, turnover rates, leadership effectiveness, institutional policy



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