Organizational culture and work-life balance as determinants of employee retention among microfinance employees in Kapalong, Davao del Norte

Abstract

This study aimed to determine the level of organizational culture and work-life balance and their influence on employee retention among 82 microfinance employees in the municipality of Kapalong. Employing a descriptive-correlational research design and utilizing random sampling, the study assessed six dimensions of organizational culture—organizational supportiveness, emphasis on rewards, performance orientation, innovation, stability and communication, and job satisfaction—as well as four dimensions of work-life balance—leave policy, flexible work arrangements, welfare policies, and family responsibilities. Results revealed that both organizational culture and work-life balance were rated at a high level across all indicators. Similarly, employee retention—measured through organizational retention strategies, compensation-related strategies, and personalized retention strategies—was also rated high. Correlation analysis indicated a significant positive relationship between both organizational culture and work-life balance with employee retention. These findings suggest that cultivating a supportive organizational culture and promoting effective work-life balance policies are critical in enhancing employee retention and fostering a productive, committed workforce within the microfinance sector.