Investigating the Enduring Determinants of Workers’ Decision to Stay or Emigrate: An Extended Application of the Theory of Planned Behavior

Employee retention is intricate in a competitive market, and yet it is critical for long-term competitive advantage, organizational performance, and longevity. Low employee retention causes several challenges, including increased training and recruitment costs, insufficiently skilled staff, and disruption to organizational operations. This study utilizes the Theory of Planned Behavior (TPB) and Structural Equation Modeling (SEM) to examine the factors influencing employees’ intention to remain with companies in the Philippines or leave the country. Data were collected through a questionnaire completed by 200 participants via online survey, with the results presented in frequency and charts. The findings aim to contribute both theoretically and practically to organizational management, offering insights for companies to adopt sustainable strategies for employee retention. Drawing on prior research and empirical theories, this study examines the effects of Employee Satisfaction (ES), Salary Impact (SI), and Workplace Impact (WI) on these intentions. The findings provide strong evidence that salary, workplace conditions, and employee satisfaction have a direct impact on employees’ decisions to stay in their home country. These findings have significant managerial implications for fostering sustainable organizational practices.