ORGANIZATIONAL FACTORS INFLUENCING EMPLOYEES' RETENTION INTENTION IN THE FOOD RETAIL INDUSTRY: AGE AND EMPLOYEE RANK AS MODERATORS

This study, completed in October 2026, examined the relationships between five organizational factors and employees’ retention intention in food retail establishments in Rosales, Pangasinan, and evaluated age and employee rank as potential moderators. A quantitative, cross-sectional, descriptive-correlational design was employed. Of 344 voluntary survey submissions, 326 met eligibility and data-quality criteria; 321 supplied valid ages. Twenty-nine outlets representing 28 company groupings authorized questionnaire distribution. Six-point agreement responses were analyzed using descriptive statistics, five-step hierarchical multiple regression, and separate full interaction-block moderation models with HC3 robust inference. The five-factor model explained 79.1% of the sample variation in retention-intention scores (R² = .791). Career growth and development (B = .380, p < .001), leadership and management style (B = .307, p = .001), and work–life balance (B = .216, p = .003) had significant positive unique coefficients. Compensation and benefits and work environment and culture did not have significant unique coefficients. Neither age (p = .395) nor employee rank (p = .933) significantly moderated the examined relationships. Findings highlight associations with development, leadership, and work–life practices; however, nonprobability recruitment, self-reports, potential common-method variance, and cross-sectional measurement limit causal and population-wide inference.