Organizational Climate, External Factors, and Retention Among Teaching Personnel in the Basic Education

This study examined how organizational components and external factors influence the retention of Basic Education teachers at Liceo de Cagayan University. It focused on internal organizational culture, external conditions, and their combined impact on teachers’ retention decisions. Using a predictive-correlational design, basic education teachers were selected through proportionate stratified random sampling. Data were collected using a validated researcher-adapted questionnaire and analyzed using descriptive statistics, Pearson's correlation, and multiple regression. Results showed teachers generally view the organizational culture positively, especially valuing professional development and job satisfaction. Compensation, work-life balance, and other organizational factors were also favorable, indicating a supportive work environment that encourages commitment. External factors such as economic conditions, labor market trends, community support, technological advancement, and socio-cultural influences significantly affected retention, with community and socio-cultural support having the greatest impact. Retention was high, with most participants expressing loyalty, satisfaction, and a clear sense of purpose. Regression analysis identified labor market conditions and technological advancement as negative predictors of retention, while supportive external factors positively influenced it. These findings suggest that although organizational practices improve the work experience, external environmental conditions have a stronger effect on teacher retention. The study underscores the importance of both internal support and community-based external factors in maintaining teacher retention.