Turnover intentions are the main concern for an organization as this corresponds to the actual behavior. This, however, could be solved if the quality of work life of employees is satisfied. To address this, the purpose of this study is to determine through a quantitative research design whether the quality of work life factors (development, participation, compensation, supervision, and working environment) has a negative impact on turnover intentions of employees at Dr. Carlos S. Lanting College. Purposive sampling was utilized among the 152 teaching and non-teaching employees and accomplished the questionnaire, which includes the Quality of Work Life Factors Scale and Turnover Intention Scale (TIS-6). The data were statistically analyzed using multiple regression analysis. Findings indicated that quality of work life significantly predicts turnover intentions; however, it has been found that among the five factors, only three were significant with turnover intentions. In addition, only compensation and work environment negatively predicted turnover intentions, while in contrast, development positively predicted turnover intentions of employees. In conclusion, this demonstrates that when employees perceive they have insufficient compensation and are employed in an unsafe and unpleasant work environment, therefore it would lead them to have higher turnover intentions. Finally, it is recommended that the institution concentrates on developing and implementing compensation and work environment policies and programs in order to reduce the employee turnover rate.

Keywords : Turnover Intentions, Quality of Work Life, Development, Compensation, Work Environment.