The Mediating Effect of Job Satisfaction on the Relationship Between Work-Life Balance and Employee Retention Among Government Engineers
DOI:
https://doi.org/10.65339/ijsis.V1.I1.34Keywords:
Decent Work, Employee Retention, Government Engineers, Job Satisfaction, Public Sector, Sustainable Development, Work-Life BalanceAbstract
This study examined the mediating effect of job satisfaction on the relationship between work-life balance and employee retention among government engineers in the Department of Public Works and Highways in Davao del Norte. Anchored in the Job Demands-Resources Theory, Social Exchange Theory, and Herzberg’s Two-Factor Theory, the study employed a quantitative, non-experimental descriptive-correlational design. Using stratified random sampling, 160 government engineers, consisting of 58 permanent and 102 Job Order personnel, participated in the study. Data were collected using adapted and validated questionnaires on work-life balance, employee retention, and job satisfaction and were analyzed using descriptive statistics, Pearson Product-Moment Correlation, regression, and mediation analysis. Results showed high levels of work-life balance (M = 3.94, SD = 0.50), employee retention (M = 4.03, SD = 0.67), and job satisfaction (M = 4.15, SD = 0.55). Work-life balance was significantly related to employee retention (r = 0.710, p < 0.001) and job satisfaction (r = 0.796, p < 0.001), while job satisfaction was significantly related to employee retention (r = 0.800, p < 0.001). Mediation analysis confirmed that job satisfaction partially mediated the relationship between work-life balance and employee retention, with a Sobel z-value of 7.475 and p < 0.001. The findings emphasize the importance of strengthening flexible work arrangements, manageable workloads, employee recognition, compensation and benefits, professional development, and workplace support to sustain employee satisfaction and retention. The study supports SDG 3—Good Health and Well-Being and SDG 8—Decent Work and Economic Growth by promoting supportive working conditions and workforce well-being. Its sustainability contribution lies in strengthening institutional workforce stability, preserving organizational knowledge, reducing turnover-related disruptions, and supporting the continuity of infrastructure-related public services.
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Copyright (c) 2026 Karren S. Tumamak, CE, Alberto N. Bandiola, DPA (Author)
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