The International Review of Multidisciplinary Research
Published May 31, 2026 | Version 1.0
Publication Open

Career Advancement Opportunities, Job Satisfaction, and Retention Intention among Non-uniformed Personnel of the Philippine National Police

Authors/Creators

  • 1. University of Northern Philippines

Description

Employees who perceive genuine opportunities for career advancement are more likely to feel satisfied with their jobs and remain committed to their organizations. Since workers today value career development and personal growth above everything else, companies should make wise investments in their employees to be able to survive. This study determined the level of career advancement opportunities, job satisfaction and retention intention of Non-uniformed Personnel (NUPs) of the Philippine National Police (PNP) in Region 1, and the mediating effect of job satisfaction on the relationship between career advancement opportunities and retention intention. The study was quantitative, descriptive-correlational, involving 465 NUPs in Region 1. The data-gathering instrument used was a validated and reliability-tested researcher-made survey questionnaire. Data were analyzed using the mean, Pearson product-moment correlation, and path analysis via Structural Equation Modeling (SEM) in AMOS. Based on the study's findings, it can be concluded that the career advancement opportunities available to NUPs in the PNP extend beyond upward mobility and are strongly reinforced; they are generally satisfied with their job, as the working environment within the organization provides conditions that generally meet the professional and interpersonal needs of the personnel; they exhibit a strong commitment to remain within the organization, with its positive organizational climate and effective supervisory support playing key roles in promoting retention; and career advancement opportunities significantly influence retention intention among NUPs in the PNP, both directly and indirectly through job satisfaction.

Files

2026-May_Issue6-IRMR-253-Final Article-Career Advancement Opportunities, Job Satisfaction, and Retention Intention among Non-uniformed Personnel of the Philippine National Police.pdf

Files (442.9 kB)

Additional details

Additional titles

Alternative title
Career Advancement Opportunities, Job Satisfaction, and Retention Intention among Non-uniformed Personnel of the Philippine National Police

References

  • Al Balushi, A. K., Thumiki, V. R. R., Nawaz, N., Jurcic, A., & Gajenderan, V. (2022). Role of organizational commitment in career growth and turnover intention in public sector of Oman. PLOS ONE, 17(5), e0265535. https://doi.org/10.1371/journal.pone.0265535
  • Dalizon, A. P. (2021, June 22). Taking a look at the plight of PNP non-uniformed personnel. Journal News. https://www.journalnews.com.ph/taking-a-look-at-the-plight-of-pnp-non-uniformed-personnel/
  • Eisenberger, R., Rhoades Shanock, L., & Wen, X. (2022). Perceived organizational support: Why caring about employees counts. Annual Review of Organizational Psychology and Organizational Behavior, 9, 101–124. https://doi.org/10.1146/annurev-orgpsych-012420-055839
  • Inayat, W., & Khan, M. J. (2021). Job satisfaction and its effect on employee performance and turnover intention. Education Research International. https://doi.org/10.1155/2021/1751495
  • Ismail, A. A., et al. (2024). Evaluation of job satisfaction as a mediator: Exploring the relationship between workload, career growth, social support, supervisory, and talent retention in the oil and gas industry in Malaysia. Extractive Industries and Society, 17, Article 101426. https://doi.org/10.1016/j.exis.2024.101426
  • Kim, M., & Beehr, T. A. (2022). Empowering leadership and employee outcomes: The role of interactional processes and well-being. Journal of Organizational Behavior, 43(6), 1041–1057. https://doi.org/10.1002/job.2615
  • Koopmans, L., van den Tooren, M., & Preenen, P. (2025). Long term effects of on the job skills (mis)match on employee well being and employability: A 7 wave longitudinal study. Frontiers in Psychology. https://doi.org/10.3389/fpsyg.2025.1591769
  • Lee, A., & Cao, L. (2024). Leadership support and employee retention: A meta-analytic review. The Leadership Quarterly, 35(1), 101835. https://doi.org/10.1016/j.leaqua.2023.101835
  • Muttaqien, R. & Rahmayanti, R. (2025). Maintaining the role of loyalty during transitions: Mediating job satisfaction in the relationship between career development and turnover intention in the natural gas industry. Community Engagement and Emergence Journal (CEEJ). https://doi.org/10.37385/ceej.v6i6.9764
  • Nguyen, P. T., & Nguyen, T. (2023). Perceived employment alternatives and turnover intention among employees in emerging economies. Journal of Career Development, 50(5), 898–915. https://doi.org/10.1177/08948453221116877
  • Peiris, J. M. P. M. (2024). The role of career satisfaction and career advancement opportunities in shaping employees' job-related affect and turnover intention. International Journal of Research and Scientific Innovation, 11(120009), 78–92. https://doi.org/10.51244/IJRSI.2024.11120009
  • Philippine National Police. (2024a). PNP Memorandum Circular No. 2024-004: Attrition report for non-uniformed personnel, 1991–2022. Directorate for Personnel and Records Management.
  • Philippine National Police. (2024b). PNP Annual Statistical Report 2024. Directorate for Personnel and Records Management.
  • Romero, J. R. B. (2022). Determinants affecting job gratification of non-uniformed PNP personnel in Zamboanga del Norte. Sprin Journal of Arts, Humanities and Social Sciences, 3(4). https://doi.org/10.55559/sjahss.v3i4.275
  • Salleh, N. M., Lohana, S., Kumar, R., & Nooriza, M. (2024). Career growth and employee retention: The mediating role of job satisfaction in Malaysia's oil and gas industry. International Journal of Human Resource Studies, 14(2), 88–104.
  • Satoto, A. A., & Dwianto, A. S. (2025). The influence of career advancement on employee performance and job satisfaction: A case study at PT Bank Akasia Mas. Jurnal Ilmiah Global Education, 6(4), 2532–2539. https://doi.org/10.55681/jige.v6i4.4458
  • Siddiqi, K. O., et al. (2024). The effect of perceived organizational and supervisor support on nurses' turnover intention: Does work–family conflict play a role? Healthcare Management Science. https://doi.org/10.1016/j.s259029112400189X
  • Sok, J., Blomme, R., & Tromp, D. (2023). Career competencies and employee outcomes: The role of perceived career support. Journal of Career Development, 50(2), 345–360. https://doi.org/10.1177/08948453211012345
  • Spreitzer, G., Porath, C., & Garnett, F. (2025). Unveiling the impact of job quality on work outcomes: The mediating role of motivation among adult educators. Cogent Business & Management. https://doi.org/10.1080/2331186X.2025.2554328
  • Suriadi, S., Jasiyah, R., Farawowan, F. F., & Salma, N. (2024). The role of employee training, job satisfaction, and career advancement in enhancing performance in higher education institutions. International Education Trend Issues, 2(2), 352–364. https://doi.org/10.56442/ieti.v2i2.892
  • Trochmann, M., Stewart, K., & Ragusa, J. (2023). The impact of employee perceptions of inclusion in a racially diverse agency. Public Personnel Management. https://doi.org/10.1177/00910260231200448
  • Udasi, D. (2023). Impact of pay satisfaction on employee engagement and employee intention to turnover. Journal of Advanced Zoology, 44(S7), 2729. https://doi.org/10.17762/jaz.v44iS7.2729
  • Zhang, X., & Liu, J. (2021). Career stagnation and its impact on job satisfaction and turnover intention. European Journal of Work and Organizational Psychology, 30(6), 800–814. https://doi.org/10.1080/1359432X.2021.19502243028. https://pubmed.ncbi.nlm.nih.gov/39654549/