Factors Influencing the Attrition and Retention of Employees in the Research and Development Department of a Food Manufacturing Company in the Philippines

Abstract

This study examines the key factors affecting retention and attrition among R&D staff at a food manufacturing company in the Philippines, using Herzberg’s Two-Factor Theory and Maslow’s Hierarchy of Needs for analysis. Findings show that hygiene factors, such as salary, job security, and the work environment, make up 68% of the reasons employees leave. In contrast, motivator factors, especially opportunities for career growth, are vital for long-term retention. Attrition is highest within the first 1-2 years due to unmet career advancement needs, and it rises again after five years when psychological needs remain unmet. Conversely, employees with 3-6 years of service and high motivator satisfaction tend to stay longer. The study highlights the importance of dual retention strategies: meeting hygiene factors while fostering growth, recognition, and meaningful work. Practical, tenure-sensitive strategies, such as job enrichment, structured career planning, recognition programs, and lateral movements, are recommended to boost engagement and reduce talent loss in the R&D team.