Kaila N. Taduran
Luzale D. Henson
Luningning B. De Castro
Bernie E. Balmeo
Pablo D. Mendoza
New Era University, Quezon City, Philippines
How to Cite:
Taduran, K. N., Henson, L. D., De Castro, L. B., Balmeo, B. E., & Mendoza, P. D. (2024). Understanding retention dynamics: A transcendental phenomenological inquiry into the lived experiences of red-circled employees. Journal of Emerging Technologies and Innovative Research, 11(6), 61–67.
Abstract
This study delved into the experiences of red-circled employees within educational institutions in Qatar, focusing on the challenges and opportunities encountered throughout their professional journeys. The theoretical basis of this study is Herzberg’s Two-Factor Theory, also referred to as the Motivation-Hygiene Theory. The theory states that job satisfaction and motivation in the workplace are influenced by two main groups of factors: motivators and hygiene factors. Utilizing the framework of intrinsic and extrinsic motivation, the research employed a Transcendental Phenomenological design, conducting in-depth interviews with red-circled employees within an educational setting. Employing a purposeful sampling strategy based on tenure and roles, data collection is carried out through qualitative interviews, with thematic analysis used for data interpretation, supplemented by detailed notes and reflections taken after each interview. The findings revealed six insightful themes, including strategies for navigating career stagnation through intrinsic motivation, the importance of fostering a supportive work environment through extrinsic factors, addressing critical hygiene factors such as compensation and job security, and supporting basic needs and well-being, and highlighted the structure, culture, recognition, and benefits and the employee retention in the Qatar educational sector. Synthesizing these findings underscores the significance of personal fulfillment derived from work among red-circled employees, alongside the value of cultivating supportive organizational cultures. However, challenges related to stagnant compensation and limited career progression remain pervasive. Recommendations are offered, advocating for implementing targeted retention strategies and cultivating organizational cultures prioritizing employee well-being and development.
Keywords: lived experiences, red-circled employees, hygiene factors, retention strategies
