The Influence of Compensation, Organizational Commitment, and Job Satisfaction on Teacher Retention at Roudlotul Huda Vocational School, Magetan

Julia Novita Sari; Umi Farida; Diana Pramudya Wardhani

doi:10.63922/ijebir.v5i04.5078

Julia Novita Sari Management Study Program, Muhammadiyah University of Ponorogo
Umi Farida Management Study Program, Muhammadiyah University of Ponorogo
Diana Pramudya Wardhani Management Study Program, Muhammadiyah University of Ponorogo

DOI: https://doi.org/10.63922/ijebir.v5i04.5078

Keywords: Compensation, Job Satisfaction, Organizational Commitment, Retention

Abstract

This study was motivated by the recurring teacher turnover and relatively low teacher retention at Roudlotul Huda Vocational School (SMK Roudlotul Huda) Magetan, despite an increase in the number of teachers over recent years. Retaining qualified teachers is essential to ensuring educational quality and organizational sustainability. Therefore, this study aimed to examine the effects of compensation, organizational commitment, and job satisfaction on teacher retention. A quantitative survey approach was employed involving 30 uncertified teachers selected through purposive sampling from a population of 46 teachers. Data were collected using structured questionnaires with a four-point Likert scale and analyzed using Partial Least Squares–Structural Equation Modeling (PLS-SEM) with SmartPLS. The findings revealed that compensation and organizational commitment had positive and significant effects on teacher retention (p < 0.05), whereas job satisfaction did not have a significant effect (p > 0.05). The structural model explained 71% of the variance in teacher retention (R² = 0.710), indicating strong explanatory power. In conclusion, improving fair compensation and strengthening organizational commitment are key strategies for enhancing teacher retention, while job satisfaction alone is insufficient to influence teachers' decisions to remain in the institution.

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