Human, Social, Cultural, and Organizational Capital as Predictors of Turnover Intention Among Faculty in Nursing Education

Abstract

This study discussed the turnover intentions of nursing faculty members of chosen colleges in Bukidnon within the scope of the Four Capital Framework: the human, social, cultural, and organizational capital. A validated survey instrument was employed in the study, which used a descriptive-correlational research approach through a survey that gathered information from faculty members at four institutions. The test results showed that organizational capital, especially the qualities of leadership and the availability of resources, were by far the most significant determinants of turnover intention. Factors such as career advancement and professional development were highly rated as part of human capital, but were subsequently limited due to a lack of funding. Such aspects of social capital, such as colleague relationships and mentorship, were valued yet required institutionalized arrangements to be effective. Faculty retention was significantly influenced by cultural capital, particularly assumptions about organizational justice and culture. The research suggests that easing leadership involvement, providing purposeful mentorship, distributing resources equally, and engaging in career-building activities can help limit turnover and ensure educational quality.