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.
Petre Paul Riboroso (Sun,) studied this question.