Employee resignation had become a growing trend across industries, disrupting organizational stability. Studies had linked turnover to factors such as low compensation, limited career growth, and poor company culture. However, few studies had explored how demographic factors influenced resignations within specific organizations. This study investigated the factors affecting employee resignations at Protego Global Resources Corporation, aiming to analyze demographic patterns and identify key reasons behind turnover to propose strategies for better employee retention. The analysis of demographic data revealed that turnover was more prevalent among younger employees, particularly those aged 26 to 30 years old, and rank-and-file employees, especially in the Operations department. Additionally, a higher percentage of probationary and contractual employees resign compared to regular employees, suggesting that job security and career stability influence turnover. The chi-square analysis identified significant relationships between employee resignations and age (p = 0.015), department (p = 0.012), and employment status (p = 0.009), indicating that these factors played a crucial role in employees' decisions to leave. However, gender, job position, educational attainment, and marital status did not significantly impact resignation trends. Descriptive analysis revealed that compensation and financial concerns (M = 4.50) were the most influential factors driving resignations, followed by personal reasons (M = 4.30) and learning and development opportunities (M = 4.25). Company culture, job expectations, and workplace policies also played notable roles in employee turnover. The findings underscored the importance of improving salary structures, enhancing career growth opportunities, and fostering a supportive work environment to enhance employee retention.

Keywords: employee turnover, job satisfaction, compensation, career development, protego global resources corporation, workplace retention strategies