Exploring the Dynamics of Job Rotation: A Comprehensive Analysis within a Private Non-Sectarian University Setting, Illuminating its Role as a Foundation for Employee Development

Rosalinda G. Aycardo, Cyand Andreu R. Bali, Michaela Joyce B. Cabalza, Jam M. Cauilan, Jennifer F. Suyu and Digna P. Tolentino
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Rosalinda G. Aycardo: School of Business Administration and Governance, University of Cagayan Valley Tuguegarao City, Cagayan, Philippines, 3500
Cyand Andreu R. Bali: School of Business Administration and Governance, University of Cagayan Valley Tuguegarao City, Cagayan, Philippines, 3500
Michaela Joyce B. Cabalza: School of Business Administration and Governance, University of Cagayan Valley Tuguegarao City, Cagayan, Philippines, 3500
Jam M. Cauilan: School of Business Administration and Governance, University of Cagayan Valley Tuguegarao City, Cagayan, Philippines, 3500
Jennifer F. Suyu: School of Business Administration and Governance, University of Cagayan Valley Tuguegarao City, Cagayan, Philippines, 3500
Digna P. Tolentino: School of Business Administration and Governance, University of Cagayan Valley Tuguegarao City, Cagayan, Philippines, 3500

International Journal of Research and Innovation in Social Science, 2025, vol. 9, issue 5, 2002-2010

Abstract: Job rotation is one of the definitive methods of organizational development that has been demonstrated to improve job satisfaction, productivity, and employee development. Job rotation raises employee abilities, productivity, and job happiness using different work experiences and opportunity for professional development. to have an overview of the this method, The focus of this study was to investigated the spectacle of job rotation among non-teaching staff members in a non-sectarian private university in the Philippines specifically, the University of Cagayan Valley. The study aimed to define how job rotation influences employee development, identify factors influencing attitudes, and provide recommendations for improving initiatives for job rotation. The study used a descriptive correlation approach examined the relationship between job rotation assessment and profile characteristics. This method was suitable since it helped to ascertain whether there was any correlation between the two variables. The data were arranged using profile characteristics, and groups were compared to find any variations in the related assessments. Moreover, this study approach helped to investigate trends and patterns inside different demographic groups, therefore providing a complex picture of how several elements could have affected perceptions of job rotation. The results showed that non-teaching staff members view job rotation generally favorably. The very career contribution, from skill acquisition to upward mobility to personal satisfaction in job execution, was well appreciated by the participants. On the flip side, the study findings also underlined areas for improvement – i.e., more structured rotations in jobs and better communication to the employees about where and when they can get such rotations. Consequently, the study suggests that an effective job rotation program must design this individually in tune with the specific needs of varied departments.

Date: 2025
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