Organizational culture and turnover among young workers in MSEs in Villa El Salvador, 2025

Abstract

This study analyzes the relationship between organizational culture and employee turnover among young workers aged 18 to 25 in micro and small enterprises (Mypes) in the district of Villa El Salvador during 2025. A quantitative approach was adopted, using a basic, non-experimental, cross-sectional, and correlational design. Data were collected through a structured questionnaire with Likert-type items, applied to a sample of 384 young workers selected under the assumption of an infinite population, with a 95 percent confidence level and a 5 percent margin of error. Statistical analysis was carried out using IBM SPSS, including descriptive analysis, reliability testing, normality tests, and Spearman’s rho correlation analysis. The results show a significant negative relationship between organizational culture and employee turnover, indicating that more positive perceptions of organizational culture are associated with lower turnover among young workers. Significant inverse relationships were also found between employee turnover and the dimensions of organizational culture: organizational artifacts, organizational values, and organizational assumptions, with organizational artifacts showing the strongest association. Although the correlations were of low intensity, they were statistically significant and consistent across all dimensions. These findings highlight the relevance of strengthening cultural elements within organizations to promote commitment, sense of belonging, and job stability among young workers. The study concludes that organizational culture plays a meaningful role in reducing employee turnover in MSEs and provides empirical evidence to support the design of strategic interventions aimed at improving retention, organizational climate, and long-term sustainability in micro and small enterprises