Turnover intention is a rising concern in the Philippines, prompting the need to examine the factors that influence employees' decisions to stay or leave their organizations. This study evaluated the levels and significant relationships in turnover intention when grouped according to sex, age, marital status, and tenure of employment. It also explored the relationships between turnover intention and its influencing factors – subjective social status, organizational culture, personal orientation, expectation, and career growth. Using a descriptive-inferential method, data were gathered from 130 non-academic personnel in a Catholic university in Western Visayas, Philippines. Mean, standard deviation, Kolmogorov-Smirnov test, and Spearman rank correlation were employed in the analysis. Results revealed a low overall turnover intention, except for expectation, which showed a moderate level across several demographic groups. Significant relationships were found between turnover intention and demographic variables, especially age, sex, and marital status. Across all categories, expectations and career growth were found to be the most sensitive and consistent predictors. The results affirm the Theory of Planned Behavior and emphasize its necessity for targeted, strategic retention initiatives, particularly for male, early-career, and single employees. To promote retention, improve job satisfaction, and strengthen organizational commitment, institutional leaders are urged to revisit policies and create targeted strategies.