Abstract. High turnover rates among library personnel challenge institutional stability, yet research on mitigating factors remains limited. This study examines the mediating role of organizational embeddedness in the relationship between job satisfaction and turnover intention among library personnel. Using a non-experimental quantitative design, data were collected from 303 respondents through standardized surveys, and statistical analyses, including correlation and mediation tests, were conducted. Results showed that job satisfaction (mean = 3.53) and organizational embeddedness (mean = 3.60) were high, while turnover intention was moderate (mean = 2.73). Job satisfaction was negatively correlated with turnover intention (r = -0.297, p < 0.001) and positively correlated with organizational embeddedness (r = 0.573, p < 0.001), while organizational embeddedness was negatively correlated with turnover intention (r = -0.476, p < 0.001). Mediation analysis confirmed that organizational embeddedness partially mediated the relationship between job satisfaction and turnover intention. These findings highlight the need for strategies that enhance job satisfaction and organizational embeddedness to reduce turnover intention, emphasizing the importance of improving work environments, career development, and institutional support to retain skilled library personnel, ultimately contributing to workforce stability and aligning with the United Nations’ Sustainable Development Goal 8 on decent work and economic growth.

Keywords: Job satisfaction; Library and information science; Organizational embeddedness; Philippines; Turnover intention.