This study examined the key determinants of employee retention among Generation Z employees in manufacturing firms within the CALABARZON region of the Philippines. Anchored on the Perceived Organizational Support framework, the study investigated the effects of shared value, company attachment, emotional support, contribution, supervisor support, job satisfaction, and servant leadership on employees’ intention to stay. A descriptive–quantitative research design was employed, and data were collected from 170 Gen Z employees aged 22 to 27 using a structured survey questionnaire adapted from Bautista et al. (2022). Data were analyzed using descriptive statistics and linear regression analysis. The findings revealed that job satisfaction was the strongest predictor of employee retention, explaining the largest proportion of variance. Supervisor support and servant leadership also demonstrated significant and relatively strong effects, highlighting the critical role of leadership in shaping retention outcomes. Emotional support, shared value, and company attachment were likewise found to have significant positive relationships with retention, although their explanatory power was comparatively lower. In contrast, contribution did not have a significant influence on employee retention. Descriptive results indicated that respondents reported low levels of shared value, company attachment, and emotional support, but high levels of job satisfaction, leadership support, contribution, and retention intention. Overall, the study concludes that employee retention among Gen Z employees is primarily driven by job satisfaction and leadership-related factors rather than emotional attachment or value alignment alone. The findings provide practical insights for organizations to enhance retention strategies.