Role of Motivation, Job Satisfaction, and Leadership in Reducing Staff Turnover: A Case Study of Hong Kong Airlines

This dissertation explores the role of motivation, job satisfaction, and leadership in reducing staff turnover in Hong Kong Airlines. It examines the impact of these factors on employee retention and provides recommendations for improvement. The study aims to understand the challenges faced by the airline industry and propose strategies to enhance employee satisfaction and performance.

Running head: DISSERTATION
A study of the role of motivation, job satisfaction and
leadership in reducing the rate of staff turnover. A
case of Hong Kong Airlines.
Name of the Student
Name of the University
Author Note

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Acknowledgements
I have taken considerable efforts for this research paper. However, this would not have been
possible without the kind assistance and help of the different individuals as present in the
university. Through this, I would like to extend my sincere thanks to all of them.
I am greatly indebted to (Name of your Organization Guide) for their assistance and continuous
help regarding the project and also the part played in completing the project. Additionally I
would like to thank my parents for their cooperation and encouragement throughout. I would
also like to thank the employees of the Hong Kong airlines for their valuable time.
Lastly, I would like to express my thanks to those who assisted me to develop the project and
help me with their abilities.

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Abstract
The human resource of any organization forms a considerably important part of the firm and with
respect to this, it becomes important for any firm to ensure that they will be able to provide
assistance to them. The project is aimed at analyzing the role of motivation, job satisfaction and
leadership in reducing the rate of staff turnover in the firm Hong Kong Airlines. The organization
was chosen because there had been reports stating that the firm was facing some problems with
respect to the employees. The first chapter is the introduction chapter which lays the background
of the study. This is followed by the study of Literature available in the second chapter. The
particular chapter studied the theories related to the Motivation, Leadership, Job satisfaction and
Employee turnover. The research methodology which was used for this chapter can be stated to
be the primary research approach whereby a survey was conducted amongst 100 employees of
the firm to gain an understanding of the scenario. Their responses have been analyzed
quantitatively using Regression analysis and descriptively as well. It was found that there exists a
strong relationship between the factors related to Leadership, Motivation, Job satisfaction and
Employee turnover. Hence, the dissertation provides certain recommendations with respect to the
manner in which the Hong Kong Airlines will be able to improve its overall working towards the
employees.

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Table of Contents
Chapter 1: Introduction................................................................................................................8
1.1 Overview of the Research....................................................................................................8
1.2 Background of the firm.....................................................................................................10
1.3 Research problems.............................................................................................................11
1.4 Research questions.............................................................................................................11
1.5 Research aims and objectives...........................................................................................12
1.6. Format of the study..........................................................................................................12
1.7 Summary............................................................................................................................13
Chapter 2: Literature Review....................................................................................................14
2.1 Introduction........................................................................................................................14
2.2. Employee motivation in the organization.......................................................................14
Theories of Motivation............................................................................................................15
2.3 Job satisfaction in an organization...................................................................................23
Factors affecting job satisfaction........................................................................................24
2.4 Leadership in an organization..........................................................................................25
Factors affecting Leadership in a firm..............................................................................26
2.5 Staff turnover in a firm.....................................................................................................27
Factors affecting staff turnover..........................................................................................28
2.6 Contextual Relationship: Impact of employee motivation, leadership and satisfaction

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on staff turnover......................................................................................................................28
Chapter 3: Research methodology.............................................................................................32
Introduction to the chapter.........................................................................................................32
3.1 Research philosophy..........................................................................................................32
3.2 Research design..................................................................................................................33
3.3 Research approach............................................................................................................33
3.4 Research questions.................................................................................................................34
3.5 Data collection method.................................................................................................34
3.5.1 Sampling..........................................................................................................................35
3.5. 2 Research Administration...................................................................................................36
3.6 Data Analysis Method........................................................................................................37
3.7 Ethical issues, Reliability and Validity.............................................................................37
3.8 Foreseen limitations and Conclusions..............................................................................38
Chapter 4: Results analysis and findings...................................................................................39
4.1 Introduction: General findings........................................................................................39
4.2 Findings: Descriptive Statistics............................................................................................39
Job satisfaction aspects............................................................................................................42
Employee motivation aspects..................................................................................................46
Leadership aspects...................................................................................................................49
Turnover...................................................................................................................................53

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4. 3Findings Quantitative Analysis.........................................................................................56
Hypothesis................................................................................................................................57
Scales used for the research....................................................................................................58
4. 2 Regression Analysis...........................................................................................................58
4.4Conclusion...........................................................................................................................64
Chapter 5: Conclusion.................................................................................................................65
5.1 Introduction........................................................................................................................65
5.2 General Conclusions..........................................................................................................65
5.3 Conclusions for Surveys....................................................................................................66
5.4 Conclusions of the research process.................................................................................67
5.5 Recommendations..............................................................................................................67
References.....................................................................................................................................69
Appendix.......................................................................................................................................73

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List of figures
Figure 2.2: The Hierarchy of needs...............................................................................................17
Figure 2.3: The Herzberg’s theory.................................................................................................18
Figure 2.6: The contextual framework..........................................................................................29
Figure 4.2.1: The Age distribution.................................................................................................40
Figure 4.2.2 :The department distribution.....................................................................................41
Figure 4.2.3: The Gender distribution...........................................................................................41
Figure 4.2.4: The work experience of the respondents..................................................................42
Figure 4.2.5: The satisfaction level of the employees...................................................................43
Figure 4.2.6: The perception of the employees.............................................................................43
Figure 4.2.7: The satisfaction related to overall job environment.................................................44
Figure 4.2.8: The importance of employee opinion.......................................................................45
Figure 4.2.9: The stress level in the job.........................................................................................46
Figure 4.2.10: The top management towards employee motivation..............................................47
Figure 4.2.11:Motivation related to the incentives........................................................................48
Figure 4.2.12: Factors motivating the most...................................................................................48
Figure 4.2.13: The attitude of the senior managers.......................................................................49
Figure 4.2.14: The appreciation of the employees.........................................................................50
Figure 4.2.15: The qulity of leadership at the workplace..............................................................51
Figure 4.2.16: The mistreatement of the employees......................................................................52
Figure 4.2.17: The leadership style of the employees...................................................................52
Figure 4.2.18: Training for the job.................................................................................................53

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Figure 4.2.19: The career prospects for the employees.................................................................54
Figure 4.2.20: The treatement of all the members.........................................................................55

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Chapter 1: Introduction
The field of Human resource management can be considered to be very important and it
has been gaining considerable popularity in recent times with respect to which it needs to be
understood that the role of the different employees in an organization has been increasing to a
great extent. The Human resource management is known as the backbone of the organization and
in this aspect, it is crucial to observe the different factors which influence the different
employees and motivate them to perform well (Dobre 2013). In the context of service
organizations, employee contribution towards the organization is even more critical because, in
the service organizations the different employees are directly exposed to the different customers
and the kind of treatment which the different customers receive from the employees plays a
deciding role in the overall image of the organization which then can be stated to be connected to
the overall motivation provided to the different employees provided to the different employees
and is a reflection of the manner in which they tend to behave.
1.1 Overview of the Research
Various researches like that of Muogbo (2013), have been centered on the domain of
employee motivation and have aimed to understand the manner in which the different steps as
taken by the organization can be centered on the welfare of the employees which would
automatically result in the welfare of the customers. In the context of the service organizations
like the Airline Industry, beauty industry and banking industry, employee satisfaction directly
impacts the performance of the employees when they are dealing with the different consumers.
Alnasrallah (2016) states that if the employees are under the guidance of a good leader who
guides and motivates them along with being exposed to an environment which is fulfilling and
satisfies the different employees, it has a direct relation with the kind of service which an

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employee will be providing to the customers. If the employees are highly satisfied with the
organization it will reflect on their productivity and service to the customers accordingly.
According to Hitka and Balážová (2015), in addition to the motivation which takes place in the
organization, the leadership and job satisfaction also tends to play a major role in in the overall
employee retention and turnover of the staff members. This is because, the leadership which
tends to assist the employees in performing well helps the employees to see to it that, the
different members of the organization are successfully able to attain their goals and attend the
fulfillment of their job values. Lazaroiu (2015) states that, just like leadership which has impact
on the overall turnover of the employees, the satisfaction which an individual gains from their
job also tends to directly affect the overall happiness which an employee gains from the
organization. Hence, these also have a relationship with the performance of the employee and
also affect the turnover rate of the employees. This study aims to analyze the impact of the
factors of motivation, leadership and job satisfaction on the overall staff turnover rate in the
context of the Hong Kong airlines.
The research will be centered on the operations of the Hong Kong Airlines. The Hong
Kong Airlines is a popular airlines brand. With respect to this the research aims to focus on the
different levels of employee motivation which may be existent in the organization and the
manner in which this job motivation will have an influence on the job performance of the
employees in the airline company. The Hong Kong Airlines is an official flag bearer of the
country and hence, it becomes increasingly crucial for the management present in the
organization to study the different motivational factors having an impact on the overall
performance of the different employees. In addition to this, the impact of strong leadership on
the employee commitment as well as the dedication of the employees will be examined

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(Kuranchie-Mensah and Amponsah-Tawiah 2016). All these factors have a positive impact on
the overall performance of the organization.
1.2 Background of the firm
The Hong Kong Airline was established back in 2006 and is a full service organization
which is largely based in Hong Kong. The airlines are largely committed towards providing an
excellent customer service and are in its pursuit with respect to excellence. The airlines boast an
expanding network and have a collection of young as well as modern fleets which assist the
airlines in performing well (Lazaroiu 2015). The working environment can be stated to be very
encouraging in nature and the team development is very high. However, the main reason why the
different employees tend to leave the firm can be contributed to the fact that, the management
had policies which put local pressure on the different people employed. In addition to this,
according to Hitka and Balážová (2015), staff turnover can be high if the management at the
organization is not adequate and the salary structure can be stated to be very poor in nature. The
opportunities provided to the individuals are low and there does not exist a good communication
network amongst the different employees. The Human resource management of the Hong Kong
airlines organization has been stated to be very poor and there exists no motivators to assist the
different members to perform well and engage in a strong relationship with one another
(Kuranchie-Mensah and Amponsah-Tawiah 2016). Moreover the management style of the firm
was described as autocratic in nature. Additionally, the firm has been facing a variety of issues
relating to the staff turnover and lower morale of the employee, which makes this research
relatively important to conduct as it will provide assistance in understanding whether the firm
will be able to attain success or not.

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1.3 Research problems
The Hongkong airlines as stated earlier, is one of the most popular airline companies as
present in Hong Kong and has its headquarters situated in the city of Tung Chung. However, the
company carries out considerable international operations around the globe. However, with the
changing nature of the work, has led the operations of human resources to be more complicated
in nature and it has become increasingly difficult for the airlines to retain the employees as
present in the firm which has increased the turnover rate of the employees. Hence, it can be
mentioned on the basis of the study by Albrecht et al. (2015) that the poor performance of the
different employees can be stated to be contributed by the poor levels of the employee
commitment as well as low motivation levels. These poor factors are responsible for the very
high employee attrition rates and hence, there have been shortages of the employees and hence,
the kind of service which is being provided to the different customers also goes down
considerably. The main reason why the employee attrition rates have been increasing can be
contributed to the increasing work pressure, professional burnouts, lack of adequate incentives
and the inflexible working arrangements as well as compensation issues related to the employees
(Dobre 2013). Hence, the main research problem can be stated to be the employee problems
being faced by the organization, Hong Kong Airlines and how can these problems be solved by
making use of employee motivation, leadership and other job satisfaction aspects can the
different employees be lured to work well and attain in actions which will benefit the Hong Kong
Airlines.
1.4 Research questions
1. How can employee motivation, employee satisfaction and organizational leadership
reduce the rate of staff turnover at an organization?

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1.5 Research aims and objectives
The primary aim of the particular paper is to understand the role of leadership in an
organization and understand the factors of employee motivation and job satisfaction as well. The
research understands that the kind of leadership style which are portrayed by the different
management will have a greater role to play in the overall satisfaction of the different employees
and the kind of motivation level as portrayed by the employees at large (Muogbo 2013). If a
positive leadership is portrayed by the different managers in the organization then, it may have a
positive impact on the employee satisfaction and may assist the different employees to perform
considerably well. Hence, the secondary aim of the research is also to examine the role of
management in reducing the staff turnover which exists and assist in the smooth functioning of
the organization. In addition to this, the research also aims to aims to ensure that the different
factors for the firm which are responsible for employee motivation and job satisfaction are
studied and the manner in which the different leaders as present in the organization can
understand the manner in which the overall work performance of the organization can be
improved considerably (Alnasrallah 2016).
The objectives of the research are as follows:
 To find the impact of suitable leadership on employee motivation in Hong Kong airlines.
 To identify the impact of job satisfaction on employee turnover at HongKong airlines.
 To understand the impact of benefits on the employee motivation at Hong Kong airlines
1.6. Format of the study
The paper can be stated to follow a systematized format with respect to which the first
chapter sets the background of the overall research objective and the primary purpose of the
given paper. This will then be followed by the second chapter; will be an overview of the

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literature as available on the given topic of Staff turnover, employee satisfaction, and leadership
and employee motivation. Once this will be identified properly, the Research methodology
which is the Chapter 3 will discuss the overall methodology section whereby the Research
Approach, Philosophy and the related Design will be discussed. The fourth chapter of the study
will analyze the Findings from the research. Both primary and secondary research will be
conducted in the paper which shall be analyzed with adequate support from other papers. The
last section of the paper will start with a discussion that links the key findings from the fieldwork
with key literature in order to develop a foundation for the conclusion and the Recommendations
section.
1.7 Summary
From the given introduction chapter, a background of the research was presented and the
chapter also assisted in laying down the other relevant aspects of the study like the research
objective and the research hypothesis The chapter will act as a backbone for the other chapters
and help in reflecting on the overall aim and objective of the research.

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Chapter 2: Literature Review
2.1 Introduction
The Human resource management forms a crucial part of the organization and with
respect to this, it becomes considerably important for the business organization to engage in the
motivation of the different employees and to ensure that they are satisfied with their job. Once
the organization is able to successfully engage in the motivation, provide job satisfaction to the
employees and lead them in a manner such that they are successfully able to ensure success,
then, the organization will be successfully able to reduce the staff turnover (Albrecht et al. 2015).
The following review of literature has been done to gain an insight into the different theories as
well as concepts which are largely related to the topic of motivation, leadership and job
satisfaction. In addition to this, the reason why these factors have an influence on the staff
turnover will also be discussed.
2.2. Employee motivation in the organization
The Employee Motivation can be defined as the act of motivating the employees by
providing them with encouragement and incentives (Collings, Wood and Szamosi ,2018). The
employee motivation can be largely stated to be a management concern as well. According to
Albrecht et al. (2015), the different theories as present in the Employee motivation state that
either the incentives which are paid to the different employees act as the motivator for the
employees or the employee involvement can be termed to be the main components of employee
motivation. The employee motivation can often be stated to be a problem for the service
businesses and the delegation of the responsibilities to the different employees often becomes a
difficult aspects. However, they need to understand that, if the motivation of the different
employees is comparatively low in the organization then it will have a harmful impact on the

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overall business. According to Collings, Wood and Szamosi (2018), although the different
managers often tend to ignore the arena of employee motivation, it needs to be understood that
the employee motivation is not a tedious procedure and in fact in order to infuse positivity into
the organization, the different businesses would just be required to create and foster a suitable
atmosphere which would then encourage them to perform well. When the employees are
successfully able to see that their contributions are being valued adequately then, they are
encouraged to provide in more suggestions and the organization on the whole functions
adequately (Überschaer and Baum 2015). An organization is where the workers are highly
motivated will be easily able to focus on the long term development and ensure that the turnover
of the organization is able to improve. When the employees are provided with tangible and
emotional rewards then they will be able to retain employees (Gilmore and Williams 2013). In
addition to this, it can be well understood that, in order to motivate the employees, it is important
to have a well-structured reward as well as recognition programs in place. According to Gilmore
and Williams (2013), there are quite a few theories relating to the employee motivation and job
satisfaction such as Vrooms Value expectancy theory and the job design theory which are
important during the discussion of the concept of Motivation.
Theories of Motivation
The different organizations often provide their employees with adequate health benefits
like the healthcare, life insurance, sharing of the profits and the employee stock ownership plans
and child care availability as well as a token of their efforts to make the different employees
satisfied as well as happy. However, many employees are under the belief that instead of the
material rewards which the different organizations often provide to its employees, the design of
the job and other personal factors tend to affect them more. If the employees do not feel

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internally motivated to perform the task then it increases the aspect of absenteeism and results in
high turnover of the employees which proves to be a risky affair for the functioning of the
organization at large (Humburg and Van der Vet talden 2015). Hence, the particular section will
be discussing the different theories as available in the domain of Motivation.
The Maslow-hierarchy of needs
The Maslow`s Hierarchy of needs theory is one of the most popular theories which was
developed by Abraham Maslow in the year 1943 and divides the needs of the different
employees into five different levels. The needs which have been designed can be stated to be
arranged in a hierarchy and begins with the basic physiological need which is followed by the
safety needs, needs of love and belonging, esteem needs and the self-actualization needs
(Kuranchie-Mensah and Amponsah-Tawiah 2016). According to the given theory, the lowest
need which has not been satisfied becomes very dominant as well as significant in nature. In
addition to this, the needs which are already satisfied do not need any motivation. The needs are
arranged in the form of a pyramid and the most complex need which is the need of self-
actualization needs to be kept at the top (Albrecht et al. 2015). The five different needs can be
stated to be the needs of Physiological needs, safety needs, needs of love and belonging, esteem
needs and the self-actualization needs. These are the needs relating to the needs of food, water
sleep, shelter and others which are required to be given to the individual. These needs are the
most dominant of all the needs as present and if a person is not able to get the physiological
needs fulfilled then that individual may face problems (Todnem By 2005).
The second major need of the individual can be stated to be the need of the safety and
security needs. The safety and security needs are the needs of the overall sources of income, a
place where the individual will be living, overall health as well as safety. When an individual is

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provided adequate safety opportunities, then they will be able to ensure success in the long run.
The third need which is required to be fulfilled by the organization is the need of belongingness
and love. These can be stated to be the most crucial needs which an individual will be required to
fulfill at large. The fourth and the fifth level of needs are the self-esteem and the self-
actualization needs. This means that, the organization needs to fulfill the overall goals of the
employee to boost their self-actualization and self-esteem needs (Knies et al. 2015).
Figure 2.2: The Hierarchy of needs
(Source: Knies et al. 2015).
The Herzberg’s two factor theory
The Herzberg`s two factor theory can be stated to be another theory which serves the
purpose of the motivational factors in an organization. The theory states that in an organization,

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there exist certain motivating factors and certain hygiene factors which are required to be
fulfilled adequately by an employer’s functioning in the workplace. According to Brewster,
Chung and Sparrow (2016), the motivating factors are known to cause job satisfaction and the
hygiene factors cause dissatisfaction.
Figure 2.3: The Herzberg’s theory
(Source: Knies et al. 2015).
The hygiene factors are the factors like the salary of an individual, the working
environment, the security provided and others (Chelladurai and Kerwin 2017). On the other
hand, the motivating factors which comprise of factors like incentives, appreciation, promotion
and other such factors can lead to an increase in the overall motivation of the employees and
increase their satisfaction.
Leader Member exchange theory

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The leader member exchange theory can be stated to be a useful theory which focuses on
the relationship of the leaders with that of the other employees (Lazaroiu 2015). This theory is
centered around the understanding that when in an organization, the leader tends to engage in the
overall exchange of information then the overall relationship between the different members
tends to increase and the overall responsibility, decisions and the access which exists with
respect to the performance of the employee tends to improve considerably. The leader member
exchange theory assists in promoting the overall relations of the employees and with respect to
this, can be utilized for organizational effectiveness (Brewster, Chung and Sparrow 2016). The
information which is generally exchanged between the parties tends to help the organization in
taking a better decision and also motivates the employees to perform better. With respect to this,
the employees would perform well and the firm would attain success in the long run and even the
employees will be satisfied with their job. Hence, it can be stated that the win win situation of the
organization creates a positive environment (Brewster and Hegewisch 2017). The leader as per
this theory, will be required to understand that, he will be required to build a special relationship
with the different workers and build a favorable environment. Once this is done, the employers
will be able to ensure that, they are required to treat all the employees equally so that, they do not
demotivate any employee.
McClelland – Need for achievement, affiliation and power
The McClelland theory of motivation is largely based on Maslow`s work but tends to state
that there exists three main human motivators. As per the author, the theory is based on creating
the needs which are successful in providing a sense of pride to the different employees and they
are willing to be satisfied with their job (Collings, Wood and Szamosi 2018). The three
motivators can be stated to be as:

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• Achievement: which can be stated to be a need to master in every field?
• Affiliation: This can be defined as a need for love
• Power: a need for dominance and control.
Hence, through this theory it can be understood that, in addition to the material needs, the
employees in a firm have different affiliation and related needs as well which are required to be
fulfilled by the employers so as to reduce staff turnover.
Factors affecting employee motivation in an organization
The employee motivation in an organization is subject to a certain number of factors and
there are certain aspects of the job which have a critical impact on the motivational levels of the
employees. Hence, the primary objective of the section is to discuss the different factors relating
to employee motivation in a firm and the manner in which they can have an impact on the overall
performance of the organization as well.
Compensation
The compensation paid to the different employees tends to form a crucial part of the
motivation which is provided to the different employees at large. With respect to this, it needs to
be understood that it stands as one of the most crucial aspects of the organization and occupies a
major place in motivation (Gilmore and Williams 2013). When the employees are offered with a
considerable share of the profits then they feel motivated to perform well for the overall benefit
of the organization (Collings, Wood and Szamosi 2018). These monetary benefits can be an
attractive pay package, a systematized incentive scheme, bonus for seasons, paid leaves,
increments and other such offers. When the compensation package is given, it does not just
comprise of the monetary benefits which are given to the employee but also comprises of the

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non-monetary motivators as well. The non-monetary compensation as given to the different
employees tends to unite the different employees and tends to foster team spirit along with
providing responsibilities, recognition and advancement (Gawel 1997).
When the different employees are treated with welfare they feel highly motivated and
tend to perform well with respect to the overall performance of the firm (Gilmore and Williams
2013). Hence, along with the professional gestures of an organization, the personal gestures also
go a long way in ensuring the overall success of the organization and the main aspect which has
to be understood is that along with the monetary awards, self-actualization needs also need to be
accomplished.
Job Involvement
The job involvement can be defined as the psychological as well as the emotional extent
with respect to which an individual tends to participate in the work and carries out the
professional opportunities with full interest (Reiche, Harzing and Tenzer 2018). The top
performers of any firm can be stated to have a high job involvement and with respect to this, it
can be mentioned that there are a large number of employees as present who tend to give their
best effort into the firm and this thereby results in the good performance of the organization at
large (Reiche, Harzing and Tenzer 2018). However the involvement which an employee shows
in their job can be stated to be a factor of various aspects which can be stated to be the elements
like the Quality of work life, empowerment at the workplace, learning as well as creativity. The
different employees at Hong Kong airlines might also be experiencing lowered job involvement
and no participation. This aspect not only ends up de motivating them but also affects their
overall satisfaction in the organization.

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The quality of work life is determined the working hours of the individual and is also
determined by the work environment. The companies which tend to have a limited time for
working hours and a positive work environment tend to perform adequately well. Flexible
working hours help in motivating employees and hence, various programs like flex-time, job
sharing and other aspects need to be present in the workplace which helps in gaining a better
brand image for the organization. According to Reiche, Harzing and Tenzer (2018), in an
organization the job involvement is also determined by the level of empowerment the different
employees tend to have in the particular workplace. When the employees are empowered, they
become highly involved in the job and with respect to this; the energy gets transmitted from the
self-preservation to the task accomplishment. As agreed by Humburg and Van der Velden
(2015), the creativity in the workplace help the management in making the different employees
feel that they are a crucial part of the workplace and that when the power to create comes in the
hands of the different employees then, the make use of the best opportunities to perform well and
get the best results of the organization at large. Lastly, the learning also forms a crucial part of
the job involvement.
An organization which continuously provides certain level of development to the
different employees helps in enhancing the skills of the employees and creates a positive image
for them. The programs as taken by the firms often improve the employee attitudes towards the
firm and bolsters self-confidence (Muogbo 2013). Hence, when the knowledge provided can be
applied to work, it tends to bring positive results for the firm. Hence, it can be understood that
when the employers want the firm to remain motivated, they have to improve the involvement of
the people in the job.

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2.3 Job satisfaction in an organization
Mello (2015) states that Job satisfaction can be described as the feeling of contentment or
the sense of accomplishment that a particular individual derives from the job that the individual
is assigned to. The job satisfaction can be described as the extent to which a particular individual
likes or dislikes his job. This is a large determiner of the overall performance of the individual as
their attitude towards the particular job as well as the organization tends to become positive in
nature when they are under the realization that their job in an organization facilitates them to
attain their overall needs as well as maintains their value either directly or indirectly (Mello
2015). According to Collings, Wood and Szamosi (2018), the job satisfaction can be stated to be
a determinant of the expectation which an employee holds from a job and the particular
experience that he actually derives from the job. If the gap between these two determinants will
be high, then the dissatisfaction derived from the job can be stated to be very high. The job
Causes of Job satisfaction
According to Hackman and Oldham (1976) there are a large number of causes of job
satisfaction. The first factor can be stated to be the experience that the individual derives from
the particular job. The work environment often works as a motivating factor and influences and
employee`s attitude towards the work. It is for this reason that many organizations often tend to
invest soundly in developing a positive work environment (Hitka and Balážová 2015). Secondly,
as agreed by Marchington et al. (2016), the association with the role that an employee plays has a
long way to go in determining the overall success that an employee attains from the job. If the
association is positive, the job satisfaction is high. The Social learning also goes a long way in
assisting the different members of an organization to either be satisfied from their work or

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dissatisfied (Hitka and Balážová 2015). The level of interaction which an individual has from the
other group members tends to impact the overall happiness as well as productivity.
Factors affecting job satisfaction
There are certain factors which tend to have an impact on the overall job satisfaction of
the employees and hence, the employers need to see to it that they are able to fulfill these factors
adequately (Mello 2015). Hence, the two crucial components of Job satisfaction can be stated to
be as follows:
Job content
The job content can be described as the extent to which an employee is in content with
the work that he engages in. If an employee is content with the work which he is assigned with,
he will be satisfied and hence, the overall performance of the employee as well as that of the firm
is bound to improve considerably (Hackman and Oldham 1976). On the other hand, according to
Gilmore and Williams (2013), the other factors which lead to job content for an employee can be
stated to be the amount of work which the individual is exposed to, the compensation which the
individual is paid and the characteristics of the work. If the work is such that it gives stress to the
individual, then the employee will not be satisfied then the content goes down. The managers
tend to portray adequate leadership and ensure that the employees are clear of the job content.
Job context
The job context refers to the factors which are related to the job and can be stated to be
the part and package of the job in which an individual engages. These comprise of the co-
workers colleagues, supervisors, the overall working conditions, and the equality in the
workplace. According to Marchington et al. (2016), it also comprises of the growth as well as the

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development opportunities provided to the individual and lastly the rules as well as the policies
which an organization has with respect to the job which is being provided to them.
It needs to be noted, that there might be instances, when a particular individual may not
necessarily be happy with both these contents but if the overall environment of the workplace is
satisfactory, the compensation is good and the social learning is also satisfactory, then job
satisfaction will be at a considerable position (Greiner 2015). In a similar aspect, the job context
requires a considerate leader and this leadership will in turn give rise to positive working
environment and increased job satisfaction and motivation. According to Mello (2015), the job
content should be designed in a manner such that it motivates the employees to perform well and
helps in attaining job satisfaction. This is because the job content tends to have a strong impact
on job satisfaction and the overall success of the employee in a firm.
2.4 Leadership in an organization
Leadership can be stated to be one of the most crucial aspects of any job with respect to
which an individual will be successfully able to achieve their long term goals as well as the
overall objectives (Humburg and Van der Velden 2015). The leader in a firm acts as an overall
guidance for the firm and assists the different employees in achieving their overall goals. In the
organizational context, the leader can be stated to be an individual who is involved in the
development of the overall organizational strategy and ensuring that they are successfully able to
beat the competition which takes place at the workplace as well as achieve their overall goals as
well objectives (Knies et al. 2015). The leader assists the organization in attaining the overall
goals as well as objectives which then go a long way in ensuring that the organization comes in a
win-win situation.

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Although the setting of the direction is a crucial part of the firm, it also needs to be
understood by the different leaders that they will also be expected to make use of their
management skills to inspire the other individuals, inspire vision as well as engage in the
creation of new activities (Collings, Wood and Szamosi 2018). The leadership can be considered
to be an essential aspect with respect to the overall mapping of the firm whereby the strategic
positioning of the firm needs to be determined. In the context of motivating the different
employees and encouraging them to perform considerably well, it can be considered that, the
transformation leadership model may function as a useful model which tends to highlight the
visionary thinking at a workplace and brings about adequate change and improves the overall
management processes to improve the overall productivity of a firm (Mankin 2009). It can be
considered to be an essential duty of the leader to create an inspiring vision of the future,
motivating the individuals and delivering the overall vision of the organization. Moreover, they
are also required to build the team which will assist in achieving the goals.
Factors affecting Leadership in a firm
Creativity and Innovation
The creativity can be taken to be an essential aspect of an organization which fosters
innovation and motivates the different employees to perform considerably well to achieve the
overall objectives of the firm (Reiche, Harzing and Tenzer 2018). The leadership which takes
place in an organization often tends to help the firm in innovating and fostering creativity. It is
this creativity which tends to keep the different employees engaged in the overall objective of the
firm and assists the different employees in ensuring the overall success and productivity of the
firm.
Social Learning

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The human beings can be stated to be the social animals who like to engage in social
gatherings, work in a group, interact and share their feelings with one another (Bratton and Gold
2017). Hence, leadership can be stated to be the factor which facilitates social learning within the
context of the organization and enables the different individuals to perform well and engage in
overall success (Mello 2015). This can be related to the Leadership- Member exchange theory
whereby it is important for the leaders of the organization to ensure that they will successfully be
able to guide the members of the firm and encourage their social learning (Graves, Sarkis and
Zhu 2013).
2.5 Staff turnover in a firm
Reiche et al. (2016), states that Staff Turnover is the rate at which an employee tends to
level an organization with respect to a given period of time. The staff turnover is generally used
to measure the turnover which exists in a firm as compared to the other similar firms as present
in the industry. The attrition and retention rate of a firm can also be derived from the staff
turnover rate (Todnem By 2005). A higher staff turnover rate is generally taken to be in a
negative manner for the organization and with respect to this, it can be understood that, it needs
to be the overall goal of the organization to reduce the turnover rate of the firm and to ensure that
the employees remain associated with the firm for a longer period of time. The measurement of
the Staff Turnover can be understood to be considerably important because if the company has a
higher turnover rate as compared to the others in the industry then, it needs to amend its ways
and find out the reason for the same (Überschaer and Baum 2015). In addition to this, it also
assists in understanding the manner in which the retention in the area of workplace can be
improved (Gilmore and Williams 2013).

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Factors affecting staff turnover
The different components of staff turnover are as follows:
Working environment
The staff turnover in an organization can be understood to be largely determined by the
working environment of the firm. The working environment of the firm should be such that it is
successfully able to influence an individual to perform well and to engage in operations which
would bring about overall success for the firm at large. The working environment should have an
essence to influence the different workers and pester them to stay in the firm and perform well.
Staff development and welfare
According to Faisal Ahammad et al. (2015), the staff development and welfare can also
be stated to be the determinants of the staff turnover. An organization which comes up with
considerable programs for the overall development of the workplace will be able to influence the
different workers to perform well and stay within the organization. When the different
employees are supported constantly they believe that the organization has their overall welfare in
mind and with respect to this, they will be able to perform considerably well in the long run.
2.6 Contextual Relationship: Impact of employee motivation, leadership and satisfaction on
staff turnover
Hence, from the given diagram below it can be reflected that there exists a relationship
between the role of employee motivation, leadership and job satisfaction and the staff turnover.
This shall be tested in the following sections. With respect to this, the compensation paid to the
employees and job involvement directly influence the staff development and training whereas,
the components like the job content and job context of the Job satisfaction have a direct influence

29DISSERTATION
on the working environment of an individual (Boxall, Guthrie and Paauwe 2016). Lastly, the
social learning and creativity also have an influence on the working environment as well as the
overall staff development at the firm. Hence, it needs to be understood from the analysis that,
employee motivation, leadership and satisfaction does have an impact on staff turnover and need
to be modified to reduce staff turnover which can be adopted by the Airlines.
Figure 2.6: The contextual framework
2.7 Research Hypothesis
Leadership
Motivation
Job satisfaction
Job
involvement
Compensation
Job context
Job content
Creativity
Social learning
Staff turnover

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In this case, the main research objective is to understand the impact of good employee
motivation, job satisfaction and leadership on the staff turnover at Hongkong Airlines and
understand whether these aspects reduce the staff turnover rate or not.
Hypothesis 1
Independent variable (x): Motivation
Dependent variable (y): Staff turnover rate at the airlines
Null Hypothesis (Ho): The motivation does not have any impact on staff turnover rate at the
Hong Kong Airlines
Alternative Hypothesis (H1): The motivation has significant impact on staff turnover rate at the
Hong Kong Airlines
Hypothesis 2
Independent variable (x): Employee satisfaction
Dependent variable (y): Staff turnover rate at the airlines
Null Hypothesis (Ho): The Employee satisfaction does not have any impact on staff turnover
rate at the Hong Kong Airlines
Alternative Hypothesis (H1): The Employee satisfaction has significant impact on staff
turnover rate at the Hong Kong Airlines
Hypothesis 3
Independent variable (x): Leadership
Dependent variable (y): Staff turnover rate at the airlines

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Null Hypothesis (Ho): The Leadership does not have any impact on staff turnover rate at the
Hong Kong Airlines
Alternative Hypothesis (H1): The Leadership has significant impact on staff turnover rate at the
Hong Kong Airlines
2.8 Summary
The given literature of review examined the overall concept of the employee motivation,
leadership, job satisfaction and its influence on the staff turnover in an organization. The theories
which were identified were linked with certain real life examples. The conceptual framework
with the link between the players has been provided.

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Chapter 3: Research methodology
Introduction to the chapter
The research methodology chapter will be laying down the overall philosophy of the
research, the research design as well as the approach being adopted. The research methodology is
an important inclusion in a dissertation which assists in making the dissertation procedure a
systematized and organized one.
3.1 Research philosophy
In the given dissertation paper, the research philosophy which was adopted was the
positivist research philosophy which means that the research will make use of a survey. This
means that, the particular research philosophy was used because, it is more suited to the topic
and will assist in ensuring that it is able to derive evidence with respect to the area of research for
the researcher The positivism approach commands to collect factual data as the positivist
research is generally entirely based on the scientific data. According to Kumar (2019), the
positivism approach makes considerable use of the observation and scientific analysis which
makes the overall analysis quite accurate in nature.
Justification of the Research Philosophy being used
Through this research philosophy, the author aims to underpin the methodology and the
overall methods which were used to analyze the overall factors like leadership, motivation and
the satisfaction of the job which has an impact on the staff turnover at the Hong Kong Airlines.
The survey which was conducted assisted in understanding how the employees tend to perform
in the particular approach and the manner in which the different employee views can be
converted to the interpretation of the data.

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3.2 Research design
The study type for the research can be described to be as correlational in nature which
assisted in finding the impact of the variables of Leadership, Motivation and Job satisfaction on
the Staff turnover at the organization. The hypothesis which was followed for the process of the
research has been given in the previous section under the Review of Literature and with respect
to this, the impact of the factors on the staff turnover can be understood effectively. The research
design which has been followed for the purpose of this dissertation can be stated to be
descriptive in nature (Quinlan et al. 2019). The explanatory research design will also be able to
explain the effect of employee motivation on the rate of staff turnover at the concerned
organization.
Justification for the chosen research design
The descriptive research design will go a long way in assisting the research to identify the
relationship between the variables of Leadership, Motivation and Job satisfaction on the Staff
Turnover at the Hong Kong Airlines. The research design in this case was explanatory in nature.
This is because it assisted to develop an analysis of the cause and effect relationship that exists
between job satisfaction and motivation and the leadership within an organization.
3.3 Research approach
The deductive research approach is used when there are certain hypotheses set for the
dissertation which are required to be accepted or rejected. The impact of one factor on the other
is tested through the deductive approach. The deductive research approach is based on the aims
and testing theory which begins with a hypothesis and tends to base its general emphasis on the
causality (Ledford and Gast 2018). The particular study can be inclined more towards the
quantitative approach aspect and less inclined towards the qualitative approach. The research

34DISSERTATION
approach which was made use of in the given study will be the deductive approach. The patterns
as well as the regularities were identified and its impact on the impact of leadership and
management in relation to the staff turnover was examined adequately (Ledford and Gast 2018).
This is bit repetitive and is linked to the philosophy
Justification of the approach
Hence, the study would begin with theories and other related observations and would end
with the discussion on the studies as present.
3.4 Research questions
1. How can employee motivation, employee satisfaction and organizational leadership
reduce the rate of staff turnover at an organization?
3.5 Data collection method
The procedure of research is which has been adopted for the given research is the
quantitative analysis approach (Vaioleti 2016). In this setting, the data was collected from the
different respondents of the survey and their responses will be quantitatively. The questionnaire
will comprise of 20 questions through which data on Leadership, Employee satisfaction with the
job and motivation which will be collected for analysis. When the data will be obtained from the
survey which will be distributed amongst the different topics and the quantitative analysis will be
done on the data which will then be discussed and analyzed adequately. This shall then be
followed by the representation of the information in the form of different tables, charts and
graphs. This will help in bringing about consistency in the paper whereby the different
respondents which will be presented in a tabular manner and different conclusions will be arrived
at by examining the data which will be achieved (Quinlan et al. 2019). The particular medium of

35DISSERTATION
data selection and analysis has been chosen as it assists in presenting the data in a visual manner
and makes it easier to interpret the data based on the quantitative analysis. This manner of data
analysis can be stated to be comparatively cheap as well as quite reliable.
3.5.1 Sampling
The sampling technique which was be adopted can be stated to be the random sampling
technique whereby the survey of different employees of the firm will be undertaken in order to
understand the factors which motivate them and those factors which do no motivate them. In
addition to this, the views of the different respondents will be taken with respect to the different
measures which can be adopted in order to improve the overall operations of the organization
and ensure that the staff will remain with the organization for a long time (Vaioleti 2016).
For this purpose, a total of 100 participants were chosen as the sample size which represents
a fair reflection of the population. This can be stated to be the random sampling as the people
will not be selected based on certain population with respect to which no other criteria will be
present. The random sampling can be stated to be a method of sampling whereby the participants
are selected on a random basis without any predefined criteria. In lieu of this, there may exist
certain overall constraints of time and resources which will then limit the sampling and survey
method. However, the employees of the organization will be selected using personal connections
and they will be given the link to the forms which will then allow them to fill the form based on
their convenience and hence, will assist in reducing the different costs as well. The forms were
sent out to approximately 150 employees in the firm out of which a response was received from
only 100 employees. Once the response was received, the data was analyzed quantitatively.

36DISSERTATION
3.5. 2 Research Administration
As stated earlier, the sampling of the given analysis was 100 respondents. The random
sampling method has been adopted as the data which was collected with respect to this medium
can be stated to be unbiased in nature. As mentioned earlier, the employees from whom the
interview was collected belonged to Hong Kong Airlines and were working in the different
departments. The Google form was used as a medium of collecting the survey responses and
scaled along the Likert Scale method. The number of questions were 20 and the other analysis
were to be done statistically. The questions were related to employee motivation, employee
satisfaction and the leadership style of the management of the Hong Kong Airlines.
After the distribution of the form took place, the individuals were given one week to fill the
form which can be considered to be a fairly adequate time frame. The researcher tried to meet
some of the respondents so as to ensure that they are being successfully able to fill the form and
given guidance to, however, in other scenarios they were contacted only by email. In this study,
data which was obtained through primary data collection method was analyzed later (Walliman
2017). The primary data was obtained through an online survey of the employees working at
Hong Kong Airlines. This provided an insight into the driving forces behind employee
motivation at Hong Kong Airlines, and what can be done to improve them. The response of the
survey was collected in the Google form and the number of respondents including the response
which was given by them was calculated from that medium itself.
3.6 Data Analysis Method
The Data analysis was carried out based on the statistical method and analysis. With this,
the Regression analysis was used as a point of test to find the impact of the factors on one

37DISSERTATION
another and based on the results of the statistical analysis; further recommendations were
provided for the firm (Silverman 2016). The data which will be collected for the purpose of
analysis will be used on Microsoft excel and will be presented graphically in order to present the
different responses achieved in a better manner and also to increase the recommendation level of
the employees and to improve the overall scenario. Moreover, through the regression, the
hypothesis shall be accepted or rejected. The data which was collected from the different
respondents was first analyzed using the means of descriptive analysis. This was then followed
by the Regression analysis on the different hypothesis and the variables.
3.7 Ethical issues, Reliability and Validity
The research will be following a strict guidance of the ethical requirements and will see
to it that the personal rights as well as the space of the different participants will be given
importance. In addition to this, the different details and information which will be largely
obtained from the different respondents will be used for the sole purpose of meeting the research
objectives. The identity of the different participants will be kept private and their names as well
as the background and age will not be revealed. According to Silverman (2016), the environment
of survey collection will be peaceful and calm whereby the timings of the survey will be decided
upon based on the consent of the different respondents. Moreover, the research will be carried
out in a fair manner whereby the different participants will not be hindered on the basis of the
gender, class, income or related qualifications.
The 100 respondents from whom the data will be collected will be belonging to the
different departments of the company and with respect to this, it can be mentioned that, the
overall view and contribution of the different employees can be understood adequately which
will assist in meeting the overall research objectives which have been set.

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3.8 Foreseen limitations and Conclusions
The only limitations which are present with respect to the research can be stated to be the
limitation with respect to the time, cost, authority and experience. In addition to this as a total of
100 respondents will be present, the data will be gathered from an audience which is particularly
lesser then the actual number of employees who work in the organization (Walliman 2017).
Additionally, to reduce the costs incurred on the research, only the statistical methods of mean,
mode and median along with standard deviation will be used which will assist in delivering the
most accurate output. Hence, this chapter outlined the research process which has been largely
followed for the particular research paper and outlined the different sampling as well as the data
analysis method which was particularly used for the paper.

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Chapter 4: Results analysis and findings
4.1 Introduction: General findings
The motivational level of the staff of the organization can be stated to be considerably
low at the Hong Kong airlines and a major contributor of this factor to the overall working of the
firm can be largely contributed to the poor work environment and the lack of incentives provided
to the employees. Hence, this has resulted in the lower morals of the different individuals and has
increased the overall turnover at the organization. The second factor which was tested using the
Regression analysis was the Job satisfaction level at the airlines. The Job Satisfaction is believed
to have a strong impact on the overall performance at the work place and in this respect, it can be
stated that, the job satisfaction at the firm can be stated to be moderate and this is the reason, the
staff turnover at the firm is at a low. Lastly, when analyzing the impact of Leadership on the staff
turnover. Through the primary data collected, no significant relationship could be found between
the two factors and with respect to this, it can be stated that although the Leadership forms a
crucial part of the firm, it did not have a significant impact on the staff turnover of the firm.
Hence, it can be stated that in order to ensure success in the long run, Hong Kong airlines would
be required to work upon these three critical factors to ensure success within the realm of the
firm.
4.2 Findings: Descriptive Statistics
Age
The data was collected from 100 individuals and the demographics for the data having

40DISSERTATION
been collected primarily come under the age group of around 24 to 30 years of age. From this it
was understood that most of the employees were comparatively young and only a fraction of the
employees which is approximately 20% belonged to the age group of above 35 years of age.
Figure 4.2.1: The Age distribution
Department
The Hong Kong airlines are largely divided into different departments and in this regard,
it can be largely understood that, 41% of the employees were involved in the Human resource
department and 13% of the employees belonged to the Operations department. Moreover, the
demographics involved other employees from the department marketing, Sales Crew members
and others such departments.

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Figure 4.2.2: The department distribution
Gender
Figure 4.2.3: The Gender distribution
It can be observed from the given pie chart that 58% of the employees were female and
the 34% employees were male. The other remaining 8% of the employees did not prefer to
answer the question. Hence, this can be stated to be an equally distributed segment.

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Working experience
Figure 4.2.4: The work experience of the respondents
When the different employees were asked about their working experience in the
organization, then it was observed that a majority of 46% of the employees belonged to the
experience bracket of 1-5 years whereas 35% of the employees were comparatively new and had
been working in the firm for less than one year. Lastly, 19% of the employees belonged to the
experience bracket of 6-10 years and these employees can be stated to be the most experienced
ones.
Job satisfaction aspects
The section will analyze the aspects related to job satisfaction in an organization and the
employee views on it.
How would you rate your satisfaction level in the firm?
When the different employees were asked about their satisfaction level in the firm then,
37% of the employees stated that they were dissatisfied with the firm and its operations whereas

43DISSERTATION
35% of the employees were highly dissatisfied. On the other hand, 23% of the employees
remained neutral to the aspect. The scale which was used here can be stated to be 1= highly
satisfied and 5= highly dissatisfied.
Figure 4.2.5: The satisfaction level of the employees
How likely would you believe yourself to be satisfied with your work?

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Figure 4.2.6: The perception of the employees
When the different employees were asked about the likeliness of whether they believe
themselves to be satisfied with the work or not, 39% of the employees were likely to belief that
they were dissatisfied with their work whereas, 41% of the employees believed that they were
highly dissatisfied with the workplace. None of the employees believed that they were satisfied
with their work. The scale which was used here can be stated to be 1= highly satisfied and 5=
highly dissatisfied.
Are you satisfied with your overall job here at Hong Kong Airlines?
Figure 4.2.7: The satisfaction related to overall job environment
When the different employees were asked about their overall satisfaction with the job
environment at the firm then the employee response reflected that 39% of the employees were
dissatisfied with their work whereas 34% of the employees were highly dissatisfied with their
work in the organization. Only 3% positive responses were received. The scale which was used
here can be stated to be 1= highly satisfied and 5= highly dissatisfied.
Do you believe that your opinions matter to the organization?

45DISSERTATION
Figure 4.2.8: The importance of employee opinion
The employee opinion in a firm is a reflection of their satisfaction level in the
organization. In addition to this, the firms are required to ensure that they are successfully able to
meet up with the needs of the firm and provide their crucial views with the welfare of the
organization. If the employee views are considered then, they are satisfied. When asked whether
the employees through their opinions mattered, 45% of the employees stated that they were
under the belief that the opinions did not mattered, whereas 30% of the employees did not
strongly believed that their opinions mattered to the firm. 21% of the employees did not have any
opinion regarding it. The scale which was used here can be stated to be 1= strongly believed and
5= did not strongly believe.
Do you get stressed by your job?

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Figure 4.2.9: The stress level in the job
When the employees are stressed by their overall work environment, then they tend to
perform poorly. Hence, with respect to this, when the employees were asked whether they were
stressed or not, they responded that 44% of them mentioned that they often got stressed with
respect to their job whereas 23% of the employees were under the belief that they are always
stressed. This is a poor percentage with respect to the overall performance of the organization.
Hence, although the job satisfaction has an impact on the overall performance of the firm, in this
aspect, the overall dissatisfaction level of the employees seems to be at a high. The scale which
was used here can be stated to be 1= Never stressed and 5= Always stressed.
Employee motivation aspects
The section will be examining and presenting the responses gained in related to the
employee motivation questions asked to the respondents.
Do you believe that the top management is contributing adequately towards employee
motivation?

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Figure 4.2.10: The top management towards employee motivation
As observed from the given graph, 37% of the employees were under the belief that they
were dissatisfied with the overall working of their organization whereas 40% of the employees
also stated that they were highly dissatisfied with respect to the working of their organization.
The scale which was used here can be stated to be 1= highly satisfied and 5= highly dissatisfied.
Do incentives motivate you?

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Figure 4.2.11: Motivation related to the incentives
When the employees were asked about whether the incentives can be considered to be a
good way to motivate themselves, then 38% of the employees mentioned that the incentives do
motivate the employees whereas 40% of the respondents mentioned that incentives do not
motivate them.
Which of the factors motivate you the most?

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Figure 4.2.12: Factors motivating the most
This question was asked to the different employees in order to understand their overall
views and to determine whether the organization has been offering the employees with aspects
which will assist them in remaining motivated, it was understood that the increase in the salary
acted as the highest motivator to the different employees whereas promotion at 29% could also
be understood to be a great motivator for the different organizational members.
Leadership aspects
The section will examine the results which will be received from the employees with
respect to the leadership at the workplace. In line of this, it can be mentioned that, the following
questions were asked to the employees.
Do you agree that the senior management in the firm and the leaders tend to respect your time at
the workplace?
Figure 4.2.13: The attitude of the senior managers

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To this question, the employees responded by stating that around 50% of them were
against the belief that the senior management respected their time at the workplace whereas 30%
of the employees were strongly against the belief of the fact that, the senior management
supports the different employees in their endeavors. The scale which was used here can be stated
to be 1= strongly believe and 5= strongly against the belief.
Are you praised by your manager when you do a good job?
Figure 4.2.14: The appreciation of the employees
From the above graph, it can be understood that 52% of the employees were under the
belief that, the management does not praise them in case they conduct a good job and does not
compliment them. The rest 29% of the employees strongly believed that the management never
supported them in the endeavors. 15% of the employees had no opinion on the same. The scale
which was used here can be stated to be 1= management supported and 5= no support.

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Do you believe that the leadership at the workplace is good?
Figure 4.2.15: The quality of leadership at the workplace.
When the employees were asked about the quality of the leadership at the workplace,
50% of the employees did not agree to the statement and believed that they were being
mistreated. On the other hand, 28% of the employees strongly disagreed that they were being
treated well at the workplace and that the management was playing its role in the right manner.
The scale which was used here can be stated to be 1=strongly agree and 5= strongly disagree.
Has your leader every mistreated you

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Figure 4.2.16: The mistreatment of the employees
When the different employees were asked whether they were treated well in the firm or
not, 49% of the employees stated that they have been mistreated in some cases at the workplace
whereas 28% of the employees believed that they were always at the workplace. This is a good
aspect as the treatment of the employees has a strong impact on the performance of the
employees. The scale which was used here can be stated to be 1= never mistreated and 5=
Always mistreated.
According to you can the leadership style of your leader be improved?
When the different organizational members were asked about their take on the
improvement in the leadership style of the manager a total of 81% of the organizational members
believed that, the leader performance needs an improvement and that they are required to
improve their performance in all aspects. The scale which was used here can be stated to be 1=
Does not need to be improved and 5= Needs significant improvement.

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Figure 4.2.17: The leadership style of the employees
Turnover
The questions under this section have been segregated in terms of employee turnover.
From the given analysis, the following insights could be gained.
Do you believe that you have been provided with adequate training for the job?
From the given graph, it could be understood that, 46% of the employees believed that
they have not been provided with adequate training whereas 28% of the employees were strongly
against the belief that the employees had been provided with adequate training. Hence, it can be
understood from the given analysis that the employees have not been well trained. The scale
which was used here can be stated to be 1= strongly believe and 5= Do not believe.

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Figure 4.2.18: Training for the job
Do you feel that there is a scope for overall growth and career enhancement at the organization?

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Figure 4.2.19: The career prospects for the employees
When the different employees were asked whether there exists a scope for overall growth
and career enhancement for the employees at the Hong Kong airlines it was understood that 50%
of the employees agreed to it, 20% of the employees strongly agreed to it. The scale which was
used here can be stated to be 1= strongly did not believe and 5= strongly believed.
Are all members treated equally?
The quality in the treatment of the different organizational members also has a crucial
role to play in the overall turnover of the staff. Hence, when the different employees are asked
about the fact whether the employees were treated equally or not, there were various negative
responses whereby the employees believed that they leaders were not treating them equally and
71% of the employees disagreed to the statement of equal treatment.

56DISSERTATION
Figure 4.2.20: The treatment of all the members
4. 3Findings Quantitative Analysis
The quantitative data analysis for the purpose of the dissertation has been done by
making use of the primary data which was attained after conducting a survey among 150
employees out of which a sample of 100 participants was received and after conducting
considerable operations with respect to the same. This went a long way in assisting the research
to conduct the relationship test based on Regression analysis. The Regression analysis serves as a
useful tool which helps in understanding the standing relationship between the different variables
as involved in the research procedure. The Regression analysis gives a fair degree of estimation
with respect to the level of relationship and dependence between the different variables as used
in a research procedure and in addition to this, it also provides a brief idea about the fact whether
the hypothesis which is formed amongst the different variables can be accepted or rejected. It is
better to conduct the regression analysis by making use of a large data set whereby the results
attained can be stated to be more viable in nature. Although, the sample size of 100 can be stated
to be relatively small with respect to the data which needs to be assessed, however, with respect
to the purpose of the regression analysis, this data set can be stated to be fairly accurate. Before
proceeding with the key analysis and findings part, the key variables as used in the study, along
with the parameters which have been chosen for the analysis and the hypothesis shall also be
discussed adequately so that the analysis of the data which has been gathered becomes easier to
understand.
 The first independent variable: Motivation (x1)
 The second independent variable: Job satisfaction (x2)

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 The third independent variable: Leadership (x3)
 The Dependent Variables: Staff turnover of the employees (y)
Hypothesis
In this case, the main research objective is to understand the impact of good employee
motivation, job satisfaction and leadership on the staff turnover at Hongkong Airlines and
understand whether these aspects reduce the staff turnover rate or not.
Hypothesis 1
Independent variable (x): Motivation
Dependent variable (y): Staff turnover rate at the airlines
Null Hypothesis (Ho): The motivation does not have any impact on staff turnover rate at the
Hong Kong Airlines
Alternative Hypothesis (H1): The motivation has any significant impact on staff turnover rate
at the Hong Kong Airlines
Ok you only need to state the hypothesis as you test it otherwise it is more repetition
Hypothesis 2
Independent variable (x): Employee satisfaction
Dependent variable (y): Staff turnover rate at the airlines
Null Hypothesis (Ho): The Employee satisfaction does not have any impact on staff turnover
rate at the Hong Kong Airlines
Alternative Hypothesis (H1): The Employee satisfaction has any significant impact on staff
turnover rate at the Hong Kong Airlines
Hypothesis 3
Independent variable (x): Leadership

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Dependent variable (y): Staff turnover rate at the airlines
Null Hypothesis (Ho): The Leadership does not have any impact on staff turnover rate at the
Hong Kong Airlines
Alternative Hypothesis (H1): The Leadership has any significant impact on staff turnover rate
at the Hong Kong Airlines
Scales used for the research
The different scales which have been used to analyze the different researches as present
can be stated to the linear scales. The linear scales provide a rating of 1 to 5 whereby the value of
scales has been described in the previous section for each question. The different scaled
questions were asked to the different customers and as a response to this, their answers were
recorded and the Regression analysis was done and the regression and dependency between the
different variables were analyzed effectively.
4. 2 Regression Analysis
The regression Analysis can be understood to be a useful statistical tool which can be
used to either reject a hypothesis or accept one. The test of regression helps in identifying the
relationship between two or more variables, whereby one variable will be the independent
variable, and the other variable will be the dependent variable. The regression analysis was used
in the given paper in order to find the relationship between the leadership, motivation and job
satisfaction and the staff turnover at the Hong Kong Airlines.
Hypothesis 1
The Impact of Motivation on Staff turnover
SUMMARY
OUTPUT

59DISSERTATION
Regression Statistics
Multiple R
0.3327
79
R Square
0.1107
42
Adjusted R
Square
0.1016
68
Standard
Error
0.5606
02
Observation
s 100
ANOVA
df SS MS F
Significa
nce F
Regression 1 3.835494
3.835
494
12.20
426 0.000717
Residual 98 30.79895
0.314
275
Total 99 34.63444
Coeffic
ients
Standard
Error t Stat
P-
value
Lower
95%
Upper
95%
Lower
95.0%
Upper
95.0%
Intercept 2.4011 0.439303 5.465 3.51E 1.529413 3.2729 1.52941 3.27297

60DISSERTATION
95 925 -07 77 3 7
X Variable 1
0.3691
52 0.10567
3.493
459
0.000
717 0.159455
0.5788
5
0.15945
5 0.57885
The results of the particular analysis has been calculated by making use of the Regression
Analysis tool. The confidence level of 95% has been selected and it shows that X has a
significant impact on the Y variable and there exists 95% confidence in the particular statement.
From the table, it can be identified that the value of Multiple R can be stated to be 0.33 % which
reflects a rather weak correlation between the two variables.
P-Value of the X variable
In the given table, the value of the P which is the F significance is less 0.05 hence, the
null hypothesis can be rejected and it can be understood that the Motivation level of the
employees tends to have a huge impact on the overall staff turnover at the firm. Here the value of
P is 0.000717 and hence, the null hypothesis has been rejected and the alternated hypothesis has
been accepted thus stating that, X has a significant impact on Y.
Hypothesis 2
The Impact of Job satisfaction on Staff turnover
SUMMARY
OUTPUT
Regression Statistics
Multiple R
0.28876
3
R Square 0.08338

61DISSERTATION
4
Adjusted R
Square
0.07403
1
Standard
Error 0.56916
Observation
s 100
ANOVA
df SS MS F
Significa
nce F
Regression 1 2.887968
2.887
968
8.915
033 0.003572
Residual 98 31.74648
0.323
944
Total 99 34.63444
Coeffici
ents
Standard
Error t Stat
P-
value
Lower
95%
Upper
95%
Lower
95.0%
Upper
95.0%
Intercept 2.85151 0.363457
7.845
523
5.41E
-12 2.130242
3.5727
79
2.13024
2
3.57277
9
X Variable 1
0.26795
6 0.089743
2.985
805
0.003
572 0.089863
0.4460
48
0.08986
3
0.44604
8

62DISSERTATION
The results of the particular analysis has been calculated by making use of the Regression
Analysis tool. The confidence level of 95% has been selected and it shows that X has a
significant impact on the Y variable and there exists 95% confidence in the particular statement.
From the table, it can be identified that the value of Multiple R can be stated to be 0.28 % which
reflects a rather weak correlation between the two variables.
P-Value of the X variable
In the given table, the value of the P which is the F significance is less 0.05 hence, the
null hypothesis can be rejected and it can be understood that the Job satisfaction of the
employees tends to have a huge impact on the overall staff turnover at the firm. Here the value of
P is 0.0003572 and hence, the null hypothesis has been rejected and the alternated hypothesis has
been accepted thus stating that, X has a significant impact on Y.
Hypothesis 3
The Impact of Leadership on Staff turnover
SUMMARY
OUTPUT
Regression Statistics
Multiple R
0.6301
35
R Square
0.3970
7
Adjusted R
Square
0.3909
18

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Standard
Error
0.4616
09
Observation
s 100
ANOVA
df SS MS F
Significa
nce F
Regression 1 13.7523
13.75
23
64.53
963
2.15027E
-12
Residual 98 20.88214
0.213
083
Total 99 34.63444
Coeffic
ients
Standard
Error t Stat
P-
value
Lower
95%
Upper
95%
Lower
95.0%
Upper
95.0%
Intercept
1.4113
78 0.316068
4.465
424
2.14E
-05
0.784150
928
2.0386
04
0.78415
1
2.03860
4
X Variable 1
0.6043
2 0.075224
8.033
656
2.15E
-12
0.455041
14
0.7535
98
0.45504
1
0.75359
8
The results of the particular analysis has been calculated by making use of the Regression
Analysis tool. The confidence level of 95% has been selected and it shows that X has a
significant impact on the Y variable and there exists 95% confidence in the particular statement.

64DISSERTATION
From the table, it can be identified that the value of Multiple R can be stated to be 0.63 % which
reflects a rather strong correlation between the two variables.
P-Value of the X variable
In the given table, the value of the P which is the F significance is more than 0.05 hence,
the null hypothesis can be accepted and it can be understood that the Leadership of the
management tends to have no impact on the overall staff turnover at the firm. Here the value of P
is 2.15027E and hence, the null hypothesis has been accepted and the alternated hypothesis has
been rejected thus stating that, X has no significant impact on Y.
4.4Conclusion
Hence, from the given analysis, it can be rightfully stated that, the regression analysis
served as a rather useful method of understanding the overall impact of the different factors on
the employee turnover rate. The three hypothesis which were made use of in the given study
were tested using the regression analysis whereby two of the hypothesis were accepted and one
was rejected. From the analysis, it was understood that, the motivational level and job
satisfaction tend to have a huge impact on the turnover of the staff and on the other hand, the
leadership which tends to govern the organization does not have a significant impact on the staff
turnover at the Hong Kong Airlines. This result could be arrived at after analyzing the data
collected from the employees. The descriptive analysis served as a useful technique in
understanding the demographic distribution of the different responses as received. Moreover, the
data which was collected also helped in maintaining the relevancy of the study as the information
was collected from the employees of the firm. Therefore, the role of motivation, job satisfaction
and leadership is crucial for a firm and helps in reducing the staff turnover.

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Chapter 5: Conclusion
5.1 Introduction
Hence, the given study conducted an analysis to find the relationship between the factors
like employee motivation, job satisfaction and leadership on the turnover rate of the organization.
The study followed a comprehensive format with respect to which, the introduction of the paper
which laid the overall background of the paper and the overall objectives were followed by the
Review of the Literature. The third chapter comprised of the Research Methodology which laid
down the research process being followed. Lastly, the fourth chapter which was the results and
the analysis section aimed to assess the responses of the survey received. The last chapter of the
paper, which is the dissertation chapter will lay down the overall conclusions of the paper and
ensure that, the loose ends of the paper are all tied together in order to arrive at an overall
conclusion.
5.2 General Conclusions
Hence, in general, it can be largely stated that, there does exist a strong relationship
between the different variables like the Job satisfaction, leadership and the employee turnover on
the overall staff turnover of the firm. This was identified with the help of the Review of literature
and the conceptual framework which was formed in the earlier chapter. From the study, it could
be largely understood that, the factors of Job satisfaction, employee motivation and the
leadership are highly related to one another and with respect to this, they often tend to have a
strong impact on the overall turnover of the staff which takes place at the workplace. This is
because, any employee would be required to maintain a strong rapport at the workplace with the
different employees to ensure that, they are able to work well and remain motivated. If the level
of motivation provided to the different employees is comparatively low, then the employees will

66DISSERTATION
not be able to ensure success in the long run and eventually the turnover rate will turn out to be
comparatively very high. In a similar manner, if the leadership in the firm is not appropriate in an
organization, then the employees would be required to leave the firm as the might be mistreated.
For this reason, this study concluded that there exists a strong relationship between the factors of
employee motivation, leadership and job satisfaction on the staff employee turnover with special
reference to the Hong Kong Airlines.
5.3 Conclusions for Surveys
The survey which was collected from the different employees as present in the Hong
Kong Airlines. The survey responses were collected from 100 employees and the demographics
were distributed soundly among the different age groups and the departments of the firm. The
findings of the firm reflected that, the employees as present in the firm are believed to be highly
dissatisfied with the overall performance of the workplace and are unhappy working in the
organization. The different employees were asked questions about the different variables as
present in the study, this relates to the Job satisfaction, employee motivation and the leadership
in the airlines and its impact on the staff turnover at the workplace. Under the job satisfaction
aspect, the different employees were asked questions about their overall job satisfaction in the
organization, their overall involvement at the workplace, the employee engagement in the
organization and the overall performance, the response of the employees can be stated to be tilted
towards the negative side.
The employees were stressed while working for the firm and hence, this also had an
impact on the questions which were related to the staff turnover. As the employees were
dissatisfied in the previous three variables, they were unhappy in staying with the firm. Hence, it
can be largely stated that, as the employees are greatly impacted by the employee satisfaction,

67DISSERTATION
motivation factors and leadership, these factors impacted the overall turnover rate of the firm. In
addition to this, the employees were dissatisfied at the current workplace scenario. The survey
provided authenticity to the data and went a long way in ensuring that the firm was able to gather
relevant real time data from the different employees as present.
5.4 Conclusions of the research process
The research process which was adopted for the purpose of the study can be stated to be a
primary research approach. In this kind of a research approach, the data which was collected
from the employees through the particular survey was gathered and the Regression Analysis was
done on it. The regression analysis test serves as a useful method of analysis which helps in
deriving the conclusion on the relationship between the different variables. With respect to this, a
research hypothesis was formed which was used to analyze the impact of each of the different
variables on the other. In this aspect, it can be mentioned that, three different hypothesis was
taken with respect to which the analysis of the individual relationship of the variables on the
different aspects were understood through the results of the Regression analysis. In addition to
this, the survey which was undertaken was also analyzed by the author by presenting the data in
the form of graphs as well charts so that a comprehensive view of the overall data captured can
be largely understood. Moreover, the organizational data was aligned with the data received and
a conclusion in the same aspect will be arrived at. This assisted in understanding the overall
research objective and helped in reaching to an overall conclusion and in achieving the overall
research objectives.
5.5 Recommendations
Hence, from the given analysis, it can be largely understood that any organization which
wants to attain success in the long run would be required to ensure that they are successfully able

68DISSERTATION
to make use of different motivational theories and related frameworks which will go a long way
in assisting the firm to attain its overall objectives and also go a long way in seeing to it that, the
firm is able to retain its employees in the long run. In line of this, the following
recommendations are being provided to the Hong Kong Airlines:
 It is important to motivate the different employees of the organization and in line of this,
it can be rightfully stated that, if the employees are well motivated into the overall
objective of the firm then they will be able to ensure that the organization is able to
perform well and all the goals of the firm are achieved. Various mediums of employee
motivation can be used by the firm.
 Moreover, the firm will also be required to see to it that, the leadership which is present
in the realm of the firm is able to motivate the different employees continuously and
assist them so that they are able to meet their different needs. However, very often the
different firms fail in portraying the rind kind of leadership which leads to various issues
on the side of the firm and they are unable to meet their overall goals.
 Lastly, job satisfaction can be understood to be an integral part of the firm and in line of
this, the different employees should be provided with such conditions that always
motivate them and help them to perform better. Once they are able to do this, the turnover
rate of the firm will increase considerably

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Appendix
Survey Questions
1. Age
2. Gender
3. Department
4. Since how long have you been working in the organization?
a. 0-5 Years
b. 5-10 Years
c. 10-15 Years d. More than 15 Years
5. How would you rate your satisfaction level in the firm?
a. Highly Satisfied
b. Satisfied
c. Average
d. Dissatisfied
e. Highly Dissatisfied
6. Do you believe that the top management is contributing adequately towards employee
motivation?
a. Strongly Agree
b. Agree
c. Neutral
d. Disagree
e. Strong Disagree
7. Do incentives motivate you?
a. Yes
b. No
8. Which of the factors motivate you the most?
a. Salary Increase
b. Promotion
c. Leave
d. Motivational talks
e. Recognition

74DISSERTATION
9. Do you believe that aspects like incentives will have a positive impact on your performance?
a.Strongly believe
b.Believe
c.Neutral
d.Do not believe
e.Strongly do not believe
10. How likely would you believe yourself to be satisfied with your work ?
a.Very likely
b. Likely
c. Neutral
d. Not likely
e. Very Unlikely
11. Are you satisfied with your overall job here at Hong Kong airlines?
a. Strongly Agree
b. Agree
c. Neutral
d. Disagree
e. Strong Disagree
12. Do you believe that your opinions matter to the organization?
a.Very likely
b.Likely
c.Neutral
d.Not likely
e.Very Unlikely
13. Do you feel that there is a scope for overall growth and career enhancement at the
organization?
a. Strongly Agree
b. Agree
c. Neutral
d. Disagree
e. Strong Disagree
14. Do you believe that you have been provided with adequate training for the job?
a. Strongly Agree

75DISSERTATION
b. Agree
c. Neutral
d. Disagree
e. Strong Disagree
15. Do you agree that the senior management in the firm and the leaders tend to respect your
time at the workplace?
a. Strongly Agree
b. Agree
c. Neutral
d. Disagree
e. Strong Disagree
16. Are you praised by your manager when you do a good job?
a. Very often
b. Often
c. Not so often
d. Never
e. Neutral
17. Do you get stressed by your job?
a. Very often
b. Often
c. Not so often
d. Never
e. Neutral
18. Are all members treated equally?
a. Strongly Agree
b. Agree
c. Neutral
d. Disagree

76DISSERTATION
e. Strong Disagree
19. Do you believe that the leadership at the workplace is good?
a. Strongly Agree
b. Agree
c. Neutral
d. Disagree
e. Strong Disagree
20. Has your leader every mistreated you?
a. Very often
b. Often
c. Not so often
d. Never
e. Neutral
21. According to you which is the best leadership style?
a.Democratic
b.Authoritarian
c.Lassiez Faire

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22. Does your leader involve you in the decision making of the firm?
a. Very often
b. Often
c. Not so often
d. Never
e. Neutral
23. According to you can the leadership style of your leader be improved?
a. Strongly Agree
b. Agree
c. Neutral
d. Disagree
e. Strong Disagree

78DISSERTATION