Employee Turnover in Transport Industry Name of the University Author

Running head: EMPLOYEE TURNOVER IN TRANSPORT INDUSTRY
Employee Turnover in Transport Industry
Name of the Student
Name of the University
Author Note

EMPLOYEE TURNOVER IN TRANSPORT INDUSTRY1
Table of Contents
1. Introduction..............................................................................................................................2
1.1. Employee Turnover – A Brief Overview..........................................................................4
1.2. Problem Statement............................................................................................................5
Research Aims and Objectives....................................................................................................6
1.3. Research Questions...........................................................................................................6
1.4. Research Hypothesis –......................................................................................................6
1.5. Purpose and Outcome of the Study...................................................................................7
2. Review of Literature.................................................................................................................8
2.1. Impact of Content Models on the Problem of Employee Turnover..................................8
2.2. The Relation between Job Satisfaction and Employee Turnover.....................................8
2.3. Abusive Co-Worker Treatment and the Issue of Employee Turnover.............................9
2.4. Impact of Work Environment on Employee Turnover...................................................10
2.5. Benefits of Employee Retention and the Danger of Employee Turnover......................11
2.6. Gaps in the Review of Literature....................................................................................12
3. Chapter 3 – Methodology.......................................................................................................13
3.1. Research Philosophy.......................................................................................................13
3.2. Research Design..............................................................................................................14
3.3. Data Collection...............................................................................................................14
3.4. Data Analysis..................................................................................................................15

EMPLOYEE TURNOVER IN TRANSPORT INDUSTRY2
3.5. Sample Size and Sampling Technique............................................................................15
3.6. Ethical Factors for Consideration...................................................................................15
3.7. Limitations of the Research............................................................................................17
4. Chapter 4 – Discussion and Analysis.....................................................................................18
4.1. Findings of the Study......................................................................................................18
4.2. Thematic Analysis...........................................................................................................26
4.2.1. Factors contributing to Employee Turnover in a Business Organization...................26
4.2.1.1. Bad Working Conditions.........................................................................................26
4.2.1.2. Low Pay and Poor Relationship with Supervisors..................................................26
4.2.2. Challenges of Employee Turnover for a Business Organization................................27
4.2.2.1. Un-Attainment of Business Objectives...................................................................27
4.2.2.2. Poor Reputation of the Business Organization........................................................28
Chapter 5 – Conclusion and Recommendations............................................................................29
Recommendations......................................................................................................................30
References......................................................................................................................................34
1. Introduction
Employee turnover is detrimental for business organizations around the world in equal
measure. Employee turnover keeps a business organization from achieving its goals and

EMPLOYEE TURNOVER IN TRANSPORT INDUSTRY3
objectives as effectively and as efficiently as possible (Ajit 2016). It is imperative for business
organizations around the world to be able address the problem of employee turnover as this can
suitably position the business to establish competitive advantage and avoid losing out to its rivals
in the industry. In the most basic sense of the term, employee turnover defines the percentage of
employees who are seen to retire or resign from an organization as well as the percentage of
people who need to be immediately replaced by the organization for it to achieve its business
objectives without hindrance (Al Mamun and Hasan 2017). The issue of employee turnover is
one that can occur due to a wide variety of reasons. To begin with, employee turnover may take
place when the people who are working for an organization are not satisfied with the work
conditions that prevail in the organization. If employees are de-motivated or disinterested in the
process of working for an organization, they will lack the desire and the zeal that is needed to
work for the organization for a long period of time. Rather, they will want to resign from the
organization at the earliest because they find no purpose in the work that they do and cannot
bring themselves to do their work in a constructive manner (Cho et al. 2017).
This assignment aims to investigate on how the matter of employee turnover can affect
business operations in the transport industry. Specifically, the assignment conducts an
investigation into the factors affecting employee turnover at Jay Freight Services Private
Limited, a freight company that is well-known for its logistical operations. The assignment
mentions the key research aims and objectives and also the key questions that the research seeks
to answer, a review of literature is carried out, the methods of research are clearly outlined and
the results of the research are discussed and analyzed in a thematic way. The assignment
concludes with a number of important recommendations that may be considered on the part of a

EMPLOYEE TURNOVER IN TRANSPORT INDUSTRY4
business organization to improve or address the issue of employee turnover in the best possible
way and to keep such an issue or problem from arising again in the near and distant future.
1.1. Employee Turnover – A Brief Overview
Employee turnover can take place in any type of business organization in the world and it is a
problem that needs to be averted at all costs as it prevents a firm from establishing competitive
advantage. Employee turnover refers to the number of people who are seen to be resigning or
quitting from their job posts in an organization over a considerable period of time, leading to the
organization having to look for ways and means to make up or fill its employee base in order to
achieve its business goals within a desired period of time (De Winne et al. 2019). Employee
turnover can take place when the leadership in an organization is not motivational enough, if the
work culture is not positive in nature and if the job that is being performed is not one that is well
suited to the abilities and the skills of the employee. Employee turnover is certainly a situation
that needs to be avoided given that it reflects poorly on the reputation or the image of the
organization if this is allowed to occur (Reina et al. 2018). Employee turnover can indicate the
fact that a business organization is not being able to suitable care of its employees leading them
to look for better opportunities elsewhere. In order to retain a strong position in the market or
industry in which it operates a firm needs to make a concerted effort to avoid the problem of
employee turnover from arising (Reina et al. 2018). Organizations need to play an active role in
keeping their employees motivated well enough throughout the length of the year so that they
may locate the interest and the incentive that is needed to perform their job roles in the manner
desired instead of looking for a better job in a different organization that is more compatible with
their skills (Sun and Wang 2017).

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1.2. Problem Statement
The problems of employee turnover and the many reasons why it must be avoided and
addressed by a firm is something that is well addressed in the existing literature on employee
turnover. However the literature does not talk about the specific factors that can contribute to
employee turnover in the transport and logistics industry and the ways in which this issue of
employee turnover can be addressed. This gap in the literature on employee turnover is going to
be addressed through the present investigation that is being undertaken, on employee turnover at
Jay Freight Services Private Ltd.
Furthermore with regard to Jay Freight Services Private Ltd, it must be understood that
the issue of employee turnover is one that keeps the company from performing as effectively as
it could have, should it have been serviced by a reliable and stable workforce. Jay Freight
Services Private Ltd is a prominent freight service provider that has recently been faced with an
exodus of employees. The issue of employee turnover at this company is akin to the type of
problems that may be experienced by most other companies operating in the transport industry
that are also faced with the issue of turnover. They are losing out to their rivals and
competitors as their best or talented workers are making their way to other transport and
logistics companies that are offering better pay and better working conditions than what
Jay Freight Services Private Ltd is able to. Apart from losing manpower or human
resource the issue of employee turnover is also creating a negative impression about the
company in the eyes of people. Prospective employees who could have applied for a job
position at the company are discouraged to do so because of the fact that employees don’t
stay here for a long time, and that they are quick to leave the company upon taking up
some position or the other here.

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Research Aims and Objectives
Some of the main aims and objectives of the research are as follows –
 To understand the variety of factors that can contribute to employee turnover in a
business enterprise
 To understand the challenges that are brought on by employee turnover in a
business enterprise
1.3. Research Questions
The key research questions of the present study are as follows –
RQ 1 – What are the variety of factors that can contribute to employee turnover in a
business enterprise?
RQ 2 – What are the challenges that are brought on by employee turnover in a business
enterprise?
1.4. Research Hypothesis –
This research is one that looks to test or assess the following hypothesis –
Hypothesis 1 – Employee turnover has a negative impact on business operations in a transport
and logistics company
Hypothesis 2 – Employee turnover has a positive impact on business operations in a transport
and logistics company

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1.5. Purpose and Outcome of the Study
The purpose of the study is to arrive at an understanding of the various factors that can
contribute to employee turnover with special reference to the transport and logistics industry. It
is hoped that the findings of the research will contribute to an understanding of why employee
turnover occurs, the problem that this raises and the many different ways by which this issue can
be resolved by business organizations. It hopes to provide business organizations with the
solutions that they need to combat the problem of employee turnover in the most effective
manner.