Employee Turnover in Transport Industry Name of the University Author

EMPLOYEE TURNOVER IN TRANSPORT INDUSTRY EMPLOYEE TURNOVER IN TRANSPORT INDUSTRY 2 2 EMPLOYEE TURNOVER IN TRANSPORT INDUSTRY Employee Turnover in Transport Industry Name of the Student Name of the University Author Note 1. 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. To begin with, employee turnover may take place when the people who

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

1EMPLOYEE TURNOVER IN TRANSPORT INDUSTRY
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

2EMPLOYEE TURNOVER IN TRANSPORT INDUSTRY
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

3EMPLOYEE TURNOVER IN TRANSPORT INDUSTRY
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

4EMPLOYEE TURNOVER IN TRANSPORT INDUSTRY
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).

5EMPLOYEE TURNOVER IN TRANSPORT INDUSTRY
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.

6EMPLOYEE TURNOVER IN TRANSPORT INDUSTRY
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

7EMPLOYEE TURNOVER IN TRANSPORT INDUSTRY
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.

8EMPLOYEE TURNOVER IN TRANSPORT INDUSTRY
2. Review of Literature
2.1. Impact of Content Models on the Problem of Employee Turnover
Zimmerman et al. (2018) have made a study of the various type of content models that are
seen to have an impact on employee turnover in an organization. Through the study and the
analysis of such models it has been discovered by Zimmerman et al. (2018) that job satisfaction,
the aspect of organizational commitment and the existence of a positive work culture in addition
to the creation of a positive workplace environment all contribute to employee retention in a
firm. In the view of Zimmerman et al. (2018) the issue of employee turnover is one that can
definitely be avoided if employees are satisfied with the job roles and duties that they are
assigned to perform and if they feel safe and secure in the environment in which they do their
work. The notion of commitment is also something that needs to be fostered in employees in
order to prevent the problem of an employee turnover, as argued by Zimmerman et al. (2018).
Organizational commitment if instilled adequately enough can keep motivating employees to do
their best for an organization for as long as possible.
2.2. The Relation between Job Satisfaction and Employee Turnover
Yu et al. (2019) have also made an attempt to see how the matter of job satisfaction can
have a role to play in motivating employees to stay on and work for a firm over a long period of
time. The research has been undertaken in the context of China and an effort has been made by
the researchers to see the various ways by which organizations can ensure job satisfaction for
employees in order to get them to stay on with a firm for as extensive a period of time as
possible. In the view of Yu et al. (2019) employees need to be sufficiently motivated and they

9EMPLOYEE TURNOVER IN TRANSPORT INDUSTRY
need to be content with the type of environment or ambience in which they do their work. If they
are not content with such a job environment, it is more than likely that they are going to look for
greener pastures. Hence it is argued by Yu et al. (2019) that job satisfaction must be ensured by
business organizations if employees are to be given a proper reason or incentive to remain with
an organization for a significant length of time, instead of resigning within say six months or so.
Winne et al. (2018) have made an attempt to judge the way by which the problem of
employee turnover can impact the productivity of a business organization. The non-linear model
or scale of analysis has been utilized for this purpose, and it has been found by Winne et al.
(2018), that employee turnover has for the most part, quite a negative impact or effect on the
welfare of a business organization. It has been discovered by Winne et al. (2018) that employee
turnover if allowed to go on at a continued pace is something that is capable of making the
workplace environment quite volatile. People are not going to feel secure about their jobs
anymore and are going to look for the earliest possible opportunity to resign from the
organization. In the bargain, to meet the goals of the organization will prove to be difficult to do,
hampering productivity and putting the business in a position to incur loss. Winne et al. (2018)
argue that the issue of employee turnover needs to be addressed at the earliest if business
productivity is something that is to be looked into and ensured throughout the length of the
financial year.
2.3. Abusive Co-Worker Treatment and the Issue of Employee Turnover
Tews et al. (2018) have discussed the matter of abusive co-worker treatment in a
workplace organization in order to understand the type of impact that this behavior can have on
employee retention and te issue of employee turnover. In the view of Tews et al. (2018),
employees need to be provided a safe and secure environment in which to do their work.. The

10EMPLOYEE TURNOVER IN TRANSPORT INDUSTRY
duty and the responsibility of ensuring that employees have a secure environment in which to
work is something that belongs to the higher administration of the business organization. It is
argued by Tews et al. (2018) that abusive behavior is something that needs to be taken into
account and corrected by the business organization if it is to give its employees the motivation
and the incentive that is needed to stay and work for the organization for an extensive period of
time. It is further argued by the researchers that strict punishment must be meted out to the
people who are found to be engaging in abusive behavior in the workplace so that this can never
happen again in the future, and in the bargain the problem of employee turnover is one that will
be addressed as well.
2.4. Impact of Work Environment on Employee Turnover
Arnoux-Nicolas et al. (2016) have pointed out how work conditions can have a
significant influence on the rate of employee turnover in a business organization. It has been
argued by the researchers that if work conditions are adverse in nature then this can be related to
how frequently it is that workers resign or leave an organization. The research has been
undertaken in the context of Europe and it has been discovered that a perceived sense of harm,
such as the perception of physical harm as also negative conditions like bad employee behavior
or a poor relationship with fellow co-workers is something that can contribute to employees
feeling quite de-motivated when they work for a given organization. They will feel the urge to
resign at the earliest possible notice and will want to go and work for an organization where the
work conditions are far better than what prevails in their organization. The role that can be
played by managers and supervisors in this context is also something that has been elaborated
upon by the investigators and it has been shown that if supervisors have a motivating impact on
employees, then they will have every urge to stay on and work for a given organization for a

11EMPLOYEE TURNOVER IN TRANSPORT INDUSTRY
long period of time. If they don’t, they will want to go ahead and leave the organization. Arnoux-
Nicolas et al. (2016) has therefore argued in conclusion how an attempt has to be made by a
business organization to create a positive work environment doe its employees so as to reduce
the issue of employee turnover.
Kundu and Lata (2017) have researched on the role that a supportive work environment can
play in keeping employees happy and content and inducing them less to leave an organization.
According to the researchers, employees are more likely to stay on and work for a business
organization if the work environment is one that can they can reach out to for support and
guidance and where they feel positively motivated to do the work that they have been recruited
to do. The supportive work environment is one that can be developed and fostered only when the
managers and employees collectively come together and contribute towards bringing this about
as argued by Kundu and Lata (2017). The research that has been undertaken by Kundu and Lata
(2017) is quantitative in nature and it demonstrates the crucial importance of creating and
developing a positive work environment where employees can devote their best energies towards
developing the goals and objectives of the business organization, which is something that they
have been recruited to do in the first place, and doing which they are likely to be well rewarded
by their management.
2.5. Benefits of Employee Retention and the Danger of Employee
Turnover
Gjerlov-Juel and Guenther (2019) have attempted to see how the matter of employee
turnover can have an important role to play in getting a firm to survive in a particular industry
over a long period of time. It is argued by the researchers that one of the key factors that can
induce a business to survive in a particular market or a particular industry over a long span of

12EMPLOYEE TURNOVER IN TRANSPORT INDUSTRY
time is employee retention. If an organization is able to retain its employees over a long period of
time, it can fight its rivals and competitors quite successfully and in the bargain, it can prevent
the issue of employee turnover as well. Some of the ways by which the problem of employee
turnover can be prevented have been highlighted in this piece of research as has the effective
ways by which the same issue can be kept from arising again and again in the future. In the
ultimate analysis, it is argued by the researchers that when employees are happy and content in
an organization, turnover is low and the business is likely to stay on and retain its foothold in the
industry for a longer period of time than expected.
2.6. Gaps in the Review of Literature
The review of literature has pointed to the various ways by which an organization can try
and avert the problem of an employee turnover such as the creation of working conditions that
are positive in nature and by ensuring job satisfaction. The importance or the significance of
employee retention has simultaneously been discussed in the review of literature as well. The
gap in the literature review lies in the fact that there is no specific range of the exact and wide
range of factors that can lead to employee turnover or the challenges associated with the same in
a business organization, both of which have been addressed in the present study.

13EMPLOYEE TURNOVER IN TRANSPORT INDUSTRY
3. Chapter 3 – Methodology
3.1. Research Philosophy
The conceptual or philosophical framework based on which an investigation is carried
out is known as research philosophy. It refers to the theoretical basis of a study and is known to
be of three main types, namely, the positivist research philosophy, the interpretivist research
philosophy and the research philosophy that is known as realism (Flick 2015). The positivist
research philosophy is the most well-known and it is the most utilized by researchers around the
Employee Turnover Work
Environment
Relation with
Co-Workers
Job
Satisfaction

14EMPLOYEE TURNOVER IN TRANSPORT INDUSTRY
world as it enables the analysis of figures and facts in the most detailed manner. The
interpretivist research philosophy is one that is often put to use when analyzing managerial
operations, functions and duties while the research philosophy of realism is one that is seen to
combine elements that are unique to both positivism and interpretivism (Flick 2015). For the
current project, the positivist research philosophy has been deployed while the other two
types of research philosophy have been avoided, the reason being that this is a research
philosophy that allows for the problem to be understood in a detailed and descriptive
manner.
3.2. Research Design
The scientific framework or outline of an investigation is known as research design, and
it is known to be of three important types as well, such as, the explanatory research design, the
exploratory research design and the analytical research design (Glesne 2016). The explanatory
research design can put the investigator in a position to understand the type of relationship that is
seen to exist between or among the different types of variables that are considered for a study,
the exploratory research design allows for a number of concepts and theories to be explored with
respect to the subject matter that is being investigated upon while the detailed and full-fledged
analysis of information is facilitated by the analytical research design, known also as the
descriptive research design (Glesne 2016). For the current investigation, the analytical or
descriptive research design has been made use of because of how easily it facilitates the
analysis of facts, figures and other important information that are taken into consideration
during an investigation

15EMPLOYEE TURNOVER IN TRANSPORT INDUSTRY
3.3. Data Collection
The literature review has pointed to how certain conditions or circumstances like job
satisfaction and work environment can play a role in getting employees to stay on and work for a
particular organization. An attempt has been made by the researcher to assess what factors are
inducing workers to either stay on or continue working for an organization like Jay Freight
Services Private Ltd. A mixed and primary research method has been made use of in order to
obtain the information that is necessary to answer the research questions. A survey was carried
out on 20 employees working at Jay Freight Services Private, Ltd, a transport and logistics
company. The survey was undertaken online. In addition to primary research, secondary sources
of information have also be used to seek out answers to the key research questions. Books and
journal articles as well as book chapters and newspapers have been studied and referred to, in
order to supplement the primary research findings.
3.4. Data Analysis
The information that was obtained from the online survey was converted first into graphs
and numericals after which the data was analyzed in a thematic and qualitative way, with the
themes of the investigation being based entirely on the main subject matter of the study (Creamer
2017).
3.5. Sample Size and Sampling Technique
The sample size or the sample population is limited to 20 participants only as there was a
limited period of time in which this research could be undertaken. All of the 20 people who were
subjected to the online survey are people who work for Jay Freight Services Private Ltd. The

16EMPLOYEE TURNOVER IN TRANSPORT INDUSTRY
sampling technique that was deployed in order to create the respondent population is a
probabilistic and convenient sampling technique.
3.6. Ethical Factors for Consideration
There are quite a few factors that have been taken into consideration when carrying out
this particular study.
 To begin with, the purpose and the outcome of the study is something that was made
known to the research participants.
 The participation in the research process was voluntary in nature.
 The questions that were asked in the online survey are impersonal in nature and they are
related to the topic of the study.
 The questions were kept simple and easy to answer for the research participants, and
complex questions were avoided altogether.
 No member of the respondent population was forced to participate in the research
process.
 The secondary sources that have been used for the study are those that have been cited in
an adequate manner using the Harvard style of referencing. The duplication of content is
something that has been avoided entirely in this particular study.
 The survey was kept short and simple for the benefit of the research participants.
 Every effort was made on the part of the researcher to keep the identity of the members
of the respondent population anonymous. The privacy and the confidentiality of the
information and identity of the respondent population members was well respected while
conducting this study.

17EMPLOYEE TURNOVER IN TRANSPORT INDUSTRY
 The online survey was sent to the members of the respondent population at a time which
was convenient for them and they were asked to fill up the survey within two to three
weeks of receiving it. Thus, there was plenty of flexibility in terms of time, that was
accorded to the respondent population, for participating in the survey
 Data security is something that was ensured by noting down all details and information in
a laptop computer and then storing the data files in a pen drive or a USB stick so that this
data may not be misplaced (Flick 2015).
3.7. Limitations of the Research
Almost every research project that is undertaken is one that is characterized by some
form of limitation or the other. When it comes to this particular research project, the limitations
that the investigator faced with were limitations in the form of time frame and funding. There
weren’t enough funds with which an elaborate and in-depth study could be undertaken and with
more funds and more time at hand, the researcher could have opted for a more large scale
research investigation into the subject matter, which is employee turnover and the factors that
bring this about in a business organization.

18EMPLOYEE TURNOVER IN TRANSPORT INDUSTRY
4. Chapter 4 – Discussion and Analysis
4.1. Findings of the Study
The results of the online survey as undertaken at Jay Freight Services Private Ltd are as follows
–
Question 1 – How long have you been working at this organization?
The results that have been provided above go to show that majority of the employees
working at the organization have been around over here for less than six months, and are
therefore not tenured employees for the most part. They have only recently arrived and are new
to the job scenario.
Question 2 – Are you satisfied with your job?

19EMPLOYEE TURNOVER IN TRANSPORT INDUSTRY
The above results appear to indicate that most of the employees are quite happy and
satisfied with their job roles in the organization, with only ten to twenty percent of the
respondent population being uncertain about how happy they feel here, and around thirty percent
not feeling content with their jobs at the company.
Question 3 – Do you experience freedom when working?

20EMPLOYEE TURNOVER IN TRANSPORT INDUSTRY
The majority of the respondent population experiences satisfaction when it comes to freedom
and flexibility in the work place. The employees for the most part, that is, around fifty percent of
them at least are quite happy with the job roles that they are seen to be performing in the
organization because of the flexibility that they are accorded in the area of work.
Question 4 – Are the incentives and salary package on offer decent at the organization?
As much as eighty percent of the respondent population is content with the salary
package on offer at the company. However, around 20 percent is not too satisfied with the pay
and approximately ten percent or less of the respondent population are not in a position to answer
whether or not they are content with the salaries and incentives that they are being offered at this
firm.
Question 5 – How long has it been since you left your previous job?

21EMPLOYEE TURNOVER IN TRANSPORT INDUSTRY
The above results show that almost fifty percent of the respondent population has been
working at the firm for a period under one year and another forty nine percent have been here for
less than six months. Only approximately zero to ten percent of the respondent population have
been around at the firm for under two years.
Question 6 – For how long have you decided to stay with your current employer?

22EMPLOYEE TURNOVER IN TRANSPORT INDUSTRY
The above results go to show that the majority of the respondent population wish to stay
on and work at this firm for more than one year, indicating that the firm provides them with all
that they need to be content and to hold onto their jobs or work roles for as long as they can.
Question 7 – What are the factors that made you want to leave your previous job?
More than fifty percent of the respondent population has stated that they left their
previous jobs because of bad working conditions while around thirty to forty percent of them
stated that low salary appeared to be a factor that induced resignation of employees. Around ten
percent of the respondent population stated to have left their previous jobs because of the
negative behavior of supervisors.
Question 8 – Does your present job appreciate your work?

23EMPLOYEE TURNOVER IN TRANSPORT INDUSTRY
An overwhelming eighty percent of the respondent population have declared that they are
appreciated for the work that they are seen to do at the present firm while only twenty percent
feel that they are not sufficiently appreciated for their performance here.
Question 9 – Are you satisfied with the work culture and organizational environment in
your present job?
The results that have been generated above indicate that seventy to eighty percent of the
respondent population is content with the work culture and environment that prevails at the firm.

24EMPLOYEE TURNOVER IN TRANSPORT INDUSTRY
Only thirty percent of the respondent population are not satisfied about this while ten percent
appear to be unsure on this particular matter.
Question 10 – Are you provided career counseling by the HR department in your
organization?
Fifty percent of the respondent population has stated that they are provided with career
counseling by the HR department of the organization, while around forty percent do not seem to
agree about this and around twenty percent being unsure about whether or not such services are
provided at all. By and large though, it appears from the results that are indicated above, that HR
services are indeed on offer at the organization and that employees appear to avail counseling
services offered by HR department at the organization in some form or the other.
The results of the online survey reveal that the people who are working for Jay Freight
Services Private Ltd are quite content with what the organization has to offer them. The work
culture and the work environment that prevails here is one that is satisfying to say the least, and
the employees of the organization are happy enough with the type of ambience that they are
provided with. No doubt, the work environment of this organization is one that definitely

25EMPLOYEE TURNOVER IN TRANSPORT INDUSTRY
facilitates or puts the employees of the organization in a position to perform well, and there
appears to be no reason why employees would feel de-motivated or uninspired to work when on
the payroll of Jay Freight Services Private Ltd. The results of the research have further revealed
the fact that the company looks into the aspect of bonus, incentives and remuneration adequately
enough. The employees who are working for this organization are satisfied with the amount of
money which they receive as remuneration at the end of every month, as also the incentives that
they are provided with, should they choose to perform additional labor in order to help the
organization to achieve its goals and objectives. Furthermore, the results of the research have
shown that career counseling is made available to all the employees of the organization, hence
they do not have to feel misguided or misdirected while working over here. They are given the
counseling and the support that they need to understand their job roles and the ways by which to
implement such job roles.
An important revelation that was made during the online survey is the reasons why the
employees or members of the respondent population chose to leave the organization that they
had previously been working for. Most of the respondent population has stated that they left the
place because of the bad working conditions that prevailed over there, while a low salary and a
negative relationship with people holding supervisory positions also had a role to play in the
employee turnover at the previous firm. This response on the part of the sample population has
demonstrated that three of the most important factors contributing to employee turnover are poor
wages, the lack of a good work environment and a bad or negative relationship as seen to exist
between employees and the workers of the organization. What is more, is the fact that the reason
why employees are thinking long term with an organization like Jay Freight Services Private Ltd,
even if it means for a time period between six months to one year, is because the work

26EMPLOYEE TURNOVER IN TRANSPORT INDUSTRY
environment and the work culture here is positive and employees are appreciated for the work
that they do. Employees do not have to worry about being criticized unnecessarily for not being
able to perform to potential and are appreciated well enough by their supervisors, over and above
the fact that they are given plenty of freedom to do their work. There is no undue pressure that is
exercised on the employees of the organization to meet business goals and objectives. They are
allowed to do the work at their own pace and are given the necessary recognition or appreciation
for doing so, so that employees feel rewarded well enough for their efforts.
4.2. Thematic Analysis
4.2.1. Factors contributing to Employee Turnover in a Business
Organization
4.2.1.1. Bad Working Conditions
The three most important factors contributing to employee turnover as made evident from
the results generated by the survey are bad working conditions, low pay and bad relationship
with supervisors. Bad working conditions have induced the employees of Jay Freight Services
Private Ltd to resign from the previous firm and come and join this organization. At present, they
enjoy the optimistic work culture that they are subjected to here and are also appreciated for the
work that they do. Furthermore, they are provided a lot of flexibility with which they can do their
work. Hence employees at Jay Freight Services Private Ltd are looking to stay on and work at
the firm instead of wanting to give in their resignation at the earliest.
4.2.1.2. Low Pay and Poor Relationship with Supervisors
Low pay and a significantly bad relationship with supervisors can also lead to employees
resigning from a firm and joining a new workplace. Workers who are not satisfied with the pay

27EMPLOYEE TURNOVER IN TRANSPORT INDUSTRY
that they receive at the end of every month and who are seen to pick up constant fights with their
supervisors are more than likely to leave an organization and go join a new organization.
Employees at Jay Freight Services Private Ltd who want to stay on and work at the firm over the
long term are being lured by factors such as good pay, flexible and free working environment,
good work culture, regular appreciation of work and proper career counseling services as offered
by the HR department of the organization. Hence this in turn is something that goes to show that
all of the above have to be ensured or maintained by an organization if it is to avert the problem
of employee turnover and if it is to encourage employees to stay on and work at a firm over a
long period of time.
4.2.2. Challenges of Employee Turnover for a Business Organization
An attempt has been made to understand the challenges associated with employee turnover
for a business organization through the use of secondary research.
4.2.2.1. Un-Attainment of Business Objectives
There are of course a number of challenges that are presented to a business organization
when the employee turnover in an organization is high and these are made evident through
secondary research. A business organization will not be able to achieve its objectives and goals
in a timely and efficient manner if it is not serviced by a pool of skilled employees who possess
the expertise and the wisdom that is necessary in order to be able to perform all types of tasks
and assignments in the manner that is desired (Tews et al. 2019). A business organization
therefore needs to do everything in its power to retain employees and skilled employees at that,
so that it can perform its business roles with the efficiency and the efficacy that is desired
(Vardaman et al. 2018).

28EMPLOYEE TURNOVER IN TRANSPORT INDUSTRY
4.2.2.2. Poor Reputation of the Business Organization
If employee turnover in an organization is high, then the reputation of the organization is
one that sinks to an all-time low. People want to avoid applying for job positions at this
organization as they worry about the fact that they may have to leave the organization at one
point of time or another (Tews et al. 2019). With a high rate of employee turnover, not only will
a business organization fail to achieve its goals in a timely manner, but it will also spend a lot of
its resources in the constant recruitment of new employees and in the process of doing so, it is
not going to be able to pay as much attention to the problem of competitive rivalry and the need
for competitive advantage as much as they would have been able to (Zhang 2016). As a
consequence they will likely lose out to their rivals in the industry and may incur huge financial
losses in the process of doing so. This is all the more reason why the issue of employee turnover
in a business organization needs to be averted at all costs (Kim and Zhang 2017). Business
owners and business administrators need to take cognizance of the fact that employees forma
vital part of the organization and that their needs and desires as well as basic requirements have
to be looked into if they are to be given the incentive that they need to stay on and work at the
firm over an expansive period of time. Only by paying heed to the issue of employee turnover in
a timely manner, can a business organization hope to grab a bull by the horns and the nip the
issue once and for all, in the bud (De Winne et al. 2019).

29EMPLOYEE TURNOVER IN TRANSPORT INDUSTRY
Chapter 5 – Conclusion and Recommendations
The hypothesis that can be confirmed in conclusion is that employee turnover has a
negative impact on a business organization. With respect to the transport and logistics industry, it
has been found that if an organization does a decent job of caring for its employees and provides
them with the respect, flexibility, freedom and work stimulus that they deserve, then they will
feel motivated to stay on and work for the organization for a long time period and will not want
to send in their papers too soon, for resignation. The results of the online survey have shown that
the respondent population is happy to be working at Jay Freight Services Private Ltd as they are
given plenty of freedom to do their work, they are appreciated every now and then for the work
that they do and are paid well enough for performing their job roles. The employees of Jay
Freight Services Private Ltd are also able to work to potential and avoid resigning too easily
because they are provided with good career counseling services by the HR department of the
company. The HR of the company makes it a point to ensure that the various job roles of the
organization are performed by people who are most well positioned to perform such job roles
and who have what it takes to serve the organization well. This is something that is helping the
firm to look after its employees, avoid employee retention while enabling the organization to
establish competitive advantage at the same given time.
The challenges of employee turnover are many. Currently, when it comes to the transport
and logistics industry in general and the Jay Freight Services Private Ltd, company in particular,
the employee satisfaction at the organization is high and people appear to want to stay and work
at the organization for six months at least if not for longer than that. Thus the organization is one

30EMPLOYEE TURNOVER IN TRANSPORT INDUSTRY
that is being able to do a suitable job of keeping employee turnover from taking place. It is
worthwhile to point out in this respect that employee turnover and the challenges that it comes
with is something that appears to be the same for business organizations as a whole, and there
appears to be nothing exceptional or unique about this as far as the transport and logistics in
particular is concerned. In the ultimate analysis it can be concluded that employee turnover is
negative or bad for the growth and development of an organization. Business administrators need
to do everything in their power to ensure that employees have the will and the motivation to stay
on and work at the firm over an expansive period of time. If they do so, and if they manage to
create a work environment and a work culture that is positive in its nature and scope, then
employees will have all the incentive in the world to give their best for the organization and
work here for a considerable length of time without looking for job opportunities elsewhere.
Recommendations
There are a number of recommendations that can be taken into consideration by
businesses which aim at improve employee turnover and who wish to keep the problem from
arising at any given point of time. They are as follows –
 To begin with, firms need to consider how much it is that they incentivize their
employees to do the work that they do, so that there is enough motivation on the part of
employees to stay on and work in a firm for a long span of time. If bonuses and
incentives are of a decent amount, the employees of a firm will have all the goals or the
incentive that is necessary in order to render long term service to the firm instead of
focusing on working for the firm only for a limited period of time (Dubey et al. 2016).
 Business organizations need to set up a proper HR department that will look into the
needs and requirements of employees in a suitable manner. The HR department needs to

31EMPLOYEE TURNOVER IN TRANSPORT INDUSTRY
be entrusted with the responsibility of profiling employees well enough and making sure
that they are assigned duties and responsibilities which are well suited to their abilities
(De Winne et al. 2019).
 An effort needs to be made on the part of a business organization to create the type of
work environment for employees which is positive in nature and which is also well suited
for their growth. If the business environment is positive and happy and if workers are
seen to be appreciated for the work that they do, then they will have every reason to stay
back and serve the organization for as long a period of time as possible instead of looking
for better opportunities elsewhere (Ajit 2016).
 Business organizations need to make sure of the fact that workers are not jaded when it
comes to the performance of their duties and responsibilities. Measures need to be taken
to keep the workers well stimulated so that they can perform to potential for the
organization and meet its many goals and objectives. One of the most effective ways by
which saturated can be avoided for workers in an organization is to allow them to take
leave from work from time to time so that they can rejuvenate and locate the zeal
necessary to do their work well or at least, effectively (Al Mamun and Hasan 2017).
 The relationship that is exercised between supervisors and employees also needs to be
positive for the most part if employees are to stay on and work in a business organization
for a long time. The higher management of a business organization needs to make sure of
the fact that the employees of the organization are placed under the guidance and the
supervision of managers who are sensitive and caring but who also have the firmness and
the determination that is necessary to get employees to perform and complete their work
on time, and in the manner that is desired (Cho et al. 2017).

32EMPLOYEE TURNOVER IN TRANSPORT INDUSTRY
 Focusing on training and development measures for employees is definitely one of the
ways by which a business organization can do a good job of stimulating its employees
and keeping them motivated over the long term. If employees are trained well and on a
regular basis at that, they will gain the confidence that is necessary to perform their job
roles well. They will not feel worried about falling behind in terms of performance and
work progress and will instead be equipped with all the skills needed to do a stellar job
on the work front. Training and development can be provided in a number of different
ways such as through the provision of webinars and seminars and by getting experts to
come and give lectures on important matters or areas of interest in the transport and
logistics industry (Cho et al. 2017).
 Business organizations need to realize that all work and no play is not the best way by
which they can keep employees motivated and eager to stay on and work for the long
term. Regular breaks and holidays or paid leaves for that matter, need to be made
available to all employees of an organization, inducing them to stay on in the
organization instead of leaving at the earliest possible notice (Han et al. 2016).
 Workplace politics is something that definitely needs to be prevented or avoided when
employees are working for a business organization. If politicking is encouraged at the
place of work, it is likely to create a schism between and among the employees leading
them to become dissatisfied with the work that they do (Kim et al. 2018).
 An effort must be made by the management of a business organization to avoid any
discriminatory speech or activity from being used at the place of work. This can
otherwise inflame sentiments and lead to employees resigning and boycotting a company
in large numbers (Reina et al. 2018).

33EMPLOYEE TURNOVER IN TRANSPORT INDUSTRY
 The provision of long term benefits is one of the most effective ways by which a business
organization can retain employees and prevent the issue of employee turnover. Benefits
such as a good medical insurance cover or policy, along with investment schemes and tax
related benefits all need to be made available to employees. The financial and physical
security that is associated with such benefits will put the employees of the organization in
the much reassured position that they need to be in, in order to commit themselves to the
fulfillment of organizational goals over the long term (Tews et al. 2019).
 Finally, business organizations will be able to retain employees in the most effective way
possible, if they are seen to look into matters of timely remuneration or the timely
payment of salary on a fixed date every month. Sometimes, employees are seen to look
for something as basic as a secure salary that comes in on time every month, in order to
motivate themselves to stay and work for an organization for as long as possible. Hence
this is an aspect that needs to be ensured by business organizations if they intend on
getting employees to stay for long, and prevent in the process, the adverse situation of an
employee turnover (Zhang 2016).

34EMPLOYEE TURNOVER IN TRANSPORT INDUSTRY
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