Impact of Job Security on Employee Satisfaction

This assignment examines the relationship between job security and employee satisfaction. It requires students to analyze how changes in job security affect motivation, work commitment, and overall job satisfaction. The assignment also delves into the importance of reward systems, flexible working hours, and comfortable working conditions in influencing employee morale and turnover rates.

An investigation of job satisfaction impacts on
employee turnover intention
“Dissertation submitted in partial fulfilment of the requirements for the MSc
International Management”
JANUARY, 2018
CONFIDENTIALLY STATEMENT
ACKNOWLEDGEMENT
I want to thank my mentor who has motivated me to accomplish the dissertation. He has
guided me with his wisdom and knowledge. His support has made me understand that high
standards work can be accomplished by motivated culture which has also helped me to carry
out the entire dissertation in the right manner. Also, support of my family and friends is also
immense because it has also enhanced my morale during the completion of study. My
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colleagues and team members has facilitated in data collection and analysis which is also
appreciable.
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ABSTRACT
Job satisfaction is considered factor which allows to enhance the commitment and morale
among employees in order to accomplish objectives. It has been noticed that every employee
performance is greatly dependent over motivation. By having an effective consideration of
commitment and willingness the employee turnover can be controlled by the Airline
businesses. It has been witnessed that if employee is not satisfied with the pay scale and other
values offered by the airline business then it will affect the morale. It might create a tendency
to quit the job which might be a critical issue. Along with this, it is necessary for Airline
business firm like BA to have appropriate selection and recruitment so that issue can be
resolved. It will provide employees who are committed so that employee turnover can be
controlled.
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TABLE OF CONTENTS
CHAPTER 1: INTRODUCTION 5
1.1 OVERVIEW 5
1.2 RESEARCH PROBLEM 6
1.3 CHAPTER STRUCTURE 7
1.4 AIM AND OBJECTIVES 8
1.5 FOCUS AND PURPOSE 8
1.6 RESEARCH QUESTIONS 9
1.7 FRAMEWORK AND ANALYSIS 9
1.8 POTENTIAL SIGNIFICANCE 10
CHAPTER 2: LITERATURE REVIEW 12
2.1 INTRODUCTION 12
2.2 EMPLOYEE TRAIT AND ITS IMPACT ON WILLINGNESS TO QUIT JOB 12
2.3 EMPLOYEE DISSATISFACTION MODEL 13
2.4 CLASSIFICATIONS AND IMPACT OF JOB SATISFACTION 15
2.5 RELATIONSHIP BETWEEN JOB SATISFACTION FACTORS AND EMPLOYEE TURNOVER
INTENTION 16
2.6 APPROACHES TO IMPROVE JOB SATISFACTION 18
2.7 HUMAN RESOURCE PRACTICE TO CONTROL EMPLOYEE TURNOVER RATE 19
2.8 STRATEGIC OPTIONS FOR HUMAN RESOURCE MANAGEMENT 22
CHAPTER 3: RESEARCH METHODOLOGY 25
3.1 INTRODUCTION 25
3.2 RESEARCH PHILOSOPHY 25
3.3 METHODS OF INVESTIGATION AND RESEARCH DESIGN 26
3.4 RESEARCH APPROACH 27
3.5 RESEARCH STRATEGY 28
3.6 DATA COLLECTION METHODS 28
3.6.1 PRIMARY DATA 29
3.6.2. SECONDARY DATA 30
3.7 SAMPLING TECHNIQUE AND SAMPLE SIZE 30
3.8 DATA ANALYSIS 31
3.9 ETHICAL CONSIDERATIONS 31
3.10 VALIDITY AND RELIABILITY 32
3.11 LIMITATIONS 33
CHAPTER 4: DATA ANALYSIS 34
4.1 INTRODUCTION 34
4.2 FINDINGS 34
CHAPTER 5: CONCLUSION AND RECOMMENDATION 40
5.1 CONCLUSION 40
5.2 RECOMMENDATION 41
5.2.1 TO IMPROVE SATISFACTION 41
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5.2.2 FURTHER STUDY 42
REFERENCES 43
APPENDIX I 48
APPENDIX II 49
APPENDIX III 51
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CHAPTER 1: INTRODUCTION
1.1 Overview
Employees are referred as one of key asset to the organization because the overall
work effectiveness is dependent over such values. In addition to this, it can be said that
employees not only involved in day to day practice but also provides a strength which assist
in accomplishing key goals and objectives. With an effective consideration of such values the
business firm need to evaluate the outcome so that sustainable opportunities can be attained.
It is necessary for every business firm to ensure that the employees are satisfied with the
work culture and facilities so that their morale can be advanced in critical manner (Keiser,
2012). It has been noticed that by having an appropriate consideration of satisfaction among
workforce the performance of business entity can be advanced. Employee satisfaction
describes the extent to which employees are happy and content. It also involves finding out
whether the needs and desires are being fulfilled by them or not. It also assists in leading
business towards impressive level of success and ensure that goals and objectives are being
accomplished properly. Satisfied employees may lead business to impressive level of success
(Nadiri and Tanova, 2010).
However, dissatisfaction is a factor which might affect the morale of workforce. It
might also force employee to quit the job which will have negative impact on the employee
turnover ratio. It has been noticed that dissatisfaction at the workplace is most common issue
which employees face at some point within an organization. It might force them to left the
job so that better opportunities can be identified. It might affect the cost and other operational
aspects of the company so management need to ensure about such values (Jordan and Troth,
2011). It has been noticed that if employee satisfaction is well maintained then it allows to
have proper reference of activities. As same changes in such values might create issue in
terms of turnover. It has been witnessed that key goals and objectives in terms of
sustainability can also be accomplished through improving job satisfaction. Dissatisfaction
may be caused by a number of factors. These are the reasons for unhappiness of employees
which must be understood by the organization. By having an appropriate development in
terms of standards and human resource practice the issue of dissatisfaction can be overcome
(Kidwell, 2011). It allows to have better opportunities in terms of employee satisfaction. It
also assists in ensure that employee turnover is also being controlled properly so that key
measures can be taken into account. Lack of growth within career is also a critical issue
which might affect the outcome in diverse manner. If employees are not feeling that they will
attain long term values more effectively then it will create an issue in terms of sustainability.
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It will impact the morale which might lead to job quit. Equal job opportunities at the
workplace is also a factor which might affect the job satisfaction factors (Bliese, 2011). It
allows employees to feel comfortable within an organization which assist in long term
development. It will also improve the environmental values so that issue of employee
turnover can be resolved. It is necessary to create an interest at the workplace so that
workforce may feel attracted to have efficient working.
Other than this, poor management at the workforce may also create a critical issue for
the business entity which affects the overall development. If the management at workplace is
not appropriate then it might be possible that issues in terms of satisfaction may also
occurred. It is necessary to ensure that standards are well maintained so that employee
turnover can be controlled efficiently in terms of sustainability (Aydogdu and Asikgil, 2011).
In the present study, the key focus is on employee satisfaction and its impact on the
employee turnover. By having an effective consideration of key values the issues in terms of
sustainability can be overcome. With an application of standards in terms of employee
satisfaction the issues can be resolved. It helps in effective development of measures and
ensure that key measures are accomplished (Chenail, 2011). Present study will explore the
relationship between job satisfaction factors and employee turnover intention. Along with
this, dissertation will have identification of employee character that creates willingness to
quit their job position. By having an appropriate consideration of diverse factors in regard to
employee retention can also be overcome effectively.
1.2 Research Problem
It has been noticed that every business firm is having an effective development of key
norms in respect to employee satisfaction. In recent era, the businesses are facing issues in
regard to human resource management so that goals and objectives can be accomplished. By
having an improvement in standards of human resource practice the overall development can
be taken into account. In addition to this, it can be said that every business entity requires
some talented employees so that performance can be advanced. It also improves the level of
satisfaction and ensure that turnover ratio is also being controlled in desired manner.
Dissatisfaction among employees is also a factor which impact the overall performance (Chi
and Gursoy, 2009). One of key rationale behind the selection of subject is that issue in terms
of employee turnover has advanced in recent past years. Employees in airline sector are
switching to other jobs at high scale. In order to identify the key reasons behind such values
the present study is being conducted. Along with this, it has been noticed that airline sector
also has diverse issues in context to the employee satisfaction which also forces to have
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improved focus on the present study (Chiaburu, Diaz and Vos, 2013). Moreover, human
resource practice within airline sector is also not impressive which has impacted the
performance of businesses. It has forced to have selection of topic so that key measures can
be understand properly and ensure that human resource allocation can also be improved.
1.3 Chapter Structure
In order to have effective accomplishment of the standards the experts need to ensure
about the structural values so that goals and objectives can be accomplished. By having an
appropriate designing of the policies, the issues in terms of research study can be evaluated.
The structure comprises of a series of chapters that form a crucial part of the research study.
Discussion about the various chapters of dissertation has been made with the help of the
following paragraphs:
Chapter 1: Introduction: It is a chapter which is initially designed with a purpose to
provide detailing about the subject. It has been noticed that clear framework about the subject
can provided in this chapter so that better understanding can be developed. It is a section that
offers an overview about the satisfaction and employee turnover. In this, rational about the
selection of topic and sector is also being presented (Christen, Iyer and Soberman, 2006). It
creates a better awareness in respect to the standards of study. Along with this, application of
aim and objectives is also being referred properly so that corrective measures can be taken
into account. Considering aim and objectives the research tools application can be referred in
desired manner. It will also provide a potential significant learning in respect to the topic.
Chapter 2: Literature Review: It is a second most significant chapter which need to be
referred by the experts in order to have effective accomplishment of study. It has been
noticed that by having an effective development of key measures in terms of subject and
literature section the management need to have development of standards. In this, different
secondary sources information will be presented on the basis of objectives (Christopher,
2014). It will allow to identify the employee character who have willingness to quit their job
position. Along with this, it will provide in-depth information with a support to authentic
literature so that key measures can be well maintained. It has also provided assistance in
evaluating the organizational practices in human resources management (Cox and McDonald,
2013).
Chapter 3: Research Methodology: It is a chapter which allows to have effective
development of methodology so that key outcome can be accomplished. In this, information
about diverse methods is being presented so that overall standards can be well maintained.
Diverse research values are being taken into account (Daniel and Sam, 2011). In addition to
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this, it can be said that proper justification is also being presented in order to ensure that
methodology section is effectively measured. Along with this, limitation and ethical
consideration is also taken into account to have proper learning about the methodology
section. Application of diverse resources is being taken into account so that study can be
accomplished (Torrington, 2014).
Chapter 4: Data Analysis and Findings: It is a section which allows to have appropriate
interpretation presentation of data that have been collected by the methods in chapter 3.
Through having an effective consideration of graphs and other thematic values the
information will be presented in manner to develop understanding about the subject.
Chapter 5: Conclusion and Recommendations: It is a chapter which provides an
information about conclusive points so that better understanding can be developed. With an
assistance of this, the major findings can be evaluated in desired manner (Hellawell, 2012).
Along with this, it has been noticed that analysis measures are being taken into account to
have proper interpretation. Also, recommendation in respect to limitation of study is being
referred. It will allow to have understanding about the recommendation which can resolve the
issues in different areas.
1.4 Aim and objectives
Aim: To investigate job satisfaction impacts on employee turnover intention in Airlines
industry.
Objectives:
 To identify the employee traits who have willingness to quit their job position
 To explore the relationship between job satisfaction factors and employee turnover
intention
 To evaluate the organizational practices in human resources management.
1.5 Focus and Purpose
Key purpose behind the present study is to have investigation regarding job satisfaction
impacts on employee turnover intention in Airlines industry. Present dissertation study will
have effective consideration of diverse gaps present in the previous research of selected topic.
It means the experts will have reference of standards in such manner that limitations of
previous studies can be overcome. It has been witnessed that there are number of literature
available in the market which provides an information about job satisfaction and employee
turnover ratio. With an application of diverse standards in regard to research practice the
learning about methodology section will also be gained (Hill, 2007). It is also a purpose that
key standards learning can be advanced with a help of practical application of standards.
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Previous studies have not provided the identification of employee character that create
willingness to quit their job position. With a help of present study such factors can be
examined in desired manner. It has been noticed that number of research are being taken into
account in order to identity the key regarding human resource practice (Hogg, 2008). Also,
none of previous study has considered the practice in relation with the airline sector. By
having an effective focus on such standards, the issues in regard to practice of employee
satisfaction can be resolved. It will also advance the sustainable learning in respect to
relationship between job satisfaction factors and employee turnover intention.
1.6 Research questions
In order to provide better support to the research aim and objectives the consideration of
questions is also significant. With an effective consideration of such values, the experts can
understand the key issues and problems which are associated with study. It will allow to have
selection of standards that assist in meet the objectives (Islam, 2014).
 How employee trait forces individual to quit their job position?
 What is the relationship between job satisfaction factors and employee turnover
intention?
 What kind of organizational practices in human resources management are necessary
to control employee turnover?
1.7 Framework and Analysis
It is necessary for experts to ensure that information is being collected from the reliable
sources. It is also significant to have consideration of framework and analysis section so that
key terms can be accomplished. This is significant as with it, the researcher can arrive at
conclusions and recommendations by making proper decisions (Jepsen and Rodwell, 2008).
By ensuring about the framework the investigation on job satisfaction impacts on employee
turnover intention in Airlines industry can be accomplished.
Design of research: Research will have consideration of descriptive and explanatory
aspects. With a help of effective selection of design the overall values can be described. It
also assist in identifying the key value which are highly associated with development.
Specific behaviours could be described by the researcher using this design (Jiang, Baker and
Frazier, 2009). Along with this, overall present investigation will provide in-depth
information in regard to employee turnover. It will also help in analysing measures which
affect the learning.
Research approach: With an effective application of inductive approach the learning
can also be accomplished. In order to ensure that there is relationship between job satisfaction
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factors and employee turnover intention the consideration of such values is essential. By
having a consideration of approach the findings need to be added for better understanding. It
will also make understand about the key reasons which impact the overall learning (Christen,
Iyer and Soberman, 2006).
Research philosophy: In this, positivism philosophy will be employed so that
employee character and its relation with individual to quit their job position can be evaluated.
By having an appropriate learning in regard to research philosophy the issues are being
overcome in desired manner (Christopher, 2014).
Techniques of research: In addition to this, it can be said that qualitative measures and
quantitative measures both are being referred. It will provide information in respect to
measures which allows to have effective learning in regard to measures. By having an
effective consideration of key measures the issues in terms of sustainability is necessary.
Method for data collection: In order to have effective data collection the primary and
secondary data collection is need to be followed. It has been witnessed that for secondary
data collection the standards in terms of human resource practice. By having a literature on
the satisfaction and employee turnover will help in data collection. On the other side, the
interview will be conducted (Cox and McDonald, 2013). To focus on gathering more in-
depth information, this study intent to do a semi-structure interview.
Sampling technique: It is necessary for business firm to have effective consideration of
respondents in order to take interview. In addition to this, respondents will be international
airline’s existing employees in any position who passed the formal recruiting, developing and
training processes, and start working at least 1 year.
Analysis of data: It is necessary for effective presentation of information in descriptive
manner so that goals and objectives can be accomplished. In addition to this, information will
be presented in manner that it must be understandable.
1.8 Potential Significance
Present study is referred as one of most critical aspect in regard to human resource
practice. In addition to this, it has been noticed that employee satisfaction is referred as
practice which assist in sustainable values. Present study is significant because it helps in
developing learning about employee turnover ratio (Daniel and Sam, 2011).
It will also provide information to scholars so that they can understand the process
and concept of research work. It will also be of potential importance to various organizations
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as they will learn about the causes of discontentment of employees. By learning about the
causes, steps can be taken by them for dealing with employee dissatisfaction. Along with this,
it will also provide information in regard to relationship between job satisfaction factors and
employee turnover intention (Torrington, 2014). Human resource practice in respect to
controlling turnover ratio is also significant so that development can be accomplished. It will
also provide better learning in respect to research methods. It means by having a sustainable
development the key measures can be taken into account.
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CHAPTER 2: LITERATURE REVIEW
2.1 Introduction
According to experts the literature review is considered as one of key aspect for every
research study because it allows to have effective comparison of diverse ideas. In addition to
this, it can be said that the information which has been collected by the researcher by
accessing number of secondary studies is being presented in this section. It also provides an
understanding about work of other authors and researchers who have focused on same
subject. Literature review provides an identification of the gap which are not being covered in
previous studies. It means the limitations of previous studies can be identified effectively. By
having a critical evolution of viewpoints of diverse authors, the study aim and objectives are
being accomplished. It is all about presenting a theoretical base which are related to the
study. In addition to this, it can be stated that literature review section will cover diverse
aspects which are associated with Human resource management and employee satisfaction.
With an assistance of diverse measures the issues in terms of sustainability can be overcome.
It will also provide an information about the employee character and its impact on
willingness to work within organization. After providing an overview of the importance of
employee satisfaction in relation to airline industry, the literature review section will consist
of information on factors responsible for employee dissatisfaction. Along with this, literature
section will assist in understanding the diverse human resource practice and its impact on the
employee turnover.
2.2 Employee Trait and Its Impact on Willingness to Quit Job
Every individual within organisation is significant because he/she plays a critical role
in operations. According to Hitt, Biermant and Kochhar (2010), every employee has its own
reasons behind the quitting the job so willingness to work also need to be referred. If any
employee is not having a willingness to commit in operations then he/she will face issue
regarding dissatisfaction and impact the performance of airline firm. By having an improved
focus on such aspects, the issues can be resolved and lead business firm to impressive level of
success. There are number of factors that impact the employee willingness to work in
organisation. Classification of elements can be as facilities, policies, income, personal reason,
etc. As per the view of Horton (2010), if airline sector firm are having focus on improvement
in such elements then willingness to work can be advanced. It will assist in motivating the
employees and ensure that employee turnover ratio is being controlled effectively. In addition
to this, it can be said that if facilities provided by the company are not according to needs of
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employee then the level of morale will be decreased. It might create an issue of
dissatisfaction within airline firm which will impact operations in diverse manner.
Employee trait also has great impact on the willingness to quit the job. If person is not
feeling comfortable to have work within organisation due to differences in culture then it will
impact the work performance and create such issues. For example, person has joined airline
sector organisations where autocratic leadership is being employed. But the person is more
attracted towards participative culture (Jackson, 2010). In such situation, it might be possible
that person will get frustrated due to diverse employment of policies. It can also create a
willingness to quit the job so that key opportunities can be attained. Kozlowski and Salas
(2010) has contended that character of person also relates with needs. If needs of person are
not being fulfilled properly then it might be possible that he/she may not having working in
desired manner. Along with this, by having an effective consideration of key measures the
issues in terms of behavioural values can be overcome. If behavioural aspects are not positive
then it will also create a situation regarding job resign. It will impact the employee turnover
ratio in negative manner and create performance issues.
McMichael (2012) has stated that employee character and behaviour is also dependent
on the policies which are being framed by the airline sector organisations in order to improve
the standards. If company has decided to have implementation of few practices which might
affect the effectiveness of employee performance then he/she may feel demotivated which
will create issue in terms of sustainability. Other than this, if airline firm is looking for the
hard-working employees but the employee trait and behaviour is to have working in flexible
manner, it might also create an issue for employee in terms of commitment and performance
which will create a pressure to quit the job. Cardwell and Danaher (2009) has contended that
by having an effective consideration of such measures, the employees’ issues can be
overcome so that dissatisfaction can be reduced within airline operational firm. Improvement
in satisfaction level and workplace environment allows to improve the sustainability. It will
also assist in controlling the employee turnover ratio.
2.3 Employee Dissatisfaction Model
According to Armstrong and Taylor (2014), emotional labour model is essential to
refer by the management of airline firm so that they can easily identify the key needs. It is
considered as a model which allows to ensure about the job requirement of the workers so
that they can have changes in policies in more appropriate manner. Emotional labour is
referred as form of emotional regulation which assist in having an observation of facial
display so that workplace need to be advanced. Aydogdu and Asikgil (2011) has stated that
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by having an effective consideration of genuine need of employees the strategy must be
framed. It will allow to have effective consideration of key measures and lead business to
impressive level of success. It has been witnessed that emotional labour model has impact on
the employee working in diverse manner. It can be evaluated that employees are not able to
display emotional labour if they are dissatisfied with the job. Emotional labour promotes the
commitment towards work activities so that sustainable opportunities can be attained (Boxall
and Purcell, 2011). By having a consideration of activities like engagement with higher
authorities the emotional commitment towards workplace can be advanced and it will assist
in improving satisfaction. If such measures are not being evaluated properly then it will affect
the overall development in terms of sustainability. Airline sector businesses need to ensure
that employees are effectively attracted towards job roles with concern of emotional state. It
will allow to have continuous development in terms of job satisfaction and lead to impressive
level of success.
Bliese (2011) has argued that if employees are not having proper satisfaction then it
will influence the commitment level as well. With an improved focus on commitment, the
airline businesses can promote satisfaction in order to control the turnover ratio. Employees
of airline sector also need to meet the responsibility of interaction with clients. It has been
noticed that if employees are not having proper engagement with the customers during
boarding and other functional areas, it might create a job role bored which can also increase
the tendency to quit the job. As per view of Williams (2003), some of the flight attendants
cannot control their temper while dealing with rude passengers, it reflected that the basic
employment rights are significant for service providers or airline staff in the face of
aggressive and difficult customers or passengers. Establishing the proper employment rights
to secure them during work will stimulate the appetite of effective working. Furthermore, it
has been noticed that if employees are having high level of dissatisfaction then they will not
have proper expression of their feelings at the workplace. As same the level of improved
satisfaction allows members to have application of diverse innovative ideas. It is because they
feel emotionally motivated to present ideas which can improve the practice.
Boxall and Purcell (2011) has contended that management of airline sector firm will
have focus on psychological contract model so that level of satisfaction can be advanced. In
addition to this, it can be said that by having a consideration of psychological model the
overall relationship between members of workplace can be advanced. It means the key
developments in context to engagement among employees is necessary. If workplace
environment is friendly and they are having a proper support of each member then it will
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advance the morale level. It also improves the level of satisfaction and ensure that key goals
and objectives are being accomplished. Brown and Sitzmann (2011) has asserted that
perception and assumptions of employees need to analyse the key outcome. In this, it is
necessary to have proper balancing between way employer treat employees and way workers
have operations. By having an effective consideration of such values, the issues in terms of
job satisfaction can be identified within airline firm. If such measures are properly maintained
then it will advance the practice and belief so that issue can be resolved (Chiaburu, Diaz and
Vos, 2013). In addition to this, improper consideration of such measures is being referred as
breakdown of psychological contract. In the situations when employees feel that the
psychological contract has been broken, they may feel exploited. Injustice by the employer
may result in dissatisfaction of employees thus making them less committed to work or less
in job satisfaction (Chi and Gursoy, 2009).
2.4 Classifications and Impact of Job Satisfaction
There are different kinds of job satisfaction which need to be referred by organisation
of airline sector (Burr and Pearne,2013). It has been noticed that job satisfaction can be
classified in three criteria such as evaluate, cognitive and behavioural. Behavioural job
satisfaction is all about having a motivation to do job due to behavioural aspects. With an
assistance of this, key norms in regard to behaviour can be advanced. Another job satisfaction
is referred as cognitive values, in this, employee is ready to accept the challenge and show his
commitment towards work. At last the evaluative job satisfaction is all about having an
interest in job role and responsibilities. Chenail (2011) has contended that management of
airline firm need to focus on all such values in desired manner so that goals and objectives
can be accomplished. For example, the employee like to earn money with performing number
of activities within organisation. It enhances the morale because the financial need of person
is meeting properly which will also provide better control on turnover ratio. It has been
noticed that job satisfaction has great impact on the operations of airline business because if
financial need is not being accomplished properly then employee will not like the company
working style. It might create an issue of job satisfaction which will adversely impact on the
employee turnover ratio. According to Chi and Gursoy (2009), workplace reliability also has
an influence on the employee satisfaction. It is necessary for every business firm in airline
sector to ensure that key operational standards are properly maintained. It will assist in
effective development of measures so that goals and objectives can be accomplished.
Monetary dissatisfaction is also a critical issue which need to be referred by human resource
management. It has been noticed that if poor pay issue is most common within organisation
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then it will impact the working in diverse manner. Chiaburu, Diaz and Vos (2013) has
contended that management need to bring changes more effectively so that key outcome can
be accomplished. It will also assist in improving the job satisfaction so that turnover ratio can
also be controlled more effectively. Along with this, it has been noticed that lack of job
security is also a factor which need to be referred by management in order to have control
over employee turnover. If the business firm like British Airways is focused towards
improvement in lack of job security. With an assistance of this, issues need to be measured
properly so that key goals and objectives can be accomplished.
By the view of Christopher (2014), employee satisfaction has great impact on the
organisational performance which assist in meeting objectives. It has been noticed that if
employee satisfaction is high then it will also advance the productivity and ensure in meeting
standards. Motivated employees do not focus on option like job quit, in addition to this, it can
be said that stresses that those employees who are dissatisfied take the decision to leave the
company (Armstrong and Taylor, 2014). It means airline firm need to focus on improvement
in workplace environment so that stress can be controlled. It will allow to advance the
motivation and lead practice to impressive level of success. Dissatisfied employees
themselves are not interested in performing everyday work. At the time when organization is
facing downs, these employees do not provide support, and they are going to be the first ones
to leave the company. It can be evaluated that such situations can be disastrous for airline
firm. Cox and McDonald (2013) has contended that by having an actual information in regard
to practice the issues can be referred. It means if information sharing within organisation is
not appropriate as per key standards then it will advance the conflict situation. To manage the
level of quit intention, having an actual learning in regard to employee working environment,
the issues need to be taken into account by each airline manager.
2.5 Relationship between Job Satisfaction Factors and Employee Turnover Intention
According to Sirmon, Hitt and Ireland, (2007), there are number of factors which has
great impact on the employee satisfaction. By having an improved focus on factors like
opportunities, income, etc. the job satisfaction can be advanced within airline sector. It has
been noticed that job satisfaction also impacts the employee turnover ratio in diverse manner
because it directly links with the performance. In addition to this, it can be said that every
employee within airline sector organization have some needs, if company is effectively
meeting such needs then it will advance the level of satisfaction. It has been noticed that
employee turnover can easily be controlled through improvement in satisfaction and morale.
It will lead business firm to impressive level of success in competitive market. Armstrong
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and Taylor (2014) has argued that better opportunities at the workplace advances the job
satisfaction. It has been witnessed that if employee is having an appropriate consideration of
future growth in the organization then it will motivate him to accomplish efficient working.
Improvement in performance will have influence on the morale of workforce which will
allow to have committed working. Such measures also create some positive values and attract
employees to have continuous long term working with the organization.
Boxall and Purcell (2011) has asserted that underpaying the workers is one of the
primary reasons that cause dissatisfaction of the workers. It has been witnessed that if airline
sector organisations are not offering income to employee as per commitment and need then it
will affect the satisfaction level in negative manner. It is significant for business entity to
improve the standards in terms of income level so that issues can be resolved. Along with
this, limited income level among employees creates dissatisfaction and affects the
performance. Brown and Sitzmann (2011) has stated that income level and salary issues also
impacts the overall development which need to be referred by the managers. If such values
are not properly well maintained then it will impact the key outcome. This hampers the
feeling of trust and commitment towards the organization. By having an improvement in
terms of employee needs the satisfaction can be advanced within airlines so that employee
turnover ratio can also be controlled.
Burr and Pearne (2013) has contended that the application of motivational theories is
also beneficial to refer by the management of businesses in order to advance the reliability. If
employees are feeling motivated then the satisfaction level will also be advanced so that key
goals and objectives can be accomplished. With an improved focus on the motivational
values the workplace environment can also be advanced which has positive impact on the
employee turnover ratio. Motivation improvement also enhances the employee commitment
within airline sector organisations which will assist in meeting key goals and objectives. As
per the view of Crook and et.al., (2011), Herzberg motivational theory is also beneficial in
order to meet the objectives. With an assistance of motivational theory, the employee morale
can be advanced so that measures in regard to sustainability can be taken into account. It has
been noticed that key outcome in regard to have better improvement in skills of person will
also assist business firm to ensure about satisfaction level. If person is feeling that
interpersonal skills benefits are being attained by the business entity then it will advance the
outcome in regard to have sustainable development.
As per the view of Dann (2012), the company also need to focus on the policies
changes so that fair practice can be promoted. If any member is having equal opportunities
18

then he/she will feel valued while having working within an organisation. It will advance the
key outcome in terms of sustainability so that diverse benefits can be attained. Unfair policies
and unclear administrative policies also need to be referred so that key outcome can be
attained. By advancing the morale of members, the issue in terms of employee satisfaction
can be resolved. According to Guest (2011), the employees have security needs which must
be referred by the management. If job security and other aspects within organisation are
maintained, it will advance the job satisfaction and lead business to impressive level of
success. For example, if employees are not feeling comfortable to have operations within
organisation then it might be possible that key values are not according to measures. In
addition to this, it can be said that by having an effective consideration of safety measures the
employees’ morale can be advanced so that goals and objectives can be accomplished. By
having an improved focus on training and development measures the issues in terms of
sustainability can be resolved. Along with this, employee development can be advanced.
Improved focus on skills development advances the key measures in terms of creativity. By
having an appropriate learning regarding measures of organisational capabilities, the
workplace environment can be advanced. It will allow to have effective development of
standards and ensure that level of job satisfaction is being advanced. It also helps in
controlling the employee turnover ratio and lead business entity to impressive level of
success.
2.6 Approaches to Improve Job Satisfaction
As per view of Boxall and Purcell (2011), there are number of ways which need to be
employed by management of airline firm so that job satisfaction can be advanced. It is
necessary for management to have focus on good leadership practices so that goals and
objectives can be accomplished. By having an improved focus on such measures, the issues
need to be resolved. Advancement in workplace standards is also essential so that long term
opportunities can be created. With an application of key standards in respect to human
resource management the work practice need to be advanced. Brown and Sitzmann (2011)
has contended that management need to promote personal growth so that key objective can be
accomplished. It will improve the skills and knowledge so that overall development in terms
of better opportunities are being attained. It will also advance the morale so that corrective
measures can be taken into account. It has been noticed that providing a clear direction to the
employees is also beneficial because it assists in meeting objectives. By having an improved
focus on the feedback and support system the issue can be resolved properly and hit to the
point. It helps in understanding the key values so that standards can be advanced. With an
19

application of measures in regard of job satisfaction the business entity can have
advancement.
According to Burr and Pearne (2013), application of training programs for the
employees is also beneficial because it assists in effective consideration of skills
development. Improvement in skills has great impact on the performance which make
employee feel motivated. It assists in advancement of human resource practice so that
opportunities can be accomplished. It also facilitates in improving the standards and control
employee turnover more effectively.
2.7 Human Resource Practice to Control Employee Turnover Rate
According to Sirmon, Hitt and Ireland (2007), human resource practice is referred as
one of key benefit which allows to have sustainable development of goals and objectives can
be accomplished. By having an actual learning in regard to measures of employee turnover,
the issues can be resolved. It has been noticed that the tracking of turnover rate on regular
basis is significant to refer so that overall performance can be advanced. It has been noticed
that regular basis monitoring of turnover ratio will allow to identify the issues which impact
the turnover. Along with this, an application of measures in terms of monitoring must be
according to human resource management principles so that a better support can be provided.
It will allow to ensure that human resource management engagement is being referred
properly so that better benchmarking can be taken into account. Armstrong and Taylor (2014)
has stated that by having a regular tracking the data can be used to have analysis so that
problems can be spot out. On the basis of this, the strategies can be advanced in critical
manner so that turnover can be controlled. Friendly and participative environment are also
need to be advanced so that key outcome can be significantly advanced. With an application
of measures in terms of strategies application the issue regarding employees turnover rate can
be reduced. In addition to this, it can be said that integrated hiring of human resource practice
with the planning is also essential. It will allow airlines to set out standards which can impact
the employee satisfaction level. It means that by having improvement in workplace standards
and decision making according to employees’ needs is necessary to control the turnover rate
within airline sector organisations as well as other organisations.
According to Boxall and Purcell (2011), it is also necessary for management to have
improved focus on the employee engagement so that workplace environment can be
improved. In other words, this can generate the positive thinking among employees in an
organisation, and give the space for making more teamwork relationship to reach
20

organization goals effectively. Without doubt, human resource practice in the airlines will
both help general employees and management level employees creating the positive feeling
associated with creativity, integrative thinking and inductive reasoning to work together
smoothly. With an application of key measures in terms of team working the level of
performance can advanced, it also impacts positively on the employee motivation. Therefore,
by having an improved focus on the employee motivation, the issues in terms of high
employee turnover ratio can be also be resolved. Human resource practice must have proper
involvement of previous observation results so that correct decision can be taken into
account. By having an effective consideration of employee engagement practice the
coordination level can also be advanced which is beneficial to improve the team performance.
Improvement in team performance is also beneficial to make sure that key terms regarding
motivation are also being advanced. It will allow to have sustainable development and ensure
that key goals and objectives are being accomplished. In each airline, team performance is
one of the key requirements in providing safety service during the passengers is travelling on
board, aside from the service mind and first aid knowledge after airlines staff has been trained
(Shehada, 2014). Furthermore, in terms of rewarding, Brown and Sitzmann (2011) has
contended that by having an improved focus on human rewards the performance of
organisation can be advanced. It will also make employees feel valued so that sustainable
values can be attained. In addition to this, having an improved level of satisfaction with a
number of rewards, the employees will have efficient working in the proper ambiance. At
last, it indicates such kind of improvement in human resource practice allows to resolve the
issue in terms of turnover ratio. With an improved focus on the improvements in human
resource management practice the employee working motivation can be advanced which will
lead to reduce the high turnover intention ratio within airlines in every year (Baloch, Zaman
and Jamshed, 2014).
As per the view of Burr and Pearne (2013), it can be said that hiring a right person is
one of critical measure which allows to have control over employee turnover ratio. It has
been noticed that the turnover ratio would be advanced if right employee is being hired
comply with a fundamental job standards merely. It is necessary for human resource
management to have focus on setting new standards in selection process so that correct
candidates can be hired. If correction job allocation is taken into account then employee will
not feel bored which will improve the satisfaction level. However, improvement in employee
satisfaction is beneficial to control the issue of employee turnover. If employee turnover ratio
is not being controlled by the management then the overall cost of methods will also be
21

advanced that is to say it is costly process on recruiting, training, developing, maintaining and
retaining to build proficient employees which firm must spend for long-term success in the
industry. It might create additional issues so management need to ensure about it
significantly. Crook et al (2011) has contended that by having an effective consideration of
improvement in competitive pay and benefits ม the conflicts in regard to employee
satisfaction can be overcome. By having an improved focus on the standards in respect to pay
and income level, the human resource management can ensure that availability of resources is
appropriate. The skilled workforce will have efforts to improve the environmental standards
so that airlines can reach both short-term and long-term goals and objectives following its
vision and mission. With an effective consideration of measures the employee turnover can
be controlled and lead business to impressive level of success.
Dann (2012), has stated that giving praise to the employees is also a method which
allows to have sustainable development. With an application of measures in terms of
encouragement and recognition, the employees can be attracted towards workplace. It will
improve the employee’s commitment and lead to impressive level of success. By considering
the measures in terms of create an encouraging, positive work environment the overall
performance can be advanced. It will also allow to ensure that employee turnover is being
controlled for better opportunities in the market. Guest (2011) has contended that career path
design program can be introduced by the company so that employees can feel valued and
become loyalty to the organisation. By having an improved focus on presenting career
benefits to the employees, the level of satisfaction will be increased in positive way. It is also
necessary to have sustainable development in terms of better job opportunities within
organisation, the morale of workforce can also be improved. It will also allow to have
sustainable development in the organisation so that key measures can be taken into account.
Showing employees, a projected career path gives them a sense of direction and purpose
(Boxall and Purcell, 2011). Employees want to be praised and awarded, they expect the
business to provide training to them, and then they can prove themselves through their
achievement. All of these come under the needs related to self-esteem. It can be analysed that
if an organization is not providing enough training to the employees, it may not be catering to
the needs related with self-esteem of the employees, they cannot feel secure in modifying the
tasks in the light of experience.
Dann (2012), has argued that if training is being provided to employees is critical
manner then it will affect the outcome in positive manner. By having an actual information in
22

regard to sustainable values the employee turnover issues can be resolved as much as
possible. If employees are not attaining proper training and performance is being influenced
so that it will create an issue of employee performance and morale. It means setting out
standards in regard to employee morale will also advance the practice and help in resolving
issue. Overall, the key strategy human resource management to reduce employee turnover
intention which is the sign of actual quit action of employee is consisting of rewarding,
training, focusing on employee needs and providing the career benefits to employees.
2.8 Strategic Options for Human Resource Management
As per the view of Crook et al (2011), human resource management practice can be
strengthening with an application of strategic values. By having an effective consideration of
such norms, the issues in terms of sustainability can be implemented. It has been noticed that
by having an effective consideration of key fundamentals in context to human resource the
issues can be resolved. However, in respect to have effective human resource policies, the
management of airline firm need to ensure about functional areas like recruitment, selection,
training and motivation among employees. With an assistance of this, key terms in regard to
human resource is essential so that goals and objectives can be accomplished. Along with
this, strategy to have improvement in skills is also beneficial for effective human resource
practice. Boxall and Purcell (2011) has contended that by having effective improvement in
recruitment and selection process the issues can be resolved. With an application of standards
in terms of selection process through reference of measures the overall practice can be
advanced. It has been noticed that human resource department plays a significant role in
allocation of responsibilities so that performance can be improved. It has been identified that
human resource management with consideration of diverse techniques allows airline firm to
improve work environment. With an assistance of this, job satisfaction can be advanced and
ensure that overall development can be taken into account.
Brown and Sitzmann (2011) has asserted that there are number of factors and
practices which need to be referred by airline firm in order to promote the strategic human
resource practice. Recruitment and training is significant which can improve the level of
satisfaction. It has been witnessed that key aim of the human resource team must have hiring
of right and efficient people so that development can be accomplished. It is necessary to have
effective sharing of information about the job responsibilities so that employee can have
proper mind set to perform the same. If employee is not aware of key responsibilities then it
will affect the measure in regard to job satisfaction. It means allocation and communication
must be proper to meet strategic outcome and ensure that key goals and objectives are being
23

accomplish with effective control on employee turnover ratio. As per the view of Burr and
Pearne (2013), performance appraisal and maintaining work atmosphere are also two
strategic values which need to be referred so that key outcome can be accomplished. By
having continuous improvement in terms of both values the level of job satisfaction among
airline workers can be advanced. It also allows to have continuous improvement in terms of
sustainability so that performance can also be improved. In this regard, human resource
department of airline firm need to motivate employees so that they can have efficient working
for achieving airline’s goals in every year then it can create more passengers base. Along
with this, feedback must be taken from employees so that issues can be discussed, such as the
feedback from airline frontline staffs who always dealt with various of passengers and faced
many difficult issues, if their comments cannot get attention from senior manager, the
negative feeling to work will be aroused. Therefore, human resource team need to have
application of standards that advance friendly environment so that satisfaction can be
improved. It will also help in controlling the turnover ratio and impact the working in diverse
manner.
According to Chenail (2011), Harvard Model Framework is considered as one of key
application which can advance the human resource practice within airline sector. By having
an effective consideration of such measures, the line manager can have effective design of
policies (Cox and McDonald, 2013). With an assistance of this, issues can be targeted in
organisation desired manner. It allows to ensure that different situational factors are being
considered in policy formation so that accomplishing employees’ needs. With an application
of measure in terms of operations improvement, the issues can be resolved and lead to better
sustainability. It has been noticed that influence of stakeholders also need to consider in
regard to have better application of human resource policies. With an application of key
standards, the overall development in regard to long term and short-term consequences need
to be referred. It will also assist in improving the cost effectiveness and commitment.
Moreover, Chi and Gursoy (2009) has contended that strategic human resource management
within airline company is also essential. In this regard, the diverse steps for improvement are
being followed. It has been noticed that initial step is to have effective identification and
explanation of situational values. In addition, it can be said that appropriate information in
regard to vision and mission also need to be shared so that goals and objectives can be
accomplished. Application of SWOT analysis in regard to working of airline company is also
beneficial because it assists in long term development. If an airline has a stable growing in
the market which means it serves more routes or orders more aircrafts because it is
24

affordable, it will contribute trust and loyalty among employees to the company. Chiaburu,
Diaz and Vos (2013) has argued that human resource team also need to have consideration of
values that can assure job satisfaction such as plans, facilities, etc. It is crucial to have more
detailed valuation so that decision can be taken according to business situation. Discussion
and testing of key selected strategies lead the issues to be resolved. At last the
implementation must be referred by the management of airline firm. However, before an
application of any kind of strategy, the checking of hurdles is essential. It will also improve
the working and assist in controlling the employee turnover ratio or stopping the intention to
quit. Apart from that, it has been noticed that by having an application of measures in context
to usefulness of resources and capabilities are also essential. By implementing the right
approach to manage employee turnover issue will assist in ensure that key outcome is being
accomplished with a help of sustainability.
Additionally, Christopher (2014) has stated that the consideration of additional values
is also essential in order to advance the motivation level. With an effective consideration of
talent management and culture management the key issues can be overcome. It will assist in
developing measures regarding human resource practice and ensure that turnover ratio is
being controlled. Airline business need to have focus on talented employees, emphasis on
more training to them and so that the performance can be advanced whereas other employees
can be motivated by rewarding, training and receiving attention from top management.
Improvement in performance advances the morale and lead to better satisfaction within
organisation. Moreover, the improvement in such values also focuses on the employee
retention which indicates that the airline can retain the top-performing employee, and reduce
the risk of high recruitment and training costs, along with the loss of talent and organizational
knowledge. Cox and McDonald (2013) has contended that key outcome can be accomplished
by having an effective consideration of culture management especially in airline, because
airline is the organisation where conclude variety of nationalities’ employee. A culture is
considered combination of diverse elements such as values, beliefs, principles that affect the
human behaviour. It means by having a direct target on employees’ belief the airline firm can
easily advance the motivation. Improved level of motivation is referred as outcome which is
essential for controlling employee turnover ratio.
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CHAPTER 3: RESEARCH METHODOLOGY
3.1 Introduction
Research methodology is considered as one of key aspect in every dissertation. It has
been noticed that research methodology is the next step when study is being carried out.
Research methods are the procedures that are used for acquiring evidence and analysing it for
answering the research questions. By having an effective consideration of research
methodology, the issues in terms of outcome accomplishment can be overcome. It has been
noticed that number of tools and techniques are being employed in order to ensure that data
collection and additional activities are being accomplished in this part. Present study is based
on investigating the job satisfaction impacts on employee turnover intention in Airlines
industry. In this regard, the aspects like design, approach, collection and analysis are being
referred properly in order to meet objectives.
3.2 Research Philosophy
Research philosophy is considered as significant aspect which allows to develop
effective knowledge in regard to subject. With an assistance of this, key aspects can be
measured in desired manner so that goals and objectives can be accomplished. Research
philosophy comprises of factors such as an individual’s way of seeing things differently,
varied perceptions and beliefs towards reality. There are number of methods in respect to
philosophy such as interpretivist and positivism (Daniel and Sam, 2011). In order to have
effective collection and analysis of the information, the researcher has focused on the
interpretivist philosophy. By having an effective consideration of interpretivist aspects, the
outcome can be attained in desired manner. With an appropriate selection, the adequate
justification has been provided to the research methodology. The number of facts has been
analysed properly in respect to investigating the job satisfaction impacts on employee
turnover intention in Airlines industry. However, selection of positivism philosophy is not
26

appropriate because it does not provide the proper interaction with the environmental values
(Hill, 2007). By considering the interpretivist philosophy the researcher has interpreted the
outcome in desired manner.
It has been noticed that if selection of research philosophy is not appropriate as per
key standards then it will impact the overall effectiveness. It will also influence the
significance of data collection and interpretation. It means selection of interpretivist
philosophy will assist in gathering information and present in appropriate way to meet the
research objectives.
3.3 Methods of Investigation and Research Design
It is referred as one of the most essential concept which assists in accomplishment of
the research. Deciding of the investigation type to design the research is based on the research
aim and objectives. Classification of diverse research can be these tree basic types:
descriptive, exploratory, and casual, each of them can be used as different purpose and serves
in the specified way (Abrams, 2009; Fowler, 2013). Investigation methods help in
considering the overall strategy and ensure that key aspects can be developed. With this,
researcher has number of choices that allows to implement logical values in regard to meet
the objectives. By having an effective consideration of investigation method and research
design, the issues can be resolved. It has been noticed that present study will be accomplished
with an assistance of descriptive information then the objectives can be attained. Descriptive
design has been used because it leads toward in-depth description answers to questions of
who, where, how, what and when, which are associated with a particular research problem
and the exploration of well-recognized phenomena to reach the aim of obtaining new insights
by interviewing existing participants and conclusions from the existing literature (Bryman,
2016; Cohen, Manion and Morrison, 2017). It has been noticed that selection of such practice
allows to have information about relationship between job satisfaction factors and employee
turnover intention deeply, it means descriptive research can better define the following terms
as an opinion, attitude, or behavior held by a group of employees in airline on this research
subject. In addition, it can be said that design also allows to have effective observation of key
values. On the basis of such values, the recommendation can also be provided so that better
understanding can be developed about the subject. It can be understood that descriptive
research should be preplanned and structured, then it also allows researcher to measure the
collecting results on the overall population who has attended the interview, as well as their
opinions, attitudes, and behaviors that have changed over time which is richer quality
27

information than only numeric data, and it might lead to the discovery of new problems that
were never addressed by previous researchers.
On the contrary, the explanatory design is used to explain and interpret the
interrelationships between constructs and phenomena which is totally different concept from
the descriptive design (Baxter and Jack, 2008). This type of investigation is useful for
improving the existing issues with insufficient explanation in the previous study in literature
(Kumar, 2014). What is more, the exploratory design is also an important part regarding any
marketing or business strategy research, it emphasizes on discovering new ideas to help
business in developing rather than collect the statistical data.
The last basic type of investigation method is causal research or explanatory research
which is similar to the descriptive design, it is preplanned and structured in design. The
difference is the casual research is quantitative in nature. Furthermore, the concepts of causal
research are to identify the cause variables and the effect variables in conceptual framework
of the research or the extent and nature of cause-and-effect relationships, moreover, it also
determines the common of the relationship between the variables and the predicted effect
(Bryman and Bell, 2015).
Hence, it can be concluded that both exploratory design and casual design are another
option which can be referred by experts. Exploratory design provides a learning according to
key standards of exploring diverse factors, and casual design attempts to paraphrase whether
a relationship is casual through quantitative method (e.g. experimentation). However, the
selection of such practices is not appropriate as per nature of present study so experts has not
focused on the exploratory design and casual design. By having an actual consideration of
descriptive aspects, the overall practice can easily have in-depth analysis and ensure that key
aim and objectives are being accomplished with richer quality information provided by
participants related to the subject (Saunders, Lewis and Thornhill, 2015). With an effective
consideration and application of key measures in regard to descriptive design the impact of
job satisfaction factors on the employee turnover intention can be identified effectively.
3.4 Research Approach
Research approach provides a great assistance to accomplishment of study. It is
considered as technique which helps researcher to take study to the next level. It has been
noticed that present study is focused on investigating job satisfaction impacts on employee
turnover intention in Airlines industry so by having an effective consideration of inductive
approach the study will be accomplished. In addition to this, it has been noticed that by
28

having an application of such measures the findings of the study can be accomplished
properly (Sreedharan, 2007). Inductive approach makes a research move from particular
situations for making or inferring broad general ideas and theories. It indicates that
consideration of approach has facilitated in analysing diverse theories which are related to job
satisfaction. With an assistance of this, key terms related to employee turnover can also be
referred properly.
In addition to this, it can be said that a selection of inductive approach is appropriate
because using such practice the researcher can easily have development of empirical
generalisation. It assists in developing measures and ensure that key outcome is being
accomplished properly. A selection of such approach will also provide an information in
regard to diverse factors which has impact on the employee satisfaction (Stake, 2005). By
analysing the key job satisfaction factors, the tendency to quit the job can also be evaluated in
desired manner, due to the employee turnover intention will reflect the willingness and
potentially of leave their position. Present approach is considered as tactic which allows to
have better observation so that key factors can be identified effectively. It allows to develop a
broader learning in respect to employee satisfaction. With an effective consideration of
inductive approach, the key issues can be identified in terms of study through which
limitations can be overcome (Tracy, 2013).
3.5 Research Strategy
It is referred as one of most essential section in every dissertation. By having an
appropriate reference of research tools the study can be accomplished properly. In addition to
this, it has been noticed that there are diverse kinds of research which are being employed by
experts in order to meet objectives. In general, classification of diverse types of research can
be as qualitative, quantitative or mixed-methods research. Qualitative research is referred as
combination of factors which provide descriptive learning (Creswell, 2014). On the other
side, quantitative research is being focused on the overall learning about the subject with a
help of graphs and figures or numeric data. In addition to this, quantitative research refers to
systematic investigation of social phenomena with the help of statistical or mathematical
techniques. To collect, analyse and integrate both quantitative such as surveys and qualitative
such as interviews, observation and etc. is the mixed-method research which can be useful
and challenge approach, it helps researcher to attain a clearer picture of the social issues and
more explanations than by using simple one method. On the other side, it also has to take
more attention to prepare the research question to fit the research philosophy and the
necessary in conveying the research.
29

On the basis of detailed analysis, the experts have selected the qualitative research for
the present study by the requirement of the research that was based on the perceptions and the
personal experiences of the airline staff working in the British Airways. It means the
descriptive information is being presented in order to have sustainable development. By
having an effective consideration of such values, the job satisfaction impacts on employee
turnover intention in Airlines industry can be evaluated specifically. It has also helped in
developing measures so that objectives can be accomplished. In this, appropriate presentation
of information in regard to values is essential so that understanding about dissatisfaction can
be developed (Mackey and Gass, 2016).
3.6 Data Collection Methods
It is a section which plays critical role in effective accomplishment of the objectives
in desired manner. There are basically two types of data collection methods such as primary
and secondary data collection. By having an appropriate selection of method, the study can be
accomplished. In addition to this, present study is focused towards both primary and
secondary data collection. It has been noticed that data collection methods are most important
because it allows to have effective gathering of information in order to accomplish aim and
objectives of research (Mitchell and Jolley, 2012). As present investigation is on identifying
job satisfaction impacts on employee turnover intention in Airlines industry so both data
collection methods are being employed.
The present research employs the qualitative method which is a one of common
research tools used in many previous researches as well as the quantitative collecting method,
however, they also differ in nature of the form of gathering results. The quantitative data can
be collected by conductive the surveys using questionnaire or experimental, conversely, the
qualitative data can be attained by executive interviews, focus groups, tele groups,
observation and expert panels. Although both of quantitative and qualitative methods have
different concept in collecting the primary data, they also have to be straightforward to the
right participant. For this research, interview method has been used for gathering qualitative
data as primary data. The way of interview and survey participation will depend on
availability of employees.
3.6.1 Primary Data
Primary research is all about study which is being conducted by own at initial level. In
this regard, mostly researchers are focused towards application of questionnaire, survey,
interview and focused group. However, in present study, semi-structured interview is being
30

selected to have proper collection of data and to focus on gathering more in-depth
information. Semi-structured interviews can help the researcher to specify the area to be
explored with some key questions and seek out more detail of response (Gill et al, 2008).
This qualitative research method is more useful than structured interviews for this
investigation because the data collected will be reliable and flexible. The flexibility of this
approach suites to answer ‘why’ questions and discussing during the interview to gain a
better understanding of the research question (Fylan, 2005). It can be sure that semi-structure
interview is important to let the participants speak freely but still involved in the theme of the
research (Gill et al, 2008). In this, interview questionnaire is being framed on the basis of
objectives and discussed how the job satisfaction impact on turnover intention and employee
experiences in airlines. It will allow to ensure that accurate and authentic information is being
gathered which will assist in designing the final outcome (Pickard, 2013). For the interview
process, it takes 30 minutes for interviewing per person, during the interview, each speech
from the respondents will be all recorded and transcribed verbatim to ensure no significant
information and opinion are lost. Notes will be also written down to ensure detailed
interpretation. The researcher will re-read the notes to respondents and take more attention in
body language, face expression to ensure the interpretation of information and complete the
finding analysis.
Every method comes with both sides, there are basic weaknesses of interviews
according to Turner III (2010) are the respondents may give a bias to the research question
regarding their positions or the organization, they will give the sort of answer that they think
the interviewer want to hear rather than discussing what they truly feel, and some of them
might give unreliable information due to they may not reflect the real attitudes or lack of
information required. In order to overcome these biased issues, the researcher should avoid
leading question, ensured the interview questions short and clearer and keep it in the proper
time period and remember to review each answer to guarantee true opinions of the
interviewees are recorded.
3.6.2. Secondary Data
Secondary data collection is all about accessing diverse sources which assist in
gathering of information that is already present in the literature (Vartanian, 2011). In this,
information is being collection through conclusions of various previous research studies that
related to the research topic. Not only Books or journals, but also online databases such as
Google Scholars, EMERALD, RESEARCHGATE and etc. are key measures which assist in
gathering data, since these sources occupy a huge number of articles, e-books, and
31

publications and they can access easily. However, it is necessary to ensure that sources are
offering relevant information about job satisfaction and its impact on employee turnover
ratio. It can be noticed that this secondary data is primarily used to formulate literature review
part of the research which is the way to start the new study topic (Allen, 2017).
3.7 Sampling Technique and Sample size
Sampling is referred as a method which is being employed by researchers in order to
have proper gathering of primary data. It has been noticed that method is generally being
employed to have better study on specific factors related to study. In present dissertation,
employee satisfaction consideration is being taken into account more effectively. It has been
noticed that random sampling technique of sampling has been used in order to have effective
collection of primary data (Hill, 2007). In this, interview has been conducted with the
employees of British Airways who are in different department. Sample size of the interview
is being selected at the scale of 14 which allows to improve sustainability ensure that key
goals and objectives are being accomplished. Size of the sample is another important concept
in sampling. Sample size is the number of units that are to be included in the sample, the size
should not be too less or spend very short time, otherwise the researcher cannot get enough
useful information and in-depth message to complete the study. Moreover, the participants
who have been selected in this study will focus on the group of airlines staff who have
achieved and passed the recruiting and training program or have more than a year of working
experience in British Airways. With an assistance of effective sampling technique, the issues
in terms of satisfaction need to be developed so that corrective measures can be taken into
account.
3.8 Data Analysis
After data collection, the analysis is a measure which need to be referred effectively
from the researcher in order to accomplish objectives of the study. Data analysis is referred as
process which allows to have statistical and logical techniques presentation in order to
develop understanding. In addition to this, it can be said that by having a use of such
technique the overall presentation of data can be completed in systematic manner (Fowler,
2013). It allows to have appropriate description, illustration and condensing in desired
manner. As it has been witnessed there are two kinds of research such as qualitative and
quantitative. It means the data collected can also be presented in two ways.
In respect to the present study the qualitative research has been taken into account
under which qualitative values has been presented. Information is being evaluated in
qualitative manner so that better support can be provided to learning. It has provided in-depth
32

learning about the dissatisfaction and its impacts on the employee turnover ratio. By
analysing such values, the issues can be overcome in regard to have sustainability.
Qualitative analysis offers a learning about employee character which creates willingness to
quit their job position (Cohen, Manion and Morrison, 2017). On the basis of interview
responses, the qualitative information is being analysed so that the relationship between job
satisfaction factors and employee turnover intention can be explored. Along with this, it also
provides a detailed description of organizational practices in human resources management.
On the basis of interview questions the diverse themes can be framed so that objectives can
be accomplished.
3.9 Ethical Considerations
It is necessary and significant for every research expert to have improved focus on
ethical considerations so that key outcome can be accomplished orderly. It has been noticed
that if ethical values are not appropriate then objectives accomplishment may also get
affected in negative side. In order to have better promotion of ethical values, the researcher
has focused on number of ethics. Proper information about the purpose and nature of study is
being shared with all the members (Saunders, Lewis and Thornhill, 2015). If participants are
having an actual information about the purpose of the research then they will have effective
participation in study so that goals and objectives can be accomplished.
It has been noticed that prior permission from related authorities has been taken into
account. It has helped in make sure that key outcome in terms of voluntary participation is
essential. Permission is being taken from the employees before primary data collection which
means the prior permission of interview. Along with this, any kind of personal information is
not being shared with the third party so that policy of confidentiality has been accomplished
(Sreedharan, 2007). It is necessary for researcher to have effective consideration of
confidentiality so that degree of privacy can be well maintained in regard to have better
opportunities in collecting the effective data. Thus, the respondents were ensured of greater
degree of privacy that will be maintained regarding the information provided by them, and
this will actuate them to discourse truly to the researcher.
On the other hand, there are number of secondary sources which were restricted due
to privacy policy so experts have not accessed such sources in ethical manner. Proper
consideration of ethical values has been taken into account so that objective of the research
can be accomplished. Number of websites are there which needed a permission to access the
information. In order to maintain the ethical values, the proper permission has been taken
from the privacy holders. Along with this, proper citation has been provided to work so that
33

content authenticity has been taken into account properly (Stake, 2005). It has been noticed
that by having an effective consideration of key norms, the issues need to be developed
properly so that ethical values can be well maintained for the research. Consideration of
citation provides a reliability to the study and ensure that key measures of ethical aspects are
well maintained. In conclusion, having the consideration of both protecting participants’
information during interviewing and afterward, and citing sources to give respect to the
secondary data creator are major norms which the researcher should keep in mind.
3.10 Validity and Reliability
In order to conduct an ethical, study the consideration of validity and reliability is
being taken into account so that key measures can be accomplished. Application of diverse
relevant tools and techniques are also essential for better outcome. It provides a rise to
concept of validity and reliability so that research can be accomplished in significant manner.
Validity is referred as term that promotes quality in the research so that better outcome can be
attained while the research is following it. It is necessary to have consideration of internal
validity so that activities can be employed in desired manner. In addition to this, it can be said
that validity has to be maintained in regard to primary and secondary data collection (Tracy,
2013). It allows to accomplish objectives in effective manner. So, the research will apply the
validity concept in implementing the research.
The interview questions have been designed according to aim and objectives of the
study in order to meet the validity. It has provided actual information about the subject and
make sure that key values are being attained. Interview validity is being well maintained
through considering that employees and respondents are well understand about the subject
and its values. Along with this, secondary sources validity and reliability is being maintained
through accessing sources which are latest and provide information about the job satisfaction
in airline. There were number of articles related to employee turnover are also being taken
into account so that objective can be concentrative accomplished. Another concept in the
research is that of reliability (Creswell, 2014), it is the extent to which stable and consistent
results are produced by an assessment tool. This concept helps in testing whether the study
would yield similar results if it is conducted again. By having an effective focus on the
reliable and valid data collection the objectives of research study are being meet in standard
manner.
3.11 Limitations
Every research study has some limitations which need to be referred by experts in
order to have sustainable values. There are very few secondary sources are being available in
34

the market which affects the outcome. Due to lack of secondary sources, the effectiveness of
secondary source collection has been affected (Mackey and Gass, 2016). Along with this,
improper consideration of resources can also affect the overall study. It has impacted the
overall outcome in regard to practice.
35

CHAPTER 4: DATA ANALYSIS
4.1 Introduction
It is a chapter that allows to have effective analysis of data collection so that
corrective measures can be taken into account. It allows to develop better understanding in
regard to subject so that goals and objectives can be accomplished. In this section, different
values related to dissatisfaction and other values of BA are being evaluated on the basis of
interview. It allows to have sustainable development in terms of salary structure and other
elements. Along with this, it provides an understanding about motivation so that goals and
objectives can be accomplished. With a proper reference of motivation, the job satisfaction
and employee turnover issue can be reduced and managed properly.
4.2 Findings
Theme 1: Working time length of employees in British Airways.
Interpretation: Scholar has conducted interview with the 14 participants those who
are working in the organization. Researcher has asked about time length of working in British
Airways. Respondent A, B, I, J have replied that they have not completed 1 year in the airline
yet. On the other hand, participant D, E K, L, have answered that they are working in British
Airways between 1-3 years. Whereas ‘F, G, H, M, N’ have answered that they are in the
workplace within the duration of 3-5 years. C has replied that individual is working in British
Airways since more than five years. From the above discussion with F, G, H, M, N, it can be
interpreted that British Airways is the firm where maximum employees are working in the
organization between 3-5 years. D, E, K, L state that it is the lengthy time thus, workers have
good enough knowledge about the firm and industry so that they can give more information
in further particulars about the organization in terms of human resource management issues.
Theme 2: Salary structure with British Airways provide impressive satisfaction
Interpretation: Researcher has asked in interview about satisfaction for salary
structure. Respondent A, B, K have answered that they are very satisfied with the salary
structure of the British Airways. Company always provide wages as per the skills and
capabilities of individuals. On the other hand, participant C, D, E have replied that British
Airways does not have good salary structure that is the main reason that workers are not
satisfied. Firm offers salary to all employees as per its norms, it does not look at the
performance of the person and educational aspects. F, I, J has stated that dissatisfaction with
the salary structure is the main cause due to which employee turnover rate is increasing in the
organization. Whereas G and H have answered that they are currently getting average salaries
36

and it has been passed two years but there are not salary improvements during the period.
From the discussion, participants L, M, N have also interpreted that salary structure of British
Airways is not good and doesn’t meet employees’ need, people are not getting wages as per
their skills and abilities. It decreases their satisfaction level which impact on their
performance.
In addition to this, it has been analysed that changes in salary structure can help in
motivation and can reduce tendency to quit job. Respondent A, B, C have answered that yes,
modification in their salary structure definitely motivate them. If British Airways enhance
their salaries and change the structure of wages then it would be beneficial for the workers.
Participants D, G, I, J contended that by this way they will be able to earn more income and
their monitory requirement will be fulfilled. They will also feel satisfied with the brand and
will not think to quit job. On other hand E, F, K, L, M, N have answered that organizational
culture, management style influences their mind. If company does not offer them healthy
culture and equal opportunities then it impacts on their mind, they emphasize on the working
condition regarding culture than less salary problem. Salary structure is not the only reason
due to which individual live their job. So, changes in structure cannot be the only factor
impact on reducing tendency to quit job. Whereas “H” is ensure about this fact that changes
in salary structure will motivate employee or not. From the discussion, it can be interpreted
that salary structure is one of the main aspects that influence the mind of workers, but it is not
influence the whole employee in airline. If British Airways offer them satisfactory wages
then it can encourage them and they will retain in the workplace for longer duration which
will become the important resource in airline.
In order to have detail learning about the subject, the interview provides information
about current pay scale. Respondent “A, B, C, D, G, I, J” have answered: “no, they are not
really happy with the current wages”. British Airways offer less salary and other perks as
compare to other airlines in the same position, they are not getting wages as per the norms.
On other hand ม participant “E, F, K, L” have replied that they are partially satisfied with the
current pay scale. Though actual basic pay is not good but perks and other incentives are
good in the organization so, in totality, they are getting average salary packages so they are
partially satisfied. Whereas “H, M” has answered that individual is happy with pay scale
which is offered by British Airways. Individual has explained that other airline firms give
high salaries but for that employees have to work extra hours. From the statement of “N” it
37

can be interpreted that maximum workers of BA are not satisfied with the current pay scale.
They put their hard efforts but did not get wages as per their capabilities and efforts.
Theme 3: Motivation and satisfaction gets affected due to lack of job security
Interpretation: Participant A, B, C, I, J, K have answered that motivation and
satisfaction definitely gets affected due to changes in lack of job security. If people do not
feel secure in the organization then they will be demotivated and will work under pressure. It
will decrease their satisfaction level to great extent. On the part of respondent D, E, F, G, L,
M, they have replied that their motivation and satisfaction level do not get affected due to
lack of job security. When employees work under pressure then they perform better and due
to their good performance, they get reward and recognition which enhance their motivation
and satisfaction level. Respondent H, N has replied that lack of job security makes the person
negative towards the firm and individual lose their confidence. In such condition person
becomes negative towards the brand. From the above discussion, it can be interpreted that
lack of job security impacts on the mind of most of staff members and they get demotivated
and their satisfaction level gets decreased to great extent.
Theme 4: Job satisfaction can be advanced through impressive reward system
Interpretation: When researcher has asked in interview about satisfaction level and
reward system then respondent A, B, C, D, I, J have answered that yes, if British Airways
implements reward system then it can help in increasing satisfaction level of employees. By
giving reward as per the performance of the person entity can encourage its workers and can
make them loyal towards the brand. On the other hand, answers E, F, G, K, L have answered
that giving rewards can motivate the person but it is also required to be fair distribution of
reward. If company does not give rewards and recognition on the bases of performance then
it will not enhance satisfaction level of workers. Whereas participant H, M, N has replied that
they are unsure about it. From the above discussion, it can be interpreted that by providing
reward to the staff members on the bases of their performance British Airways can definitely
motivate its employees and can enhance their satisfaction level.
“A, B, I, K, L” have also answered that poor interpersonal relations are the main
element which affect satisfaction level of the employees in the organization. Because if
company does not have strong relations with its staff members then people will not feel
comfortable and it will decrease their satisfaction level. On the other hand, E, J, M have also
answered that unfair administration policy is the main element of low level of satisfaction
among employees to the airline. C, D states that it is because due to unfair environment right
38

person do not development opportunities which impact negatively on their satisfaction level.
Whereas participant F, G, N have answered that uncomfortable working conditions impact on
satisfaction level of individual, it dues to which people fail to perform their duties well. On
other hand respondent “H” has answered that due to poor career opportunity person gets
demotivated and think to quit job. In conclusion, the reward system can be one of the job
satisfaction factors to motivate employees to achieve the effective tasks, but the airline should
manage it fair under the base of performance to persuade all the employees in positive way to
work. This will help airline in reducing or removing the intention to quit of employees in
short-term duration.
Theme 5: Changes in work timing and flexibility can improve satisfaction
Interpretation: When it is asked to the respondents that does changes in work timing
and flexibility has impact on the satisfaction in positive manner. Out of 14 respondents, A, B,
I, K, L has said that changes in timing and flexibility allows employees to have operation in
desired manner. With an assistance of this, key outcome in terms of organization
sustainability can be attained. It allows employees to have working in their own way so that
goals and objectives can be accomplished. Other than this, “C, D, E, J” has stated that
changes in time flexibility is not appropriate because there are various other additional issues
which can affect the working. Responses of “M, F, G, N” indicates that employees are also
not much aware about the policies which impact the overall learning. It is necessary to have
effective application of key measures so that goals and objectives can be accomplished. In
addition to this, it can be said that due to lack of information about the policies in regard to
flexibility the people fail to perform their duties well. Moreover, it has been identified that
administration flexibility policy is the main element of low level of satisfaction among
employee. It means the BA need to have advancement so that issues in terms of satisfaction
can be resolved.
In order to understand the facts in details manner when researcher has asked in
interview about significance of vacation breaks provided by company. It has been noticed
that A, B, C, D, I, J have answered that vacation breaks is most essential factor which can
improve work place environment. It allows employee to have better sustainability through
improving vacation breaks. It provides an appropriate time to experts so that they can easily
get a time to relax. Other than this, E, F, G, K, has replied that they do not consider vacation
breaks has key part of motivation aspect. It might create a short-term motivation among
employees which might affect the satisfaction in positive manner. “L, H, M, N” stated that
but in order to maintain the long-term motivation and better control on employee turnover the
39

business firm need to identify alternative options. However, E, F, G, K, L, has said that
vacation breaks on quarterly basis might be a good option because it allows to have diverse
benefits in every short-term period. “H, M, N” stated that by analysing the key issues in terms
of vacation break policies the significant outcome can be taken into account. Additional
benefits in terms of vacation norms is essential to resolve the issues.
On the basis of respondents, it can be said that majority of respondents has said that
vacation breaks is essential to refer. It has been noticed that majority of members has stated
that employees who take vacation time are more productive in their jobs. It allows to have
advancement in motivation level and ensure that work activities are being accomplished in
desired manner. A, B, C, D, I, J have answered that vacation breaks is most essential factor
which can improve work place environment. It has been noticed that employees those who
are taking less time are not having much productive performance so that management need to
refer such values effectively. Vacation break allows employee to feel free and relaxed so that
he can balance the well-being factors in more appropriate manner. With an assistance of key
outcome in terms of time consumption the issue can be resolved. It is necessary for members
to have proper consideration of measures so that goals and objectives can be accomplished.
Theme 6. Work conditions at British Airways improves long term commitment towards
work
Interpretation: According to respondents, the work conditions in British Airways are
not appropriate as per industrial standards. It has impacted the employee satisfaction in
diverse manner. By having an analysis of diverse factors in regard to work commitment the
issues can be resolved. A, B, C, D, I, J have suggested that work conditions are not proper
and company need to improve the standards so that long term sustainability can be
accomplished. It has been witnessed by the respondents that facilities provided by the
company are not as per needs. The in-dock services provided to the employees need to be
advanced so that they can feel satisfied. On the other hand, the E, F, G, K, F, G, K, has stated
that work conditions of British Airways are good but these can be improved in more
structured manner. It allows to have effective development of measures so that goals and
objectives can be accomplished. In addition to this, it has been noticed that improvement in
facilities, policies, income, and personal reason, are essential to refer by the management.
Respondents L, H, M, N stated that it allows to make sure that salary improvement and
policies advancement can assist in improving measures so that satisfaction can be advanced.
Along with this, it will also assist in controlling the employee turnover ratio.
40

When it is asked to employees that what ways a company need to advance in respect
to have improvement in employee motivation so that employee turnover can also be
controlled. Different employees have suggested different methods in order to have
advancement. Respondents E, F, G, K, F, G, K, L, H, M, N has stated that management must
have focus on good leadership practices so that goals and objectives can be accomplished. By
having an improved focus on such measures, the issues need to be resolved. Advancement in
workplace standards is also essential so that long term opportunities can be created. On the
other hand, “A, B, C” have answered that application of training programs for the employees
is also beneficial because it assists in effective consideration of skills development.
Improvement in skills has great impact on the performance which make employee feel
motivated. With an assistance of this, key measures in regard to employee turnover can be
taken into account. “D, I, J” contended that by having an improvement in standards of work
coordination the issues can also be resolved. It will improve the workplace environment and
ensure that motivation is also well maintained. In addition to this, it can be said that by
having an application of measures in regard to feedback and support system the issues can be
resolved.
Theme 7: Cost of operation affected due to dissatisfaction within organisation
According to respondents of the interview, it has been noticed that cost of operation
within British Airways is impacted due to high level of dissatisfaction within organization.
By having an effective consideration of key measures in respect to dissatisfaction the issues
can be resolved. Respondents E, F, G, K, F, G, K, L, H, M, N has stated that dissatisfaction
increases the managerial efforts within organization which forces to have application of
diverse additional strategies in order to resolve the issue. Application of new process and
measures advances the cost factor so management need to refer such values in desired
manner. It has been noticed that cost of operation is also being advanced because
dissatisfaction is considered as factor which advances the employee turnover ratio. It means
the cost of training and further activities is being increased which influence overall operation
in negative manner. On the other hand, A, B, C, D, I, J have answered that dissatisfaction
does not create cost advancement issue when it is at a limited scale. If dissatisfaction is
causing issues in terms of employee turnover then the cost of operation can be affected in
negative manner.
41

CHAPTER 5: CONCLUSION AND RECOMMENDATION
5.1 Conclusion
As per above study, it can be concluded that employee trait is considered as key aspect
which can affect the level of satisfaction among employees. By having an effective
consideration of key norms in regard to work commitment the employee satisfaction can be
measured. It has been witnessed that every employee has its own reasons behind the quitting
the job so willingness to work also need to be referred. If employee is not having an
understanding about the key operational values then it will create impact on the level of
satisfaction. It has been witnessed that policies and structure also need to be framed
according to industrial standards. If Airline Industry Company like British Airways is not
having improvement in policies and standards properly then it will impact the motivation
level. Study of Hitt, Biermant and Kochhar (2010), indicates that with an effective
consideration of diverse change management practice the issue in terms of leadership can
also be resolved. By having some changes in policies, the Airline sector businesses can have
improvement in practice. Number of motivational theories can also be employed by the
experts in regard to have sustainability. In present study identified that with an effective
consideration of airline sector norms the issues can be resolved. If an airline firm is looking
for the hard-working employees but the employee trait and behavior is to have working in
flexible manner. It might also create an issue for employee in terms of commitment and
performance which will create a pressure to quit the job. Kozlowski and Salas (2010) has
analysed that it indicates that management of airline firm need to have changes accordingly to
that commitment and motivation can be balanced. With an assistance of this, the employee
turnover ratio can also be reduced in order to accomplish airline’s key goals and objectives.
In addition to this, it has been witnessed that emotional labor model is also a factor
which can affect the employee commitment level. It is necessary for airline business firm to
ensure that they are having a proper engagement and interaction with members so that goals
and objectives can be accomplished. Present primary research factors indicate that by having
an effective engagement and team coordination the emotional state can be developed. It
42

might increase the level of commitment between employers and employees, and ensure that
goals and objectives can be accomplished. Along with this, it has been noticed that
motivation need to be advanced among members so that issue of employee turnover can be
resolved properly. Aydogdu and Asikgil (2011) has observed that with an assistance of job
role allocation and responsibilities allocation standards improvement the conflict can be
resolved. It allows to meet key goals and objectives so that sustainable values in terms of
work culture, profit margin, etc. can be resolved.
It has been noticed in the interview of present study that job satisfaction within
organization need to be advanced so that employee commitment and turnover ratio can be
controlled. For the same, airline business firm can easily develop the understanding about
behavioral job satisfaction. It means the members need to ensure that employees that have
positive behavior towards workplace need to be promoted so that positive environment can
be created. Along with this, Bliese (2011) study indicates that motivation need to be referred
so that employees can accept challenges which will assist in meeting objectives. It improves
the employee morale and advance the standards in respect to employee turnover ratio. It has
been noticed that job satisfaction has great impact on the operations of an airline business
because if financial need is not being accomplished properly then employee will not like the
company working style. It might create an issue of job satisfaction which will adversely
impact on the employee turnover ratio.
It has been witnessed in the present literature and primary study that employee
satisfaction has great impact on the organizational performance. By having a continuous
improvement in motivation, the issue can be resolved. Dissatisfied employees themselves are
not interested in performing everyday work. It means if employees are not motivated to have
effective consideration of work activities then it might create a tendency to quit the job.
Along with this, proper pay among employees is also a factor which need to be referred so
that goals and objectives can be accomplished. It has been identified that improper pay scale
affects the motivation and commitment level, it might also lead to job changing situation to
another airline or organization which offer reasonable salary so management need to ensure
about such standards properly.
5.2 Recommendation
5.2.1 To improve satisfaction
In order to have better control over employee turnover and improvement in job
satisfaction the business entity need to develop various standards. It has been noticed that
there are various strategic options which can be employed by management so that goals and
43

objectives can be accomplished. In respect to have effective human resource policies, the
management of airline firm need to ensure about functional areas like recruitment, selection,
training and motivation among employees. By having an improvement in regard to
responsibilities allocation the issues can be resolved so that sustainable values can be
attained. Proper identification of need is essential so that key measure can be taken into
account. Along with this, feedback must be taken from employees so that issues can be
discussed, such as the feedback from airline frontline staffs who always dealt with various of
passengers and faced many difficult issues.
5.2.2 Further study
Other than this, it is also necessary to have better understanding in respect to subject. In
this regard, the researcher need to focus on diverse studies. Experts can conduct a research on
factors that create situation of employee turnover. It will allow to identify the factors which
impact the overall performance in negative manner. On the basis of such situation the issues
in terms of sustainability can be identified. Business firm can easily design better ways on the
basis of outcome of study.
44

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49

APPENDIX I
Interview Questions
1. How long you been working in the British Airways?
Less than 1 year 
1 – 3 years 
3 – 5 years 
More than 5 years 
2. Does salary structure within BA provides you impressive satisfaction?
…………………………………………………………………………………………………
3. Is changes in salary structure helps in motivation and reduces the tendency to quit job?
…………………………………………………………………………………………………
4. Are you satisfied with the current pay scale you have in the BA?
…………………………………………………………………………………………………
5. According to you, motivation and satisfaction can be affected due to changes in lack of job
security?
…………………………………………………………………………………………………
6. Your job satisfaction can be advanced through impressive reward system?
…………………………………………………………………………………………………
7. Which of the factor impacts your satisfaction level most while working in an organization
and why?
• Poor interpersonal relations
• Unfair administrative policy
• Uncomfortable working conditions
• Lack of career opportunities
…………………………………………………………………………………………………
8. Does changes in work timing and flexibility can improve satisfaction and assist in
controlling turnover ratio?
…………………………………………………………………………………………………
9. Do you want company to provide vacation breaks?
…………………………………………………………………………………………………
10. If yes, how it would affect your job satisfaction and tendency to work with an
organization?
…………………………………………………………………………………………………
11. Is working conditions at BA are comfortable and improves your long-term commitment
towards work?
…………………………………………………………………………………………………
12. How employee motivation can be improved in BA to control employee turnover?
…………………………………………………………………………………………………
50

APPENDIX II
Parts of Interviewees’ Responses
1. How long have you been working in the British Airways?
A: I am working here from past 6 months.
B: 3 months.
F: I am associated with company from past 2 years.
G: 3 Years.
C: I am enjoying this work culture from past 6 years.
2. Does salary structure within BA provides you impressive satisfaction?
A: I am satisfied with the salary structure of BA because it is according to my needs.
B: Yes, it allows me to meet my satisfaction needs properly.
F: No, if it was proper the turnover rate was controlled.
G: It is average.
C: It is fine, but few improvements are required to meet needs.
3. Is changes in salary structure helps in motivation and reduces the tendency to quit job?
A: Yes, modification in their salary structure definitely motivate me.
B: It allows me to have work more efficiently.
F: Factors like organizational culture, management style is essential to meet standards.
G: It assist meet to me ensure about my financial need.
C: Yes, it is best way to control the issue.
4. Are you satisfied with the current pay scale you have in the BA?
A: Pay scale creates demotivation which affects my performance.
B: I am not really happy.
F: Yeah, but it can be rated at partial level.
G: Current wage scale must be improved.
C: I am not really happy with the current wages.
5. According to you, motivation and satisfaction can be affected due to changes in lack of
job security?
A: According to me, motivation and satisfaction definitely gets affected due to changes in
lack of job security.
B: I think motivation allows to have improvement in work commitment.
F: Motivation does not have much impact.
G: Motivation is not all which affects the satisfaction so other things are essential.
C: I think motivation allows to have improvement in work satisfaction.
6. Your job satisfaction can be advanced through impressive reward system?
A: Yes, it advances the satisfaction due to monetary values.
B: Yes, it is significant.
F: It is required to be fair distribution of reward.
G: It needs improvement to have fair values.
C: Yes.
51

7. Which of the factor impacts your satisfaction level most while working in an
organization and why?
A: Poor interpersonal relations is the main element which affect satisfaction level of the
employees in the organization.
B: According to me poor interpersonal is key factor that influence satisfaction.
F: Unfair environment right person do not development opportunities which impact
negatively on their satisfaction level.
G: Uncomfortable working conditions impact on satisfaction level of individual
C: Unfair values within business creates an issue.
8. Does changes in work timing and flexibility can improve satisfaction and assist in
controlling turnover ratio?
A: Yes, time flexibility will allow to have improved focus on turnover ratio control
B: Yes.
F: I think employees are not much aware that why they think flexibly at work place is not
appropriate.
G: Employees are also not much aware about the policies which impact the overall learning.
C: Time flexibility is not appropriate because there are various other additional issues.
9. Do you want company to provide vacation breaks?
A: Yes, vacation breaks is most essential factor which can improve work place environment.
B: According to me vacation allows to have improved commitment.
F: Vacation break does not play effective role in development.
G: Unique combination of break is necessary to refer.
10. If yes, how it would affect your job satisfaction and tendency to work with an
organization?
A: Yes, it helps me to feel fresh and energetic in order to have sustainable opportunities.
B: It helps me to feel relax and work in committed manner.
11. Is working conditions at BA are comfortable and improves your long-term commitment
towards work?
A: Work conditions are not proper and company need to improve the standards.
B: BA needs to advance the standards in terms of comfortableness but it is sufficient as per
needs.
F: Work conditions of BA are good but these can be improved in more structured manner.
G: It allows to have effective development of measures which is essential for better
comfortableness.
C: Work conditions are not proper and company need to improve the standards.
12. How employee motivation can be improved in BA to control employee turnover?
A: Application of training programs for the employees is also beneficial.
B: It helps to advance the skills and assist in sustainability.
F: Management must have focus on good leadership practices so that goals and objectives can
be accomplished.
52

APPENDIX III
Ethics Form
53