Investigation of Job Satisfaction Impacts on Employee Turnover Intention

This dissertation investigates the impact of job satisfaction on employee turnover intention in the Airlines industry. It explores the relationship between job satisfaction factors and turnover intention, identifies employee traits that lead to job quitting, and evaluates organizational practices in human resources management. The study aims to provide insights into improving employee satisfaction and reducing turnover in the industry.

An investigation of job satisfaction impacts on
employee turnover intention
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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 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....................................................................................................4
1.1 Overview..........................................................................................................................4
1.2 Research Problem.............................................................................................................5
1.3 Chapter Structure..............................................................................................................6
1.4 Aim and objectives...........................................................................................................7
1.5 Focus and Purpose............................................................................................................7
1.6 Research questions...........................................................................................................8
1.7 Framework and Analysis..................................................................................................8
1.8 Potential Significance.....................................................................................................10
CHAPTER 2: LITERATURE REVIEW.......................................................................................11
2.1 Introduction....................................................................................................................11
2.2 Employee trait and Its Impact on Willingness to Quit Job.............................................11
2.3 Employee Dissatisfaction Model....................................................................................12
2.4 Classifications and Impact of Job Satisfaction...............................................................14
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....................................18
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................................................................................................29
3.6.1 Primary Data................................................................................................................29
3.6.2. Secondary Data...........................................................................................................30
3.7 Sampling Technique and Sample size............................................................................31
3.8 Data Analysis..................................................................................................................31
3.9 Ethical Considerations....................................................................................................32
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3.10 Validity and Reliability................................................................................................33
3.11 Limitations....................................................................................................................34
CHAPTER 4: DATA ANALYSIS................................................................................................35
CHAPTER 5: CONCLUSION AND RECOMMENDATION.....................................................41
5.1 Conclusion......................................................................................................................41
5.2 Recommendation............................................................................................................42
REFERENCES..............................................................................................................................44
APPENDIX....................................................................................................................................47
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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
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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. 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
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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 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
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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 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 (David, 2009).
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
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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. 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
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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 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. 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.
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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 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 (David, 2009). 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
HRM 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
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this, it can be said that if facilities provided by the company are not according to needs of
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 (2009) 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 (2011) 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 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 character 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. Rowden (2007) 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
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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 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
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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 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 (7
Ways to Improve Employee Satisfaction, 2017). It enhances the morale because the financial
16

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 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 (Improve Your
Employees' Job Satisfaction, 2004). 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 (How to Improve Job Satisfaction and Increase Employee Engagement, 2017). It means
17

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 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 (The Human Resource Management Can Reduce
Turnover? , 2014). 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.
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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 (Human resource management practices and nursing turnover, 2016). 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 such as work commitment, work flexibility,
etc. 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 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 such as work commitment, work
flexibility, etc. 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
19

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 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
20

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 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
21

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 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
22

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 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.
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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 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
24

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 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
25

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 research valuation 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 interpretivism and positivism
(Daniel and Sam, 2011). In order to have effective collection and analysis of the information, the
researcher has focused on the interpretivism philosophy. By having an effective consideration of
interpretivism 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 appropriate because it does not provide the proper interaction with the environmental values
(Hill, 2007). By considering the interpretivism 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 interpretivism philosophy will assist in
gathering information and present in appropriate way to meet the research objectives.
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3.3 Methods of Investigation and Research Design
It is a section which assists in accomplishment of the research by offering learning about
strategies of 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, 2009). 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; Manion, Cohen and Morrison, 2007). 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 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).
28

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 are 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, 2013). 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 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
29

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, 2015). 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 method 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, 2012).
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, 2013). 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.
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
30

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, 2013).
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
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
31

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,
2012). 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 publications and they can access
easily. However, it is necessary to ensure that sources are offering relevant information about job
32

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 as 14 employees of BA 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 14 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, 2009). 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.
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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 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 (Manion, Cohen
and Morrison, 2007). 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, 2013). 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.
34

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 content
authenticity has been taken into account properly (Stake, 2015). 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, 2012). 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
35

objective can be concentrative accomplished. Another concept in the research is that of reliability
(Creswell, 2013), 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 the
market which affects the outcome. Due to lack of secondary sources, the effectiveness of
secondary source collection has been affected (Mackey and Gass, 2013). Along with this,
improper consideration of resources can also affect the overall study. It has impacted the overall
outcome in regard to practice.
36

CHAPTER 4: DATA ANALYSIS
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
resolved.
Theme 1: Working time length of employees in British Airways.
Interpretation: Scholar has conducted interview with the eight participants those who are
working in the organization. Researcher has asked about time length of working in BA.
Respondent A, B, I, J have replied that they have not completed 1 year in the firm yet. On other
hand participant “D, L,” have answered that they are working in British Airways between 1-3
years. Whereas F, M, N have answered that they are in the workplace since 3-5 years. C has
replied that individual is working in BA since more than five years. From the above discussion
with “G, H,” it can be interpreted that British Airways is the firm where maximum employees
are working in the organization between 3-5 years. “E, K” states that it is the lengthy time thus,
workers have good knowledge about the firm and they can give good detail about the
organization.
Theme 2: Salary structure with BA 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 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, H,” has answered
that they are currently getting average salaries and it has been passed two years but there is not
37

salary improvements. “L, M, N” has interpreted that salary structure of British Airways is not
good, 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. D, G, I, J
contended that by this way they will be able to earn more income and their monitory requirement
will be fulfilled. By this way they will 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
influence their mind. If they get less salary than it is fine but if company does not offer them
healthy culture and equal opportunities then it impacts on their mind. Salary structure is not the
only reason due to which individual live their job. So changes in structure cannot reduce
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 the
main aspect that influence the mind of workers. If British Airways offer them satisfactory wages
then it can encourage them and they will retain in the workplace for longer duration.
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 that no they are not
really happy with the current wages. British Airways offer less salary and other perks as compare
to other airlines. They are not getting wages as per the norms. On other hand 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 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
38

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 other hand D, E, F, G, L, M has replied that not 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 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 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 not
sure 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 is 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 other hand answers E, J, M have answered that unfair
administration policy is the main element of low level of satisfaction among employee. C, D
states that it is because due to unfair environment right 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. Due to which
39

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.
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 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 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.
40

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 BA improves long term commitment towards work
Interpretation: According to respondents the work conditions in BA are not appropriate
as per industrial standards. It impacts 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 answered 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 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 BA 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, personal reason, etc is essential to refer by the management. “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.
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
41

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 assist 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 organisation. 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 organisation 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.
42

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 a 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 airline firm is
looking for the hard-working employees but the employee character 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. Kozlowski and Salas (2009) 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 key goals and objectives.
In addition to this, it has been witnessed that emotional labour model is also a factor which can
affect the employee commitment level. It is necessary for 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 indicates that by having an effective engagement
and team coordination the emotional state can be developed. It might increase the level of
commitment 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
43

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 organisation need
to be advanced so that employee commitment and turnover ratio can be controlled. For the same
the Airline business can easily develop the understanding about behavioural job satisfaction. It
means the members need to ensure that employees that have positive behaviour 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 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
have great impact on the organisational 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 so management need to ensure about such standards properly.
5.2 Recommendation
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 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
44

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.
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.
45

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through< https://www.ualberta.ca/-/media/300EED6B487449ECBF0AF12FF29D7E72>
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https://www.entrepreneur.com/article/70060>
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APPENDIX A
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 organisation 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 organisation
…………………………………………………………………………………………………
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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?
…………………………………………………………………………………………………
13. Due to dissatisfaction does the cost of operation within organisation also get influenced?
…………………………………………………………………………………………………
Answers
1. How long 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 are 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.
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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
7. Which of the factor impacts your satisfaction level most while working in an organisation
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.
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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 organisation
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
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